Tuesday, February 28, 2012

Employee Handbooks for Your Golf Course


·        
           When were they last updated?  Is it time to dust them off and see if they are still relevant?
·         Are different handbooks made for seasonal/full-time, clubhouse/grounds crew, management?
·         Do they include salaries/set hourly rates, calculation of OT and vacation pay rates? What about the pay periods?  Do new employees have easy access to the information they need most - When is payday?

·         Are OT calculations different for different departments?  Have you checked with the Employment Standards Act before making your handbook so that you are paying your staff correctly?
·         Are holiday work policies included; are these different for different departments?
·         Is there a set procedure for reporting sickness/absences?  Who does the employee call?  Is the procedure different for the grounds maintenance crew than it is for the banquet room serving staff?
·         Are grievance or discipline procedures described?  Have employees been informed of their rights and their responsibilities?  

      The golf course is a beautiful place to spend leisure and casual business hours.  Let's make sure that the experience that the members have is the very best customer service possible.  
     
      This starts at the top.  The leader is just that - the leader.  He leads by example and by having the correct policies in place to manage his greatest asset - his human capital.  

      The sun is shining today, soon the birds will sing and it will be the time to check out your golf swing.  Which golf club will you choose?




Thursday, February 16, 2012

HRNC creates Employment contracts and Employee handbooks




Employment contracts ensure that there is a “hard copy” of the terms of the employment relationship between employee and employer and that both parties will abide by these terms. HRNC will be able to draft an employee contract that is not only simplistic but comprehensive and will outline the necessary information needed to hire an employee. The contract will include the information for your company as well as link the handbook into the contractual agreement so as to ensure that the terms of employment also relate to policies outlined in the employee handbook. www.hrnc.ca

Friday, February 10, 2012

HRNC ASK US A QUESTION … REGULAR SERVICES PROVIDED


ASK US A QUESTION …  REGULAR SERVICES PROVIDED:

            HIRING
·         RECRUITMENT, INTERVIEWS AND SELECTION

            COMPENSATION& BENEFITS
·         ORIENTATION & RETENTION
·         PAYROLL
·         COMPENSATION
·         BENEFITS
·         PENSIONS
·         EMPLOYEE ASSISTANCE PROGRAMS

            COMPLIANCE
·         ACCOMMODATION/DISABILITIES
·         DISCIPLINE & TERMINATION
·         DIVERSITY TRAINING
·         HARASSMENT, BULLYING & VIOLENCE
·         EMPLOYEE & LABOUR RELATIONS

            HEALTH&SAFETY
·         WSIB – FORM 7 ISSUANCE & ADJUDICATION ASSISTANCE
·         RETURN TO WORK
·         WORKPLACE SAFETY
·         ERGONOMICS, MSD & WELLNESS
·         PANDEMIC PLANNING

            ORGANIZATIONAL DEVELOPMENT
·         PERFORMANCE EVALUATIONS METRICS
·         TRAINING & DEVELOPMENT
·         COACHING & MENTORING
·         CROSS-TRAINING
·         SUCCESSION PLANNING

            HUMAN RESOURCES INFORMATION 
                 & MANAGEMENT SYSTEMS

            QUALITY MANAGEMENT SYSTEMS

www.hrnc.ca

Thursday, February 9, 2012

Including Contract workers in workplace policies and training


HRNC assists employers with what is the best fit for their company.  Workplace policies should address the contract worker as opposed to a full-time employee.  Contract workers have the potential to be both an asset and a liability for the company.  They are more likely to leave after training has developed them.  However, if there is a slow down for the company - they make it easier to deal with than terminations.  If they are willing not to receive benefits that reduces costs as well.  I understand that the information technology sector has difficulty keeping full-time employees because workers prefer contracts only.www.hrnc.ca

A most interesting solution to human resources sharing has been met by Hannah McKinnon, of www.peoplepooling.ca.  If companies sign up for membership to share some of their employees during slow times - they also have the opportunity to share another company's employees when they have an extra project. What a great way to keep our human resources maximized!