( Published in Vancouver Sun )

As a human resources adviser with years of consulting experience, I have observed many instances of companies’ implementing ineffective and often costly hiring policies. In such instances, positions were filled without management fully understanding the positions they were hiring for. In addition, they did not consider the medium-and long-term plans for the company when evaluating an applicant’s resume or skill set. …more ›

Many employers underestimate the cost of employee turnover. Researchers have estimated the cost of employee turnover to total anywhere from 30% to 150% of an employee’s annual compensation.

Employee turnover occurs when employees involuntarily or voluntarily leave an organization.  Involuntary turnover occurs when employees are terminated, while voluntary turnover occurs when …more ›

Corporate salaries grow as public confidence shrinks:
At least 17 B.C. senior executives were paid over $1 million last year.

How much are corporate bigwigs worth? If they’re paid too much, directors could find themselves on the carpet with shareholders and regulators.

Corporate scandals and three straight years of stock-market losses have eroded public trust in senior management, corporate directors, accountants, auditors and investment advisers. …more ›

In the past, succession plans were developed only for executive positions.  In today’s business climate, succession plans need to be more broad-based, and need to cover other key positions.  In addition, succession plans need to be integrated with other HR programs, such as recruiting, training and development programs, to ensure they deliver results. …more ›

One of the best qualities of a desirable employer is encouraging employees to have fun in the workplace. Employee recognition programs can be designed to incorporate fun as well as reinforcement of desired behaviours.

People who are having fun in the workplace tend to be engaged and connected, care about the company and the customer, get the work done and tend to stay in their jobs. …more ›

Is your sales compensation plan encouraging the right activities from the sales team?  Are the highest paid salespeople your best performers?  Are you losing qualified sales people because of the design of your sales compensation plan?

All sales compensation plans should be reviewed regularly to ensure they continue to respond to changes in the market. …more ›

A client, a medium sized distribution company, invested considerably in human resources programs, and it had a loyal base of engaged employees. It had a talented Human Resources Manager, and a well developed set of HR services.

However, when it came to designing a bonus program for its employees, it offered a Christmas bonus not tied to individual or corporate performance. …more ›