Meeting HR Needs in an Aboriginal Organization. Diane Carriere, BA, CHRP, THRP D. Carriere & Associates

Transcription

1 Meeting HR Needs in an Aboriginal Organization Diane Carriere, BA, CHRP, THRP D. Carriere & Associates

2 What is Human Resource Management?

3 What is Human Resource Management? Planning HR Needs Staffing organizations based on HR needs Compensating and motivating employees Appraising employee behavior Enhancing potential training & development Maintaining effective work relationships & work environment

4 HR planning for aboriginal organizations Meeting Current needs: Skills, Knowledge, expertise, education Forecasting: Short term to Long term, ensuring you can meet these needs Succession Planning: ensuring you have a plan in place for the talent lost Organizational Knowledge: lost

5 Human Resource Management Utilization of individuals to achieve organizational objectives All managers at every level must concern themselves with human resource management Five functions

6 HR planning for aboriginal organizations In past, employment was often directly linked to elections However, employees tend to stay long after election and/or program runs out of money Growing awareness of employee rights and employment standards Few skilled and educated individuals available in some remote communities

7 Functions of HR

8 Human Resource Functions Staffing Employee and Labour Relations Human Resource Development Safety and Health Compensation

9 Function of HR Departments Has overall responsibility for HR programs and activities The primary role of the HR department is to ensure that the organization s human resources are utilized effectively and managed in compliance with company policies and procedures, government legislation, and, in unionized settings, collective agreement(s)

10 Function of HR cont The HR department generally provides advice and services in the following areas on an ongoing basis: maintenance of HR records; recruitment, selection, orientation, training and development; compensation and benefits administration; employee counselling; and labour relations

11 Interrelationships of HRM Functions All HRM functions are interrelated Each function affects other areas

12 Staffing

13 Staffing Staffing - Process through which organization ensures it always has proper number of employees with appropriate skills in right jobs at right time to achieve organizational objectives Job analysis - Systematic process of determining skills, duties, and knowledge required for performing jobs in organization Human resource planning Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period of time

14 Staffing (Cont.) Recruitment - Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization Selection Process of choosing from a group of applicants the individual best suited for a particular position and the organization

15 Human Resource Development

16 Human Resource Development (Cont.) Training - Designed to provide learners with knowledge and skills needed for their present jobs Development - Involves learning that goes beyond today's job; it has more long-term focus Career planning - Ongoing process whereby individual sets career goals and identifies means to achieve them

17 HR Development (Cont.) Career development - Formal approach used by organization to ensure that people with proper qualifications and experiences are available when needed Organization development - Planned process of improving organization by developing its structures, systems, and processes to improve effectiveness and achieving desired goals

18 HR Development (Cont.) Performance management - Goal-oriented process directed toward ensuring organizational processes are in place to maximize productivity of employees, teams, and ultimately, the organization Performance appraisal - Formal system of review and evaluation of individual or team task performance

19 Compensation

20 Compensation Compensation - All rewards that individuals receive as a result of their employment

21 Compensation Direct Financial Compensation - Pay that person receives in form of wages, salaries, bonuses, and commissions Indirect Financial Compensation (Benefits) - All financial rewards not included in direct compensation such as paid vacations, sick leave, holidays, and medical insurance Nonfinancial Compensation - Satisfaction that person receives from job itself or from psychological and/or physical environment in which person works

22 Safety and Health

23 Safety and Health Employees who work in safe environment and enjoy good health are more likely to be productive and yield longterm benefits to organization.

24 Safety and Health Safety - Involves protecting employees from injuries caused by work-related accidents Health - Refers to employees' freedom from illness and their general physical and mental well being

25 Employee and Labour Relations

26 Employee and Labor Relations Business is required by law to recognize a union and bargain with it in good faith if the firm s employees want the union to represent them Human resource activity is often referred to as industrial relations Most firms today would rather have a unionfree environment

27 What s new... The Canadian Human Rights Act (CHRA) applies to on-reserve as of June 19, As of June 18, 2012 Aboriginal people and First Nations organizations have filed over 300 human rights complaints.

28 CHRC Aboriginal people and First Nations groups have filed a total of 150 complaints against the federal government since In many of these cases, complainants allege that federal funding for services delivered on-reserve is inequitable when compared to provincial and territorial funding for the same services off-reserve.

29 CHRC cont Of the 150 complaints against the federal government: 3 complaints are in the early stages of the Commission s process. 62 complaints are under examination at the Commission. 13 complaints have been referred by the Commission to the Canadian Human Rights Tribunal for adjudication. 72 complaints have been closed.

30 CHRC The Commission has since received 162 complaints against First Nations governments. Many of these cases involve issues such as onreserve housing and eligibility to vote in Band council elections.

31 CHRC cont Of the 162 complaints against First Nations governments: 47 complaints are undergoing examination at the Commission. 38 complaints are in the early stages of the Commission s process. 77 complaints have been closed.

32 HR s Changing Role: Decide what meets your needs

33 Human Resource Manager Acts in advisory or staff capacity Works with other managers to help them deal with human resource matters Today HR departments continue to get smaller because others are accomplishing certain functions

34 Role of HR Manager Includes: Conducting Job analysis ( determining the nature of each job) Planning labour needs and recruiting job candidate Selecting Job candidates Orienting and training new employees Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance (interviewing, counselling, disciplining) Training and development

35 HR as a Strategic Partner Organizations must understand complex organizational design Sharp deviation from what has traditionally been an administrative type role for HR

36 Managing Expectations Clear, realistic objectives Ensure supports are in place Starting from scratch Don t reinvent the wheel Seek support if needed Don t turn into the complaint department

37 CAHRMA Is the only Aboriginal HR Association in Canada, an non-profit organization supporting Human Resource professional working for, or providing professional Human Resource services to Aboriginal Communities.

38 CAHRMA will create Effective HR tools designed to compliment and support economic development and enhance business strategies that will assist communities in becoming self-sufficient in this competitive global economy. A national membership network of HR practitioners to focuses on the specific needs and requirements of Aboriginal communities, businesses, and people.

39 CAHRMA will create cont Education and awareness that respects and celebrates the Aboriginal culture as an integral component within Canada, and within our world. Professional certification through an established partnership with NNAHRA, the Native North American Human Resource Association. Partnerships with organizations in the Aboriginal community, professional associations, provincial and federal government entities.

40 CAHRMA 2 nd National HR Conference Building Connections April 22 24, 2014 Canad Inns Polo Park

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42 Questions? Diane Carriere, BA, CHRP, THRP