Why not start off the year on a Wellness kick at work! In today’s competitive marketplace, employers have a responsibility to create a workplace environment that has a positive impact on their employees’ physical, emotional, social and mental health. Join us and our panel discussion of various organizations who will present and discuss their wellness programs; the engagement efforts, implementation and return on investment!

Please note this session is on a Wednesday not a Tuesday. This session is geared towards better understanding how the actions of human resources professionals and management are interpreted by unions, as well as how relationships between these two bodies can be maintained and improved.

“What is the difference between a manager and a leader?” This is a false question, according to our January speaker, George Raine. “A manager who is not a good leader is called a bad manager,” he says. George will share his model for management accountability in an effective organization. It is a model that has profound impact on the role of HR. He sees HR leaders as the architects of leadership accountability in any organization, and managerial leadership as part of every organization’s normal performance expectations. HR’s role is to ensure that the organization’s culture demands leadership practices, rewards their use, and gives managers the tools and support to be fairly held accountable for leadership. It’s a refreshing message, but it demands a higher HR skill set and threatens to end forever the image of HR as “the nice people we let you talk to so your boss doesn’t have to deal with people stuff.”

As Human Resources Professional we all know that diversity in the workplace can bring incredible value. In this session, we will hear from different organizations that help employers with their recruitment needs to bring more diversity to the workplace and the value of having an organization made of individuals of all backgrounds and experiences.

The Northwest Chapter of the Human Resources Association of New Brunswick invites you to its Annual General Meeting followed by a special presentation. This presentation aims to familiarize participants on the outlines of the Lean and other improvement concepts. Furthermore, she will help us understand the impact on employees in this culture change. At the end of the presentation, participants will understand the involvement of Lean as much in the manufacturing sector than the providing of service. Mrs Savoie, Certified Black Belt Lean Six Sigma, will address the following topics: • Lean: introduction, history and others concepts • Organizations challenges when implanting a Lean Culture • Examples: o Application of 5S o Evaluation of tasks o Example in industry o Evaluation of HR process

Why employees make legal claims - Legal justice versus organizational justice - What employees want when they think about claiming and who they talk to about it - What employees find out about their legal rights and why they make claims - How employers make things worse What employees think during the legal process - How money becomes a key topic if it wasn’t one at the start - Cost and time-effective out-of-court options for employees and employers - Can the employer “win”? Is the process the penalty? How an employer can change the mind of an employee claimant - How to identify what really matters to the employee and how to respond before it’s too late - Recognizing when to “hold ‘em and when to fold ‘em” - Strange but true alternative dispute resolution stories - Mathematical realities of litigation Since his admission to the New Brunswick Bar in 1993, Kelly has practiced extensively in the field of civil litigation focusing primarily on labour, employment and human rights. Kelly has rounded out his professional experience with work in real estate transactions, corporate & commercial law and criminal trial work.

WOW! Life starts to smile back at you when you discover how bringing more balance, play, and living out your personal dreams triggers an ENERGY that spreads into your professional and personal life.

This session will focus on why employers, unions and employees need to rethink their approaches to grievances and complaints made under collective agreements, the Human Rights Act, and the Occupational Health & Safety Act. Employer considerations regarding procedural approaches to grievances and complaints will also be discussed. A number of recent cases of interest in the unionized environment will be highlighted to provide insight into what employees are really seeking in the context of grievances and complaints and how to achieve the most efficient and effective outcomes.

Even the most experience HR professional could be overwhelmed with health and safety requirements and worker’s compensation. We used to call it Workers’ Compensation and now we call it WorksafeNB. But, how long ago was this compensation system created? Where? And, what was the intent of this insurance? Has it evolved over time? Join us for a delicious breakfast and learn a lot about WorksafeNB, your rights and responsibilities and how you can better serve your interests when working with WorksafeNB on claims. Mike McGovern will take us back to the basics and bring clarity to the world of worker’s comp!

In virtually every organization, leaders look to HR Professionals to assist them with their efforts to avoid and limit legal risk. The reality is that many of us simply do not have the time to review the large number of legal decisions to determine which will have the greatest impact. This session is designed specifically for those of us faced with this dilemma.

The purpose of this presentation is to familiarize participants with the new National Standards in relation to mental health and to introduce the principal elements of the conference “Several keys…only one well-being”. The topics addressed includes prevention, intervention and promotion of mental health

Session Description: Typically social media has been seen as something to be handled strictly by the marketing or public relations/communications departments, but the reality is that social media is so pervasive in today’s society that human resources can no longer afford to turn a blind eye. In a world of constant connection, HR must become more forward-thinking and recognize the opportunity and power presented by social media, from social recruiting to employee development and engagement. However, with great power comes great responsibility and like anything, social media presents risks to an employer that may, at times, appear to outweigh the benefits. It is ultimately the responsibility of HR to draw a line in the social media sandbox. Make yourself aware of how to lock down any errant messaging and communicate proper practices to your employees to avoid the power of the negative tweet/post. Participate in this webinar to learn: • How HR can utilize social media; • How to manage the risks for your workforce; and • The essentials for developing policies that will minimize your liability. 30-second elevator speech about the program: Webinars by HRdownloads are developed to provide HR professionals not only a knowledgeable and engaging presentation to learn new concepts and understand industry best practices, but also to provide practical tools, templates and documents to help execute the concept into their organization. Learning Objectives (Participant Take-Aways): • Discover how HR can utilize social media • Learn how to manage the risks for your workforce • Essentials for policy development that will minimize employer liability • Downloadable Toolkit: Social Media Toolkit • Social Media Personal Use Policy • Corporate Social Media Policy

The 80% hidden job market has long been a reference point in the HR recruitment field. Is this still a reality today? Back when the only posting options were Job Bank, newspapers and radio this may have been the case. How does this concept today? Why would a company keep a job opening secret? Are employers hiding jobs? or are they being more strategic?

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is April 7, 2014. If you are writing the NKE this June, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Session Description: Your professional career is all about continuous learning and development. While it is well known that networking is often fundamental to the career development and growth, it is also important to your current organization to branch out and expand your professional network. Why is it so important? Networking not only allows you to gain leads for new business, but it can also help you hire good employees, sell products, improve your business practices as well as accomplish any number of professional and organizational goals. In this webinar, we are going to provide you with information on the importance of building professional connections and relationships. We are also going to discuss the benefits that collaborating and sharing information can have, not only for you personally, but for your organization as a whole. This webinar will go into detail on how to begin the process of networking, including beneficial tools to help you effectively network, and tips to identify and utilize networking opportunities. We will also address the do’s and don’ts of networking, including specific examples of common pitfalls of networking, and the common mistakes HR professionals can make when attempting to network successfully. 30-second elevator speech about the program: Webinars by HRdownloads are developed to provide HR professionals not only a knowledgeable and engaging presentation to learn new concepts and understand industry best practices, but also to provide practical tools, templates and documents to help execute the concept into their organization. Learning Objectives (Participant Take-aways): • The relevance of building professional connections and relationships • How collaborating and sharing information can benefit social and business skills • Networking and HR – where to start and what to do • Downloadable Toolkit: Networking Toolkit • Do’s and Don’ts of Business Cards • How to Network: Tips for Professional Networking • Networking Policy

Our quest for talent is becoming more challenging. Employees are looking for more from their employers than a pay cheque. Work is often seen as an extension of the self and employees want to know they and their employer are making positive contributions to their community and beyond. Come learn how a recognized leader in Corporate Social Responsibility is making an impact while attracting and retaining employees in this competitive market for talent and learn what you can do to get started or build on your program.

For the third consecutive year, HRANB Moncton is very proud to partner with the Frye Festival and this year we are hosting Ann Dowsett-Johnston. Winner of five National Magazine Awards, a Southern Fellowship and the Atkinson Fellowship in Public Policy, Ann is a gifted author and public speaker. A respected advocate in public policy matters, she has a distinguished track record in shaping a broad variety of dynamic publications. At Maclean’s, she was best known for pioneering the magazine’s system of ranking Canadian universities, overseeing the bestselling annual Maclean’s Guide to Canadian Universities and the Maclean’s University Graduate Survey. In 2006, Ann became the vice-president of McGill University, in charge of development, alumni relations and strategic communication. Ann’s bestselling book Drink: The Intimate Relationship Between Women and Alcohol was named one of the 10 best books of 2013 by the Washington Post. Ann’s presentation illuminates this startling epidemic, dissects the psychological, social and financial factors that have contributed to rise of alcohol consumption and abuse amongst women; and, she explores its long-lasting impact on our society and individual lives, including her own. Join us for a delicious breakfast buffet and meet Ann Dowsett-Johnston!

Session Description: Beginning at a new company, in a new position can be very stressful for employees. An employee’s impression of an organization is formed rapidly and the effects of the first three months may be lasting. Often organizations are so eager to have a new employee start in their role that they do not take the time and effort required to complete a full onboarding process. Organizations may feel that a standard orientation program is enough support and guidance for an employee to be successful, and that the costs of onboarding over traditional orientation programs may not be worthwhile. However, the cost of bringing in a new hire, regardless of the onboarding process is high. Furthermore retention rates can have a direct result on company costs and miss-hire can be expensive. In this webinar we are going to discuss the difference between orientation and onboarding, as well as the benefits that comprehensive onboarding programs have to the successful transition for employee. It will go into detail on how to integrate and expand your current orientation initiative into a full onboarding process, how these processes actually transitions your employees more quickly and effectively into their roles, and in turn, positively affect the overall retention rates of your organization. 30-second elevator speech about the program: Webinars by HRdownloads are developed to provide HR professionals not only a knowledgeable and engaging presentation to learn new concepts and understand industry best practices, but also to provide practical tools, templates and documents to help execute the concept into their organization. Learning Objectives (Participant Take-aways): • Best practice of transitioning orientation to onboarding for an optimal experience • The value of an onboarding program that aligns with their organization’s mission • How to use proven methods to engage employees and impart desired behaviour from the onset • Downloadable Toolkit: • Onboarding Policy • Onboarding Checklist • Pre-Start Letter

The Northwest Chapter of the Human Resources Association of New Brunswick invites you to a half-day training presented by Mrs. Chantal Poulin, Expert in Communication Mrs. Poulin will address the following topics: • The main steps of change • Reaction associated with change • Actions to take and how to behave in times of change • Things to do and avoid in times of change • Managers and players role for change An open discussion and exchange of ideas will follow the presentation. Attendants will also have the opportunity to submit their specific cases to the speaker before training. Join us for a dynamic presentation!

Session Description: Stress and wellness are two of the most talked about topics today in the business and HR worlds. In a recent study conducted by Sun Life, work-related stress was one of the topics most on employers’ minds. In fact, 75% of organizations were not confident that they had the tools necessary to support the mental health needs of their employees. However, studies have shown that stress and wellness programs are inextricably linked. Those companies that have instituted wellness programs have seen decreases in absenteeism, increases in productivity and fewer mental health claims. So what does that mean for HR professionals? Well, since it’s mostly up to us to ensure that there are enough qualified employees to complete job duties, we need to take action on this. How can we do this? By putting more time and resources into ensuring that employees have the appropriate outlets and supports for work-related stress. One way to do this is to convince our senior leadership to invest in a wellness program that entices employees to participate and garners positive results. HR needs to strive for a program that can be tailored to suit their employees’ needs and can show a measurable ROI. In this webinar, participants will learn how personal and work-related stressors can negatively impact an organization’s culture, productivity and morale. A workplace wellness program can help to reduce stress and may be the missing link between an organization that is getting by and one that thrives. 30-second elevator speech about the program: Webinars by HRdownloads are developed to provide HR professionals not only a knowledgeable and engaging presentation to learn new concepts and understand industry best practices, but also to provide practical tools, templates and documents to help execute the concept into their organization. Learning Objectives (Participant Takeaways): • Overview of stress, the dangers it poses and coping mechanisms; • Discovering the cost/benefits of promoting health through wellness programs; • Improve the physical, mental and emotional wellbeing of employees. • Downloadable Toolkit: Stress Management and Wellness Toolkit • Health and Wellness Policy • Health and Wellness Survey • Workplace Mental Health Assistance Policy

There will be four groups presenting on the topic of employee engagement. Each group will address a unique challenging area for senior management today. They will provide answers to the following questions: • How do socially responsible organizations increase the level of engagement in their employees? • How does organizational leadership impact employee engagement in areas such as mentorship and succession planning? • How does feedback and the employee’s relationship with his or her supervisor and the organization affect employee engagement? • What is the effect of orientation on engagement and how does employee engagement affect the company’s bottom line?

Total Rewards Learning objectives: • Total rewards model and alignment to business results • Compensation elements and management • Compensation terminology and tools • Quantifying cost of turnover • Market trends • Data analytics/insights in total rewards • Benefit elements and management • Recognition elements and management • Best practices and trends

Workplace bullying (WPB) is a prevalent form of abuse that affects as many as 1 in 5 Canadian workers. Bullying has negative effects for workplaces and workers and is a costly workplace health and safety issue. Research shows that bullying lowers productivity, commitment, and morale and raises costs for health service and medication use, sickness absence, and recruitment and replacement. Workers who are bullied and those who witness it both report effects on their work and their physical, emotional, and social well-being. Because human resource professionals are well positioned to assist in preventing and managing WPB, this presentation will focus on strategies for identifying bullying (including recognizing or distinguishing it from normal management practices and working relations), the costs for targets and organizations, and support needs and mechanisms for addressing the problem. Finally, because the HR role in managing and addressing WPB is an important area of research and practice that has been under addressed, discussion about the challenges and concerns of dealing with WPB will be encouraged.

Session Description: Making the right hiring decision can be a tough one. The financial cost and organizational burden of making a bad hire wastes company resources and can also decrease employee morale. The first step in avoiding a bad hiring decision is knowing how to make a good one in the first place. An effective recruitment and selection process allows companies to eliminate the danger of a bad hire before they have a chance to cause serious damage to workplace productivity and the bottom line. However, there are times when a bad hire is made and the only thing to do is roll with the punches. When this happens there a number of things you can do to correct the situation. Join us for our webinar on the impact and prevention of bad hiring choices and learn: • Recruitment and selection tips and techniques for making good hires; • How to make sure that a candidate will fit your organization; and • How to manage and minimize the damage of a bad hire. 30-second elevator speech about the program: Webinars by HRdownloads are developed to provide HR professionals not only a knowledgeable and engaging presentation to learn new concepts and understand industry best practices, but also to provide practical tools, templates and documents to help execute the concept into their organization. Learning Objectives (Participant Take-aways): • Recruitment and selection tips and techniques for making good hires. • How to make sure that a candidate will fit your organization. • How to manage and minimize the damage of a bad hire. • Downloadable Toolkit: Bad Hiring Choices Toolkit • Recruitment and Selection Policy • Recruitment Checklist • Interviewing Best Practice Guide

With the current economic situation and the youth exodus causing shortages in the workforce, we are at a point where we need to turn towards immigration to meet the needs of our current labor markets. It is therefore highly important that the local workforce and the immigrant population work together to create an inclusive work environment. Mr. Olivier Hanot will address the following topics: 1. Procedures and realities when hiring an immigrant workforce 2. Successful integration in the workplace 3. Understanding potential sources of conflict in the workplace and working out possible solutions 4. Creating inclusive workplaces Join us for a dynamic presentation that will help you manage the performance of your employees while developing their sense of belonging.

Are you finding it difficult to obtain participation from your employees? If you are using traditional “brainstorming” techniques in your meetings and not achieving the results you desire, you can learn a new approach to problem-solving with techniques based on theories of learning, participation, and motivation. You will learn: • Gardner’s multiple intelligences and what it means to your bottom line • How to structure a team meeting and maintain participation • How to use the human capital of your company to remain competitive, spark innovation, and solve problems

Session Description: In order to build its story, HR must become a main game player in the development of organizational corporate strategies. To become a true partner in developing corporate strategies, HR professionals must develop metrics and analytics to determine the successes of their practices. How do you do this? You need to be able to obtain quantifiable data. Calculating HR efficiency, HR effectiveness and the costs to administer HR as a whole are all vital in solidifying strategic partnership. If an HR department really wants to know how well it is doing, it needs to determine workforce productivity. To quantifiably calculate its success, HR must analyze the cost of its inputs (looking at such things as employee salaries, benefits and HR department costs) and compare these to the output values of the department (i.e. production output value, revenue, profit, and return on investments). But what do you do with the data that is collected? It is essential to analyze, interpret and understand what you have measured. This webinar will look at various HR metrics, dashboards, scorecards and the importance of benchmarking. By calculating HR metrics, you will understand the importance of measuring HR. We will look at how you can take collected data and build your HR business case, thus making HR an essential partner in corporate strategy development. 30-second elevator speech about the program: Webinars by HRdownloads are developed to provide HR professionals not only a knowledgeable and engaging presentation to learn new concepts and understand industry best practices, but also to provide practical tools, templates and documents to help execute the concept into their organization. Learning Objectives (Participant Take-aways): • Integrating Data into business decision making and action • Learn how to create dashboards and scorecards • Taking data and building business cases • Downloadable Toolkit: HR Metrics Toolkit • Human Capital Guide • HR Metrics Template • Turnover Cost Calculator

HRANB Fredericton Chapter is excited to be hosting our Year End Recognition and Social Event at the Train Station again this year. Come join us for refreshments, appetizers and great interaction! At this year’s event we will be hosting our third HR Hot Topics Symposium. At previous symposiums, approximately 30 members of the Fredericton Chapter had the opportunity to bring forward current challenges they were facing at work. Members were able to leverage the experiences of those in attendance to identify actions taken to address these challenges. During the HR Hot Topics Symposium discussions, participants will have the opportunity to learn from association members who have dealt with similar challenges and find someone else that is facing similar issues and be able to work collaboratively afterwards to find solutions. This event will allow our Fredericton Chapter members to network with peers and professionals, giving participants the opportunity to meet new members of the HR community. There will be a short recognition ceremony following the Hot Topics session for our new CHRP recipients and the introduction of our new Fredericton Chapter Executive members. Please come and enjoy this dynamic opportunity to expand your Human Resources knowledge with your Human Resources peers and network with your Fredericton Chapter Members. This event is FREE but you must register by June 10 in order to attend.

Please note that there has been a change of topic and speaker for the Moncton June breakfast meeting. We are pleased to welcome Pierre Battah for a very engaging presentation and a great networking opportunity. Pierre Battah will present a highly interactive and engaging presentation for the last HRANB breakfast before the summer break. His session will speak to the emerging trends that every HR professional needs to know and provide the opportunity for participants to share some of their best practices while networking in a lively and upbeat workshop styled event. Pierre will, also, preview his annual summer reading list to be released later this month.

Session Description: The consistent identification and effective management of problematic absenteeism is crucial to supporting strategic HR and corporate objectives. Failure to appropriately manage absenteeism has measurable costs, both direct (productivity and replacement) and indirect (morale and job satisfaction), which threaten the long-term sustainability of your organization. The ability to recognize trends in absenteeism and to successfully establish and administer a progressive attendance management program will serve to increase workplace morale and will establish reasonable and consistent expectations for legitimate and authorized absences. To arrive at acceptable standards, your organization will need to understand current and past practice, how each manager has handled attendance issues in the past and what the current rates of absenteeism are in your organization. This webinar will: • Offer methods to better identify attendance issues that may exist in your organization; • Provide reasons for why these issues arise; and • Offer techniques to address these issues. Learning Objectives: 1. The various reasons for absenteeism and workplace culprits 2. Developing an attendance management program 3. Recognizing trends in absenteeism and how to address attendance issues Downloadable Toolkit: 1. Attendance Improvement Plan Template 2. Attendance Policy 3. Company Absenteeism Rate Calculator

Session Description: Ending the employment relationship is always unpleasant but occasionally must be done. When making the hard decision to terminate it is important to comply with human rights legislation and to ensure that the employee is treated fairly and without discrimination. As terminations can be messy, expensive and create a negative impact on morale and company image, it is important to ensure that terminations are handled appropriately, consistently and in compliance with employment legislation. Terminations may occur for a variety of reasons, but all of which must be handled with care. Establishing basic HR practices and procedures and appropriately planning and preparing for termination meetings are essential to ensuring that the terminations are handled effectively and that negative consequences and repercussions are avoided or limited. One of the best ways to do this is to utilize a system of progressive discipline to validate termination decisions and manage employee reactions. Join us for our webinar on terminating mishandled terminations and learn: • How to properly approach terminations in your organization and the importance of preparation, including progressive discipline and documentation; • How to conduct successful terminations meetings; and • How to minimize negative organizational impact. Learning Objectives: 1. How to properly approach terminations in your organization and the importance of preparation, including progressive discipline and documentation; 2. How to conduct successful terminations meetings; and 3. How to minimize negative organizational impact. Downloadable Toolkit: 1. Termination of Employment Policy 2. Provincial Termination Guide 3. Termination Checklist

Session Description: One of the main challenges for human resources professionals over the past few years is changing the nature of the HR role from transactional to transformational. This webinar will review the differences between transactional and transformational HR and outline why HR should transform. Traditionally, HR departments have held an administrative position in organizations; ensuring that day-to-day HR tasks are accomplished efficiently. Although these regular, “transactional” tasks are crucial to the operations of any business, they are often conducted with little or no attention paid to how they impact the strategic direction of the organization as a whole. Transformational HR seeks to bring HR professionals past the functional, day-to-day aspects of HR so that they can become strategic partners in developing, implementing and executing organizational goals. By embracing a transformational HR approach, human resources professionals can strategically examine all HR components in order to maximize the value HR can bring to achieving organizational goals and objectives. Learning Objectives: 1. Review the differences between transactional and transformational HR 2. Why HR should transform, how to manage the transaction side while expanding the scope of HR 3. How to maintain and grow the role Downloadable Toolkit: 1. HR Budget Template 2. HR Metrics Template 3. Human Resources Business Planning Template

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is September 2, 2014. If you are writing the NKE this November, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is September 2, 2014. If you are writing the NKE this November, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Can employees who receive and view pornographic materials on work computers be terminated for cause? How can an employer prove incompetence justifying cause for dismissal? Should an employer terminate an employee who lies when confronted about the true reason for an absence? Often times, employers believe they have cause to terminate an employee without notice but they do not. In other cases, while employers may have had cause to terminate, they are unable to prove it in court. This presentation will discuss recent Canadian cases on terminations for cause, both in unionized and non-unionized workplaces.

Session Description: What is Organizational Culture and why bother paying attention to it? Business leaders today know just how important it is to have a positive, strong organizational culture. Every organization wants to be better and achieve greater results. A thorough business strategy is the key to this but how do you ensure that your business strategy is successful? In order for a successful execution of your business strategy, the structure from within your organization, the roles of your employees, the capabilities of your company, the leadership strategies present, your people management systems and your organizational culture must all be aligned. Without a strong organizational culture, your business strategy will not succeed. Organizational culture is the system of shared values and beliefs about what is important within your organization. The values and beliefs of your organization is widely spread throughout and reflected in the daily practices of your company. In this webinar you will discover the importance of developing an organizational culture that encourages positivity and embraces change. We will look at why culture is so important and discover ways to evaluate your current culture. Looking to change your current culture? In this webinar we will look at ways to make changes to the current culture of your organization while mitigating negativity and sustaining a positive environment. Learning Objectives: 1. Why culture is important and its effect on engagement and performance 2. How to evaluate current culture, mitigating negativity and embracing change 3. How to change corporate culture and sustain a positive environment Downloadable Toolkit: 1. Assessing Organizational Culture Tool 2. Evaluating Organizational Culture: How Does Your Workplace Stack Up on Culture? 3. Changing Organizational Culture Checklist

It’s a critical time for business owners and managers to recognize the role they play in creating employee engagement and retaining employees. This workshop will help companies develop awareness, strategies, actions and an approach for improved employee retention throughout the organization. In a hands-on interactive workshop you will learn about: • organizational issues that contribute to turnover • employee engagement and retention strategies • what the best employers are doing about motivation and retention • the “right” practices for your organization

Can employees who receive and view pornographic materials on work computers be terminated for cause? How can an employer prove incompetence justifying cause for dismissal? Should an employer terminate an employee who lies when confronted about the true reason for an absence? Often times, employers believe they have cause to terminate an employee without notice but they do not. In other cases, while employers may have had cause to terminate, they are unable to prove it in court. This presentation will discuss recent Canadian cases on terminations for cause, both in unionized and non-unionized workplaces.

Can employees who receive and view pornographic materials on work computers be terminated for cause? How can an employer prove incompetence justifying cause for dismissal? Should an employer terminate an employee who lies when confronted about the true reason for an absence? Often times, employers believe they have cause to terminate an employee without notice but they do not. In other cases, while employers may have had cause to terminate, they are unable to prove it in court. This presentation will discuss recent Canadian cases on terminations for cause, both in unionized and non-unionized workplaces. Please note the session will be delivered in French.

The Fredericton Chapter of HRANB is pleased to offer this half-day professional development opportunity. These two respected experts will provide us with a clear understanding of what is currently happening legally with harassment and bullying and they will then translate it in terms of what it means for us in our organization and how to appropriately manage the before, during and after. Sally Wells will speak on the harassment policy in the workplace, what should be included, and how to write an effective harassment policy. She will provide an in-depth look at handling a harassment investigation once a complaint has been received and discuss when to handle the investigation internally, and when outside assistance should be sought. George Raine will then discuss legal trends, current cases, changing legislation and other related items that may impact the way we approach bullying and harassment issues in our workplaces. This will be a practical and interactive session where the speakers will be available to answer your questions.

Please join us to discuss the future of labour relations, the issues before us, the challenge of building the profession and ensuring that today’s HR professionals are able to meet the needs of high performing organi-zations head on. For more information please see attachment This event is sponsored by the City of Saint John.

Session Description: Have you ever been invited to attend a meeting after the planning has been done, or worse, simply been sent an email instructing you to put together a recruitment plan to support the strategy? Most HR professionals can say with confidence that at one point in their career they have watched from the sidelines, only to be included when it’s far too late to make an impact on organizational performance. Let’s face it, HR is rarely at the core of the business and is viewed by many as a cost-centre incapable of adding transformational value. Cost-centre or not, HR needs to begin thinking like a revenue centre, and it all begins by building an understanding of the organization and how it works, from the top down. Support for initiatives from higher up is vital to the reputation and effect that HR can have on an organization however, if you want to be viewed as a partner to senior level management you need to position yourself as a leader. To do this, HR needs to become more strategic, plan ahead and calculate its next steps. Join us in this webinar to learn how to transform your influence and approach to avoid the common mistakes that may be holding you back from gaining a seat at the infamous table. Learning Objectives: 1. Discover common mistakes that may be holding you back 2. Learn how to transform your influence and approach 3. How to maintain and grow the role Downloadable Toolkit: 1. Human Resources Business Planning Template 2. HR Metrics Template 3. Strategic Planning Checklist

The traditional performance review process is becoming a thing of the past.. Increasingly organizations are redesigning their appraisal and evaluation programs to focus on coaching, development, continuous goal alignment, and recognition. A reliance on “ranking”employees is disappearing in today’s talent-constrained workplace, and being replaced by a focus on engaging people and helping them perform at extraordinary levels. What does this mean for HR and Business Leaders? How can we adopt this approach to achieve outstanding results? Where should we start? Mark will share his knowledge, thoughts and perspective on shifting the talent development process from a traditional cumbersome and complex approach to an employee focused approach that enhances relationship building in a practical and meaningful way. The presentation will provide thought provoking ideas to stimulate rich discussions with your colleagues and leaders regarding your performance management process. Join us for a delicious breakfast buffet and meet Mark Surrette!

The Northwest Chapter of the Human Resources Association of New Brunswick, in partnership with CBDC Madawaska, invites you to a special presentation by Mr. Denis Carignan, Speaker. With the use of humorous and concrete examples, Denis Carignan explains how to leave a state of mind that produces pain and suffering to reach a state of mind where peace can be found. It is in that delicious place that we can finally let go and be in a greater state of harmony within our life. Letting go does not bring forth a loosening slacking, rather, it brings an acceptance of reality that permits an action which is more intelligent and more effective in harmony with reality. Join us for a dynamic presentation.

Session Description: Dealing with conflict in the workplace is an inherent part of most HR roles. Even the most well run organization will have to deal with conflict on some level, at some point. Although it is something we all must face, dealing with conflict can be a difficult part of the role. Conflict exists everywhere, and can manifest itself in many different ways. Conflict can produce many different emotions which can include anger, anxiety, sadness and fear. Since each person deals with conflict differently, we as HR professionals must adapt our behaviour to ensure we are able to effectively mitigate the results of conflict in the workplace. In this webinar we will identify the different types of conflicts that can occur in an organization. You will learn how to turn conflicts into meaningful resolutions and how to lessen the fear of confrontation. We will explore how to determine the source of the conflict, before the situation escalates. As well, we will discuss how to deliver a complex message clearly and powerfully to either mitigate, or prevent, conflicts from occurring or escalating. Finally, we will touch on negotiation, and how to persuade difficult people to hear the messages you are trying to convey. This webinar will investigate the complex issue of conflict and provide tools and resources so that you, as an HR professional, can feel more prepared for the inevitable conflicts in your workplace. Learning Objectives: 1. How to identify conflicts and the sources of conflict before situations escalate 2. How to deliver complex messages clearly and powerfully 3. How to persuade difficult people and manage emotions Downloadable Toolkit: 1. Conflict Resolution Policy 2. Conflict Resolution Guide 3. Discussion Follow-Up Letter

Can employees who receive and view pornographic materials on work computers be terminated for cause? How can an employer prove incompetence justifying cause for dismissal? Should an employer terminate an employee who lies when confronted about the true reason for an absence? Often times, employers believe they have cause to terminate an employee without notice but they do not. In other cases, while employers may have had cause to terminate, they are unable to prove it in court. This presentation will discuss recent Canadian cases on terminations for cause, both in unionized and non-unionized workplaces.

The 2014 HRANB Conference, “Ride the Wave” will be held November 5th and 6th, 2014 at the Delta Beausejour, in Moncton, New Brunswick. Presented by the Human Resources Association of New Brunswick (HRANB), this conference offers the perfect blend of networking, education and technological solutions for issues facing HR professionals today and in the future. Priorities, plans and economic realities have changed dramatically across every business sector. This conference will assist HR professionals, business leaders, executives, managers, service providers and other HR stakeholders in transforming and repositioning to meet the needs of their organizations. Join us in Moncton to share ideas with industry leaders & professional colleagues. Conference highlights: o Specially designed workshops with industry experts providing an in-depth look at the topics and issues of importance in HR; o A trade show showcasing the latest supplier tools and technologies; o HRANB Awards of Excellence Dinner – celebrating the best in Human Resources from across New Brunswick; o Attended by 200+ Human Resources Professionals, CEO’s, senior managers, service providers and other HR stakeholders from across the Atlantic Region. The Human Resource Association of New Brunswick is excited about the possibilities for learning and sharing that will be available at this conference. With a membership of over 900 and Chapters in five areas of our province, we promise to deliver value for all members, and for emerging and experienced professionals. Attendance at the Conference qualifies for CHRP recertification points: 1 point per hour to a maximum of 10 points per day.

Moncton, New Brunswick. Presented by the Human Resources Association of New Brunswick (HRANB), this conference offers the perfect blend of networking, education and technological solutions for issues facing HR professionals today and in the future. Priorities, plans and economic realities have changed dramatically across every business sector. This conference will assist HR professionals, business leaders, executives, managers, service providers and other HR stakeholders in transforming and repositioning to meet the needs of their organizations. Join us in Moncton to share ideas with industry leaders & professional colleagues. Conference highlights: o Specially designed workshops with industry experts providing an in-depth look at the topics and issues of importance in HR; o A trade show showcasing the latest supplier tools and technologies; o HRANB Awards of Excellence Dinner – celebrating the best in Human Resources from across New Brunswick; o Attended by 200+ Human Resources Professionals, CEO’s, senior managers, service providers and other HR stakeholders from across the Atlantic Region. The Human Resource Association of New Brunswick is excited about the possibilities for learning and sharing that will be available at this conference. With a membership of over 900 and Chapters in five areas of our province, we promise to deliver value for all members, and for emerging and experienced professionals. Attendance at the Conference qualifies for CHRP recertification points: 1 point per hour to a maximum of 10 points per day.

Following the presentation by Jeffrey Green, HRANB will be offering a thirty minute presentation on the recertification process. This will be a very informative presentation geared to CHRP members. This session will address the upcoming changes to the recertification process and provide some insight into how the log should be completed.

As the competition to attract and hire the best talent becomes increasingly difficult, companies need to approach recruitment differently. JDI’s strategy to reposition its recruitment model is to have internal recruitment specialists focused on partnering with business customers to source the talent needed to achieve results and drive business success. Learn how JDI is evolving its journey to world class recruitment to meet current and future talent needs.

Session Description: The longevity of an organization depends on how it is planning for the future. Ensuring that you are recruiting the best candidates, and developing your employees within your organization to eventually fill crucial roles within the company, is the key to successful succession planning. Through the succession planning process, you want to recruit superior employees, develop their knowledge, skills and abilities, and prepare them for advancements into more challenging roles. In order to successfully conduct succession planning, you will need to identify critical positions within the organization, classify future vacancies in those positions, recognize the employee’s best suited to fill those vacancies, and ensure the training and development of those potential candidates. The end goal of succession planning is to ultimately fill vacancies in fundamental positions with employees that are qualified, have met all training goals and expectations, and are fully prepared to succeed in the new position, thus ensuring the on-going success of your organization. In this webinar, you will discover the key initiatives and benefits of succession planning. We will provide you with tools to assess your current needs and forecast for future gaps within your organization. The webinar is designed to show you the importance of strategizing for tomorrow through your organizational practices today. Learning Objectives: 1. Assess current needs and forecast for future gaps 2. Develop successful talent management practices through training and development 3. Strategize for tomorrow by recruiting top employees, progressively developing skills and preparing for promotion Downloadable Toolkit: 1. Succession Planning Survey 2. Succession Planning Policy 3. Succession Planning Template

Following the presentation by Maxime Labbé, HRANB will be offering a thirty to forty minute presentation on the recertification process. This will be a very informative presentation geared to CHRP members. This session will address the upcoming changes to the recertification process and provide some insight into how the log should be completed.

Montana’s wildly popular Turnaround Interview® program teaches HR professionals, managers and supervisors the secret techniques for getting an employee to break a bad habit WITHOUT USING DISCIPLINE. Turnaround Interview® is the perfect solution for lateness, minor quality or documentation problems, procedural violations, excessive personal phone calls, dress code problems, extended breaks, negative attitudes, and minor safety violations. Join Maxime for a high-level overview of this very successful program. You will learn the key principles to change behaviors while building trust and collaboration with your employees.

Following the presentation by George Raine, HRANB will be offering a thirty to forty minute presentation on the recertification process. This will be a very informative presentation geared to CHRP members. This session will address the upcoming changes to the recertification process and provide some insight into how the log should be completed.

Please join us for a highly engaging presentation where George will share with us the secrets for successfully managing the changes that organizations face on a regular basis. Whether you are experiencing growth or implementing a new policy or a new system; whether your organization is merging with another organization or downsizing; if not managed properly, changes will have a negative effect on the human dynamic in the workplace. George will share the key principles to help make others want to work with you in welcoming the changes and in collaborating with you to help limit the frictions and manage a successful transition. Join us for a delicious breakfast buffet, a great networking opportunity and a dynamic presentation!

Following the presentation by Thomas Mengel, HRANB will be offering a thirty minute presentation on the recertification process. This will be a very informative presentation geared to CHRP members. This session will address the upcoming changes to the recertification process and provide some insight into how the log should be completed.

Prior to our monthly breakfast session, the Fredericton Chapter will be hosting a brief Annual General Meeting starting at 8:00. Various reports will be given, including Financial, PD Events, Mentorship program, Students, CHRP and Marketing updates. A call for nominations will be made for various Director roles. Your presence is requested for voting.

Leadership is about motivating one-self and others to make a meaningful difference. This presentation is designed for practitioners who would like get a sense of how to be more effective in leading themselves and others. It will introduce participants to a new leadership approach resulting from the presenters’ research and practice. Values-oriented leadership focuses on and requires the ability to discover meaning in what we do and to jointly create a successful strategy for the future. The presenter will introduce participants to key elements of this approach to effective leadership in an engaging mix of theory and practice.