All employers want a healthy and safe workplace. Safety at work can be negatively impacted by many factors, one of which is the lack of understanding about the OHS Act.  The OHS Act applies to employers with 20 or more employees in New Brunswick.

 

 

 

In a strong safety culture, everyone feels responsible for safety, and they live it daily. Employees feel comfortable bringing up safety concerns with their employer. Effective safety leaders drive culture, which in turn, drives behaviours and sustains the change over a longer period.

 

 

 

Ensuring a safe workplace is an on-going responsibility for Business Leaders, HR Professionals, Supervisors and Employees. Today’s session will provide the link between the role of HR Professionals, the regulations, leadership, culture, engagement and a safe workplace.

 

 

 

Learning Objectives

 

 

 

Join us for this workshop with a WorkSafeNB Education Consultant who will prepare us as HR Professionals to address the critical issues within the workplace health & safety regulation framework:

 

• Roles & Responsibility of Employers & Employees (including Orientation)

 

• Rights of Employees

 

• Health & Safety program and it’s components

 

• The JHSC and their role

 

• Safety Culture - leadership and due diligence

 

The need for semi-skilled and high-skilled workers is on the rise and will continue to rise in NB according to various sources. Where will these workers come from?  This will be a 3-part presentation about Immigration Recruitment.  We will learn about WHY Economic Immigration should be considered followed by information on WHO, HOW, and WHAT programs, opportunities, and local organizations who can provide support, information, and more including:

• Population Growth & Post-Secondary Education Training and Labour will provide information on the various streams available to employers to hire newcomers including an update on the funding opportunities available.
• Now that the AIPP – Atlantic Immigration Pilot Project is approaching the half-way mark of this 3-year pilot project, organizations tasked with services of newcomers in Greater Saint John will provide info on their work with AIPP and an overview on their work with job-seeking newcomers, employers and the community.  This will include challenges & successes experienced by employers and some of the clients of these organizations, the Where.
• You can learn about the supports available to aid newcomers in their transition to a Canadian way of life and the supports available to Employers who might be interested in hiring immigrants.

Learn more about immigration as a recruitment option and join us on March 20^th.

OVERVIEW

This workshop is designed to help participants implement strategic HR in their organizations. Strategic HR is defined as: Integrating human resource management strategies and systems to achieve the overall mission, strategies, and success of the firm while meeting the needs of employees and other stakeholders.

Source: Herman Schwind, Hari Das and Terry Wagar, Human Resource Management: A Strategic Approach.

Achieving this definition has been difficult because traditionally HR has been seen as “the office down the hall”. The first step in implementing Strategic HR is understanding both what it is and why it is rare. 

This workshop will be interactive and draw on the experiences of all participants. Sharing of best practices will enable all participants to walk away with an action plan.

LEARNING OBJECTIVES Participants who complete this workshop will:   

• Understand the importance of Strategic HR
• Explore the benefits to the organization
• Build strategies to gain a seat at the senior table
• Understand the links between the organizational plan and the corresponding HR plan
• Learn to measure and account for HR programs and initiatives
• Learn to think in terms of business return on investment (ROI)

 COURSE OUTLINE

• Defining Strategic HR
• The Evolution of HR
• Tactical vs Strategic Management
• HR “At the Table” o Linking to the Organizational Strategic Plan
• Benefits of Strategic HR
• Creating HR Mission/Vision and Values
• Developing the Strategic HR Plan
• HR Forecasting
• Measurement and Accountability
• ROI for HR- Building the Business Case
• Personal Action Plan for Implementation

Looking to grow, build or readjust your department or business? Need to attract qualified applicants when there is an industry shortage?  Looking to develop your skills in recruitment and make this your best year ever? Would you like to reduce turnover?

It is not a secret that poor recruitment can make or break a workplace culture and can be a very costly mistake!  Attracting, hiring and retaining the right people for your organization can be a challenge at any time.

Join industry leader Michelle Alcorn for this invigorating and informative half-day session that will reinforce your knowledge of industry trends and the impact of strong recruitment practices, explain how you can improve rates of attraction and recruitment, as well as clarify how you can foster a desired place to work resulting in a more productive, healthy and happy staff. People make the difference!!

Join George Raine from Montana Consulting as he talks about Risk Assessment for the HR professional.  In this session you will learn where HR risk can be found including:

Hiring and offers: negligent misrepresentation, inducing breach of contract, faulty contract, and human rights violations:

Investigations: due process, types of investigation issues, and privacy and disclosure issues:

Discipline and termination cases 

And in the second half of the session George will talk about how to present risk options to your ‘client.’