9 QUALITIES OF TRULY CONFIDENT PEOPLE

First things first: Confidence is not bravado, or swagger, or an overt pretense of bravery. Confidence is not some bold or brash air of self-belief directed at others.

Confidence is quiet: It’s a natural expression of ability, expertise, and self-regard.

I’m fortunate to know a number of truly confident people. Many work with me at HubSpot, others are fellow founders of their own start ups some of whom I've met through my angel investment activity. But the majority are people I’ve met through my career and who work in a variety of industries and professions.

It comes as no surprise they all share a number of qualities:

1. They take a stand not because they think they are always right… but because they are not afraid to be wrong.

Cocky and conceited people tend to take a position and then proclaim, bluster, and totally disregard differing opinions or points of view. They know they’re right – and they want (actually they need) you to know it too.

Their behavior isn’t a sign of confidence, though; it’s the hallmark of an intellectual bully.

Truly confident people don’t mind being proven wrong. They feel finding out what is right is a lot more important than being right. And when they’re wrong, they’re secure enough to back down graciously.

Truly confident people often admit they’re wrong or don’t have all the answers; intellectual bullies never do.

2. They listen ten times more than they speak.

Bragging is a mask for insecurity. Truly confident people are quiet and unassuming. They already know what they think; they want to know what you think.

So they ask open-ended questions that give other people the freedom to be thoughtful and introspective: They ask what you do, how you do it, what you like about it, what you learned from it… and what they should do if they find themselves in a similar situation.

Truly confident people realize they know a lot, but they wish they knew more… and they know the only way to learn more is to listen more.

3. They duck the spotlight so it shines on others.

Perhaps it’s true they did the bulk of the work. Perhaps they really did overcome the major obstacles. Perhaps it’s true they turned a collection of disparate individuals into an incredibly high performance team.

Truly confident people don’t care – at least they don’t show it. (Inside they’re proud, as well they should be.) Truly confident people don’t need the glory; they know what they’ve achieved.

They don’t need the validation of others, because true validation comes from within.

So they stand back and celebrate their accomplishments through others. They stand back and let others shine – a confidence boost that helps those people become truly confident, too.

4. They freely ask for help.

Many people feel asking for help is a sign of weakness; implicit in the request is a lack of knowledge, skill, or experience.

Confident people are secure enough to admit a weakness. So they often ask others for help, not only because they are secure enough to admit they need help but also because they know that when they seek help they pay the person they ask a huge compliment.

Saying, “Can you help me?” shows tremendous respect for that individual’s expertise and judgment. Otherwise you wouldn't ask.

5. They think, “Why not me?”

Many people feel they have to wait: To be promoted, to be hired, to be selected, to be chosen... like the old Hollywood cliché, to somehow be discovered.

Truly confident people know that access is almost universal. They can connect with almost anyone through social media. (Everyone you know knows someone you should know.) They know they can attract their own funding, create their own products, build their own relationships and networks, choose their own path – they can choose to follow whatever course they wish.

And very quietly, without calling attention to themselves, they go out and do it.

6. They don't put down other people.

Generally speaking, the people who like to gossip, who like to speak badly of others, do so because they hope by comparison to make themselves look better.

The only comparison a truly confident person makes is to the person she was yesterday – and to the person she hopes to someday become.

7. They aren’t afraid to look silly…

Running around in your underwear is certainly taking it to extremes… but when you’re truly confident, you don’t mind occasionally being in a situation where you aren't at your best.

(And oddly enough, people tend to respect you more when you do – not less.)

8. … And they own their mistakes.

Insecurity tends to breed artificiality; confidence breeds sincerity and honesty.

That’s why truly confident people admit their mistakes. They dine out on their screw-ups. They don’t mind serving as a cautionary tale. They don’t mind being a source of laughter – for others and for themselves.

When you’re truly confident, you don’t mind occasionally “looking bad.” You realize that that when you’re genuine and unpretentious, people don’t laugh at you.

They laugh with you.

9. They only seek approval from the people who really matter.

You say you have 10k Twitter followers? Swell. 20k Facebook friends? Cool. A professional and social network of hundreds or even thousands? That’s great.

But that also pales in comparison to earning the trust and respect of the few people in your life that truly matter.

When we earn their trust and respect, no matter where we go or what we try, we do it with true confidence – because we know the people who truly matter the most are truly behind us.

HR EVOLUTION

“Today's preparation determines tomorrow's success”.

Company Profile

HR Evolution is a Human Resources management practice that provides a comprehensive range of Human Resources Solutions with a business focus. HR Evolution is the nucleus of a multidisciplinary team of Human Resources specialists. HR-Fusion is a dynamic organization that excels in consulting and training and we are accomplished in delivering results.

HR Evolution’s integrated team approach and its “full-service/one-stop source” philosophy is what makes us unique. We are committed to working in collaboration with like-minded human resources management and business specialists who share our values to give you, the client, more than you expect!

Our diverse network of partners have demonstrated expertise in a wide range of specialized human resources areas including talent management, outplacement/transition consulting, advisory services/day-to-day counsel to managers, employee relations and practices, employment legislation compliance, organizational development, assessments, and training and development. As a team, we have worked with small to large size private, public and non-profit organizations across diverse sectors.

HR Evolution collaboratively partners with you to build, develop and strengthen your team by:

·         Assessing and identifying your unique needs and challenges

·         Presenting solutions that are client centered

·         Delivering programs, services and training that fit your culture and budget

·         Ensuring alignment with business goals that ultimately have a positive impact on profit margins

Description

Human resource department offers employee development and training, staffing, compensation, and recruitment, in addition to disability management services. Their faculty and staff assistance programs give confidential assessments, counseling, and crisis intervention and referral services.

Mission Statement

We provide quality HR services to attract, develop, motivate and retain a diverse workforce within a supportive work environment. We do this with an emphasis on customer service based on consultation and communication with the campus community. The Division of Human Resources provides excellence in human resource leadership in support of the academic mission and our customers, the University community. We succeed by earning the satisfaction of our customers, the respect and trust of those who govern us, support us and do business with us; and the pride of our employees.

Vision, Mission & Values

Vision

"To be the premier provider of integrated Human Resources solutions”

Mission

“To develop distinctive, client centered, Human Resources concepts and programs that support business goals and provide a unique, cost effective, one stop source for all Human Resources needs”

Values

Fair Play

HR Evolution practices Respect, Integrity, Openness and Honesty

Energy 

HR Evolution delivers with Enthusiasm, Passion and with a Smile

Partnership

HR Evolution works in collaboration with you. Your Success is Our Success!

Results 

HR-Fusion makes a difference

Services

1.       Talent Management

2.       Outplacement/Transition

3.       HR Advisory Services

4.       Employee Relations

5.       Employment Legislation Compliance

6.       Organizational Development

7.       Assessment Centre

8.       Training & Development

Talent Management

·         Recruitment / Selection

·         Job Posting Design & Placement

·         Compensation & Benefits

·         Performance Management

·         Succession Planning

·         Career Centre Design

Talent Management

HR Evolution’s Applicant Processing System

Are resumes flooding your inbox?

 

Do you want to be a recruitment star?

Drowning in unqualified candidates?

Want all the features of the Applicant Processing Systems (APS) the Fortune 500s use...

Without the time and cost?

Introducing Prevue APS Pro…

An affordable, intuitive and time effective APS especially designed for small and medium sized organizations (but if you’re large…we’ll let you use it too!).

Experience …

·         User friendly, minimal set up and training time

·         Reduced Job posting fees

·         Integration of psychometric & ability testing for job fit (optional)

·         Answers to job specific questions without phone screening

·         A standardize recruitment process across your organization

·         Hiring managers access

·         Video & audio job posting

·         Time and money savings

·         Top talent attraction

·         Improved quality of hires

·         Accessible candidate information anytime, anywhere

·         Easy and automatic scoring and ranking capability

·         A corporately branded career page

·         Links into social media recruiting

·         Quick updates and/or effortless job vacancies reposting

·         Application source tracking

·         A compliant process meeting Canadian Privacy Legislation

·         Archived candidate data for new vacancies

Integrate a psychometric & ability test with your APS and…

1.       Increase your Hiring Success Rate:

·         Decrease employee turnover

·         Increase employee satisfaction

·         Increase overall workforce productivity

2.       Access Job Fit and Organizational Fit

·         Establish a benchmark for each position prior to posting a new job opportunity

·         Request all candidates to take the Prevue Assessment at the time of application

·         Receive selection reports on each candidate indicating their job fit suitability

·         Provides candidate specific behaviour interview questions

3.       Develop More Effective Coaching/Training Programs    

·         Help employees become productive faster

·         Coach an employee within their job or towards a promotion

·         Coach management to leverage their strengths

4.       Improve Corporate Planning

·         Determine employee’s career paths within your organization

·         Identify future leaders

·         Develop and execute corporate succession plans

Want to drive your recruitment process into the 21st Century?

Call or email us to set up a demonstration or for more information.

Recruitment and Selection

Businesses today face a shrinking talent pool. In order to compete successfully, businesses must have the RIGHT people in the RIGHT jobs.  To do this, they must improve their talent management. They must reinvent their recruitment and hiring processes and fill positions with the best talent possible.

Businesses must hire the right people for the right job and create the best environment possible to produce maximum performance.

Each person brings their own set of unique skills, talents, and competencies to the job.  The trouble is most organizations fall short in matching the job with the individual.  The end result is poor job performance, higher turnover, and greater employee dissatisfaction.

Obsolete hiring practices and poorly trained interviewers are not helping the situation. The reasons traditional hiring practices are not working include:

·         90% of applicants "exaggerate" to get a job

·         Most hiring decisions are made by intuition during the first few minutes of the interview

·         Two out of three hires prove to be a bad fit within the first year on the job

·         Most interviewers are not properly trained to interview applicants

·         Excellent employees are often put into the wrong jobs, failing to utilize their strengths and potential

So what is the answer?

Our approach to the recruitment process is markedly different to that of a typical recruiting agency. HR-Fusion’s success has been achieved by taking time to listen, fully understanding your needs and communicating with you. We will provide you with all or any portion of the recruitment/selection process that you require including:

·         Determining your staffing needs

·         Writing job descriptions

·         Developing recruitment strategies

·         Writing and posting vacancies

·         Screening resumes

·         Conducting telephone screening interviews

·         Providing a short list of candidates

·         Developing effective interview questions

·         Conducting interviews with you or on your behalf

·         Administering assessments for fit

·         Analyzing results – making recommendations

·         Completing reference and/or background checks

·         Designing the employment offer

 The choice is yours!

Call HR Evolution to confidently make hiring decisions based on best fit, not gut feelings, over-inflated resumes and 'slick' interviewees. We will help you to hire right the first time by using proven methods and tools.

NEW! HR Evolution Applicant Processing System 

Talent Retention

The cost of losing a current and/or future top performer is quite substantial. The monetary cost of replacing the employee is just one factor – another is finding a suitable replacement.  The changing demographics of the labour market, continuing skills shortages and employee demands for work–life balance are all contributing factors for the need to prepare now for your organizations future.

Keeping your current top performers can be challenging.  Organizations must look to improve their strategies, policies and practices for the attraction, development, deployment and retention of talent vital for their business needs.

Following some basic strategies will set-up your new employees for success' - thoughtful orientation; clear job descriptions, expectations and measurable goals; on-going support ; encourage and support professional learning and personal growth; provide quality training, coaching and/or mentoring; engage in succession planning; offer career management services

Play fair, compensate fairly, provide 'perks' and treat employees well - remember you are protecting your investment!

HR Evolution works with your organization to develop and implement talent management programs that deliver results.

Compensation & Benefits

HR-Fusion experts carry out salary surveys, develop salary structures and create pay and incentive plans that motivate people to deliver the goods. We also train your managers to ensure the right rewards are delivered at the right time!

You work hard to make money and watch your expense line in order to keep your organization viable. Pay is one of the key retention factors and it’s important to pay competitively. However, every dollar you spend on employees needs to focus them on your business goals. As part of your pay strategy we can work with your team to ensure that the money you spend is not wasted.

·         Rewarding the right behavior and reinforcing the right results is important. Let us design pay programs with you that are cost effective and clearly differentiate salary adjustments for top performers. Pay the people who deliver!

·         HR-Fusion compensation experts have years of experience working with all manner of compensation and reward programs. We work closely with you to ensure you are getting your money’s worth by striving to understand your operation and business needs.

Performance Management

A properly designed and executed performance management system is a strong and powerful tool that addresses the following issues:

·         Current employee performance

·         Compensation and rewards

·         Employee development and career planning

·         Training strategy and budget

·         Promotion and succession planning

·         Staffing decisions including staff reduction

Organizations have the best of intent when implementing and conducting performance evaluations but need to be aware of the pitfalls and recognize that an improperly implemented system can ‘backfire’ compromising the good intentions of the tool.

It is critical that a consistent process and tool is utilized to evaluate all employees. Organizations and Performance Management designers must recognize that though there may be some core competencies required by all staff for the most part there are specific performance factors/ competencies that are required and need to be measured for each position. Evaluators should be well trained in using the tool, in communicating feedback and in developing an employee plan of action for development.

Experts recommend that a performance management process should not be a once-a-year event but an on-going activity that provides employee feedback on performance and is an opportunity to coach and develop employees to be the best that they can be.

Setting-up and designing a Performance Appraisal Program

·         Identify best method

·         Identify competencies for each position – based on performance factors of each position

·         Job descriptions/profiles should be up to date, accurate and reflective of true job requirements and performance factors/competencies

HR Evolution can design, establish and implement a process and provide on-going support with conducting performance appraisals and regularly evaluating the effectiveness. Programs are customized to meet the organization’s needs.

Succession Planning

Succession planning is vital to the survival of every organization. In the past, succession planning typically targeted only key leadership positions.  In today’s organizations, it is important to include key positions in a variety of jobs. To remain competitive, as well as ensure that position vacancies do not affect your business’ overall performance, you need to have a succession plan in place.

Although your business may have skilled staff at present, forward planning will determine how you will retain key talent for the future.  Succession planning is a systematic process of identifying your organizations future talent needs, targeting talent gaps, aligning people with the right roles, developing their skills and retaining them.

Let HR Evolution help you to keep and move the ‘right’ staff by establishing a process that identifies the strengths and ambitions of employees, develops their skills and abilities, and prepares them for movement, all while retaining them to ensure a return on the organization's training and development investment. With effective succession planning, employees are ready for new roles as the need arises, and when someone leaves, a current employee is ready to step up to the plate.

Career Centre Design

On-site, off-site, virtual and mobile Career Resource Centers assist both organizations and individuals. Whether you are an employer who is developing your current workforce for future internal opportunities or an employer who is in the midst of transition and downsizing we can help. HR-Fusion has the expertise to develop, design and co-ordinate customized Career Resource Centers. Understanding needs, strong planning abilities and expert knowledge is vital to designing effective Career Resource Centers.

Call the professionals at HR Evolution to design a career center with you in mind.

Outplacement/Transition

·         Termination Planning

·         Work Search Coaching

·         Career Centre Design

Termination Planning:

Business decline, mergers, acquisitions, changing strategies, product modification, job simplification, organizational culture change… these are today’s corporate realities leaving companies with no choice but to terminate employees from their workforce. The probability of lifelong employment has become the exception versus the rule in today's workplace. Yet, terminating employees from the organization is one of the most stressful and difficult tasks a manager has to do.  How terminations are handled is critical to the continued success of an organization.

Whether it is with a few people or a major downsizing, ending an employment relationship must be exercised with fairness, dignity and respect. Implementing effective termination strategies can help minimize the chance of litigation, maintain the morale of remaining employees and preserve the corporate reputation.

HR Evolution professionals work with management before, during and after the termination by:

·         Meeting/discussing exit strategies and best practices with exiting team/manager

·         Reviewing your termination offer – We have legal counsel available

·         Coaching manager/supervisor – How to break the news

·         Developing/recommending employee communication post termination

·         Providing guidance, support and solutions to quickly re-engage remaining staff

·         Supporting manager/supervisor/team before, during and after the termination

·         Giving feedback to management post termination

·         Overseeing the removal of personal possessions from the work area

·         Collecting company belongings

·         Being available to respectfully escort employee from premises (if required) 

HR Evolution professionals work with the displaced employee on the day of termination by:

·         Being on site the day of termination

·         Providing support to exited employee           

·         Offering assistance to make transportation arrangements

·         Assisting the employee to gather personal belongings

·         Helping the employee to their means of transportation

·         Contacting employee later that day (with permission)

·         Arranging a follow up appointment to begin the process

Services to the employee include:

·         Debriefing their job loss – working through the grieving process

·         Initiating the involvement of the significant other involvement where appropriate

·         Selecting assessment tools collaboratively with client based on need

·         Administering and debriefing assessments

·         Providing HR-Fusion’s workbook “Making Informed Career Decisions”

·         Uncovering skills and strengths for resume development and enhancing self esteem

·         Coaching to clarify career direction

·         Planning and setting realistic attainable goals

·         Identifying and clarifying occupational goal

·         Developing a professional resume and cover letter

·         Providing HR-Fusion’s guide “Resumes, Cover Letters and Portfolios that Work”       

·         Teaching job search strategies – electronic and traditional

·         Developing and implementing a targeted Job Search Strategy

·         Providing HR-Fusion’s guide to “Effective Interview Skills”

·         Training and coaching to conduct effective interviews 

·         Coaching throughout the job search

·         Providing follow-up guidance after the interview Job Search and Interview Follow-up

·         Offering financial assessment/consulting 

·         Negotiating job offers    

·         Referring to community support services as required

Call the HR Evolution professionals to discuss your circumstances; we'll design a package of services individualized to meet the specific needs of your company and the displaced employee(s).

Work Search Coaching

Securing employment in today's labour market requires you to be an active participant in the search.  Employers are able to use a multitude of methods, from word of mouth to the Internet to "advertise" vacancies.  Looking for and securing work is a full time job in itself – learn how to execute you job search with confidence and the right skills.

·         HR Evolution experts will coach you how to effectively:

·         Develop a resume and cover letter

·         Post your resume on Internet sites

·         Create and use portfolios

·         Respond to advertisements

·         Use search firms

·         Conduct an interview through simulation

·         Research the companies you are applying to

·         Follow up after the interview

·         Negotiate the offer

Let the experts at HR Evolution teach you the techniques of identifying and applying to these opportunities.  Learn how to showcase your skills, answer interview questions and prepare yourself for the offer.

Career Centre Design

On-site, off-site, virtual and mobile Career Resource Centers assist both organizations and individuals. Whether you are an employer who is developing your current workforce for future internal opportunities or an employer who is in the midst of transition and downsizing we can help. HR-Fusion has the expertise to develop, design and co-ordinate customized Career Resource Centers. Understanding needs, strong planning abilities and expert knowledge is vital to designing effective Career Resource Centers.

Call the professionals at HR Evolution to design a career center with you in mind.

HR ADVISORY SERVICES

·         HR-Fusion On Call

Do you find yourself spending considerable hours and energy managing your Human Resources (HR) issues?

Are you confident that you are solving your HR issues effectively, and that your solutions are in compliance with government regulations?

Do you know...

What:

·         To do with two employees that don't get along

·         To do if an employee walks off the job

·         Types of strategies motivate employees

When:

·         You can release employee information

·         You need policies and procedures

·         A specific action could be discriminatory

·         Pay equity is an issue

Why:

·         That great employee is not a good supervisor

·         Employees complain about everything

·         WSIB is preparing to audit your company

·         Your employees don’t listen

How:

·         To conduct effective and legal interviews

·         To retain valuable employees

·         To discipline employees

·         To terminate employees

That:

·         You can have phone or email access to well-rounded and seasoned HR professionals who can provide answers to your questions, or solutions to your HR issues.

HR-F On-Call is your off site, unique, cost effective support service that provides expert and confidential advice and guidance for employers spanning all the major areas of human resources.

Our HR professionals listen, ask questions, discuss and, if necessary, research to find the most appropriate solution to your situation. We provide you with timely, innovative, practical and workable solutions on those day-to-day real life employee problems.  Whether it’s a quick question or assistance with a problem employee, take comfort knowing our helpful, friendly, professional service is only a phone call or email away.

HR mistakes are costly to your business!   Protect yourself and your investment!

Employee Relations

·         Attendance Management

·         Disability Management / Return to Work

·         Employment Practices

·         Human Rights

·         Mediation & Conflict Resolution

·         Employee Surveys

·         Performance Management

·         Succession Planning

·         Career Development

Attendance Management:

One of the leading challenges facing employers is managing attendance.  Indirect and direct costs to employers resulting from absenteeism are staggering. Absenteeism leads to inferior quality of service, lost productivity and reduced morale of co-workers. Consistent management of attendance problems will have highly positive effects on the workplace.

An attendance management program can:

·         Reduce overtime costs

·         Improve planning and organization of work

·         Increase employee morale

·         Improve employee/employer relations

·         Reduce the amount of time absorbed by attendance problems

·         Successful administration of an attendance management program requires managers and supervisors to create safe and favorable work environments that involve employees in the process.

HR Evolution works with employers to:

·         Identify and address the physical and emotional needs of employees

·         Communicate clear attendance goals that are understood by the employee

·         Develop strategies to motivate employees to come to work

·         Increase positive attitudes of confidence and "team" spirit

·         Create consistent, effective and fair procedures that deal with excessive absenteeism.

Disability Management / Return to Work

As the economic and human costs of worker injuries and illnesses rise, the demand for controlling those costs increases. Although accidents and illnesses are often preventable, and prevention is the best way to protect employees and control costs, workplaces need a way to manage resources and assist employees when injuries and illnesses do occur.

Disability management is a collaborative strategy that optimizes the health and productivity of an organization’s workforce through prevention, education, rehabilitation, stay at work accommodation and return to work services.

An effective Disability Management Program starts with early preventative measures; facilitates early intervention in case of accident or illness; helps to maintain a positive connection to the workplace; alleviates the concerns experienced by injured or ill employees; and gets the worker back on the job in a safe manner at the earliest time. Our three point assessments 'Employee, Attending Physician, Employer' ensure appropriate medical assessments, referrals, treatment and follow through are undertaken in efforts to minimize employee absence and facilitate a timely return-to-work. Identification of, and referral to,  independent evaluators and community treatment services (including Psychiatry, Psychology, Social Work, Physical and Occupational Therapy) that can augment vocational rehabilitation programs.

A Disability Management Program helps return employees to the workplace as part of their recovery. This maximizes treatment while minimizing lost time and the associated human and financial costs to the employee, their family, the employer and society. Studies have shown that where Disability Management Programs exist, costs associated with injury or illnesses – both human and financial – are significantly reduced.

Creating and maintaining a productive workplace is a complex challenge. However, there are some basic principles that will help to create the foundation for a healthy work environment.

Call HR Evolution for information on how to implement an effective Disability Management Program that is genuinely a “win-win” situation for all parties involved.

Employment Practices:

The use of effective employment practices is essential when recruiting and retaining the ‘right’ employees.  Positive employment practices will make the difference between having a healthy bottom-line and work environment, or one filled with costly problems and low morale.

Employment practices refer to all the actions or process of performing or doing something related to the work environment.  As employers you have adopted many employment practices – but are they the ‘right’ ones?

For example:

·         Do your managers know what they can say or do when faced with an employee challenge?

·         Do you provide employees with an up-to-date employee handbook?

·         Do you have and communicate employee policies and procedures?

·         Are you in compliance with the latest Employment Standards Act?

·         Are you using the best strategies to overcome problems?

·         Do your employees know where to turn when they are not sure what to do?

·         Do you have an orientation for your new hires?

·         Do employees know what to do in case of harassment?

·         Do you know what your managers are asking in hiring interviews?

·         Do you treat employees fairly and equally?

·         Do you reward employees according to their contributions and performance?

If you answered no to any of these questions you may not be using the most effective employment practices – in fact your employment practices could be costing you!

Increase productivity and decrease unnecessary spending by calling HR Evolution. Our specialists can help your organization identify issues, before they become costly problems.

Human Rights

Few businesses or individuals in their workforce would deliberately commit a human rights violation.  However, with the diverse global business becoming more complex, companies can easily find themselves caught off-guard in a situation that causes financial loss, legal liability and damage to their reputation.

HR Evolution’s team of experts encourages businesses to deal proactively with human rights issues rather than respond defensively to costly complaints. Ensure your company is meeting all human rights requirements by having our team provide you with a neutral third party audit. Our team will identify potential problem areas and provide corrective recommendations such as developing policies, providing training, and/or changing a procedure.  As an employer you are obligated to conduct your business under the Human Rights Code. Know your responsibilities before they become costly problems.

If you find yourself in a complaint situation our professionals can investigate the complaint by interviewing parties and witnesses, reviewing relevant evidence, analyzing human rights issues, preparing reports including recommendations.

Confused with the numerous provincial and federal codes and acts to follow? Call HR Evolution to help you through the maze.

Employee Surveys

Understanding your organization is a full time job in itself.

What are your current employee issues?

How can you make cost effective change and improve the work environment?

Reducing operational risk where people are concerned sometimes means leaders need to be ‘saved by constructive feedback’. Allowing employees to provide feedback through a third party confidential survey will uncover the symptoms which point to the root cause, information you need know to begin to make improvements. Successful organizations listen to what employees have to say and go about making reasonable change, based on the feedback, to improve their work environment.

Employee Surveys help:

·         Assess organizational climate and understand the real cause of issues

·         Identify appropriate treatments, anticipate potential problems and implement improvements

·         Assess teamwork or management style concerns

·         Measure the effects of organizational change

·         Open channels of communication across your organization

A company’s strategic objectives might be anything from increasing profitability to developing internal leadership. HR Evolution can design surveys that will get answers to your questions and identify issues that need to be addressed or that can increase productivity or reduce turnover.

Whether it is an Employee Opinion Survey that is organization wide, a 360 degree survey that targets specific groups or developing key measures to add to your internal business Scorecard, HR Evolution can help you improve your business.

Performance Management

A properly designed and executed performance management system is a strong and powerful tool that addresses the following issues:

·         Current employee performance

·         Compensation and rewards

·         Employee development and career planning

·         Training strategy and budget

·         Promotion and succession planning

·         Staffing decisions including staff reduction

Organizations have the best of intent when implementing and conducting performance evaluations but need to be aware of the pitfalls and recognize that an improperly implemented system can ‘backfire’ compromising the good intentions of the tool.

It is critical that a consistent process and tool is utilized to evaluate all employees. Organizations and Performance Management designers must recognize that though there may be some core competencies required by all staff for the most part there are specific performance factors/ competencies that are required and need to be measured for each position. Evaluators should be well trained in using the tool, in communicating feedback and in developing an employee plan of action for development.

Experts recommend that a performance management process should not be a once-a-year event but an on-going activity that provides employee feedback on performance and is an opportunity to coach and develop employees to be the best that they can be.

Setting-up and designing a Performance Appraisal Program

·         Identify best method

·         Identify competencies for each position – based on performance factors of each position

·         Job descriptions/profiles should be up to date, accurate and reflective of true job requirements and performance factors/competencies

HR Evolution can design, establish and implement a process and provide on-going support with conducting performance appraisals and regularly evaluating the effectiveness. Programs are customized to meet the organization’s needs.

Succession Planning:

Succession planning is vital to the survival of every organization. In the past, succession planning typically targeted only key leadership positions.  In today’s organizations, it is important to include key positions in a variety of jobs. To remain competitive, as well as ensure that position vacancies do not affect your business’ overall performance, you need to have a succession plan in place.

Although your business may have skilled staff at present, forward planning will determine how you will retain key talent for the future.  Succession planning is a systematic process of identifying your organizations future talent needs, targeting talent gaps, aligning people with the right roles, developing their skills and retaining them.

Let HR Evolution help you to keep and move the ‘right’ staff by establishing a process that identifies the strengths and ambitions of employees, develops their skills and abilities, and prepares them for movement, all while retaining them to ensure a return on the organization's training and development investment. With effective succession planning, employees are ready for new roles as the need arises, and when someone leaves, a current employee is ready to step up to the plate.

Career Development & Succession Planning

Profitability depends almost entirely on the quality and productivity of your employees.   Today's organizations with a solid commitment to excellence realize that employee loyalty and high-level productivity are a result of several factors. Employees who work in jobs that closely fit their personality type, abilities, aptitudes, interests, values and work style are much more productive than employees whose jobs lack one of these factors.

HR Evolution helps your company to become more profitable by ensuring the ‘right’ people are in the ‘right’ jobs.

Your employees will:

·         Discover their career-related interests and abilities

·         Uncover their passions and natural strengths and align them with the company vision

·         Identify occupations within the organization that match their interests and personality type

·         Explore these occupations of interest through investigation

·         Determine their goal by using effective decision making strategies

·         Develop a realistic, attainable action plan to increase their job satisfaction

You will:

·         Enhance company productivity

·         Spend dollars on the right people

·         Promote internally with confidence

·         Retain top performers

Call the trained professionals at HR Evolution to increase employee satisfaction through career development.  A happy employee is a productive one!

Training & Development

·         Leadership and Management Development

·         Performance Management

·         Change Management

Leadership and Management Development

Leaders, supervisors and managers must understand that every aspect of their performance, every conversation they hold and every action they take directly influences employees, colleagues, customers and, ultimately, the bottom line.

By building management/leadership skills, an organization can create an environment where individuals are productive, effective and satisfied. HR-Fusion builds programs to meet your needs.  Whether you are developing soon to be, recently promoted, or long term managers, these individuals must know the strategies and tactics that will effectively motivate employees to voluntarily do what you need them to do.

HR Evolution develops your management team by understanding your company culture and the developmental needs of your employees and blending best practices into the program. We can deliver the training at your site, thereby reducing loss of productive time and individual expenses. Our programs are designed to engage your employees in their learning through a four step process:

·         Examining and identifying individual leadership styles

·         Learning new skills through interactive group workshops

·         Applying the new learning directly to on the job projects/daily work

·         Reviewing the outcomes and reinforcing the learning through follow-up coaching

HR Evolution’s process takes theory into practice and practice into performance.

Performance Management

A properly designed and executed performance management system is a strong and powerful tool that addresses the following issues:

·         Current employee performance

·         Compensation and rewards

·         Employee development and career planning

·         Training strategy and budget

·         Promotion and succession planning

·         Staffing decisions including staff reduction

Organizations have the best of intent when implementing and conducting performance evaluations but need to be aware of the pitfalls and recognize that an improperly implemented system can ‘backfire’ compromising the good intentions of the tool.

It is critical that a consistent process and tool is utilized to evaluate all employees. Organizations and Performance Management designers must recognize that though there may be some core competencies required by all staff for the most part there are specific performance factors/ competencies that are required and need to be measured for each position. Evaluators should be well trained in using the tool, in communicating feedback and in developing an employee plan of action for development.

Experts recommend that a performance management process should not be a once-a-year event but an on-going activity that provides employee feedback on performance and is an opportunity to coach and develop employees to be the best that they can be.

Setting-up and designing a Performance Appraisal Program

·         Identify best method

·         Identify competencies for each position – based on performance factors of each position

·         Job descriptions/profiles should be up to date, accurate and reflective of true job requirements and performance factors/competencies

HR Evolution can design, establish and implement a process and provide on-going support with conducting performance appraisals and regularly evaluating the effectiveness. Programs are customized to meet the organization’s needs.

Change Management

Change is not new – we live in a world of constant change.  What is new is ever increasing speed at which change happens.  Technological advancements, expanding markets, financial constraints, global economy, organizational evolution and government legislation are all putting pressure on organizations to change and stay dynamic. Yet the process of change is far from easy and implementing it successfully makes considerable demands on the managers involved.

Organizations don't adapt to change; their people do. That is why change management is a fundamental competency needed by managers, supervisors, Human Resources staff, and organization leaders.

HR Evolution supports organizations through successful and proven change management techniques that help your employees adapt and succeed in times of transition.