Considering Expanding Your Business South of the Border?

July 24th, 2014

Guest blog post by:  Karolynn St-Pierre, JD SPHR

hr implications of canadian business expanding into USA

You’ve thought about the legal, trade and tax implications regarding expansion into the US; but have you considered the HR implications?

Breaking into the U.S. market can be a highly rewarding endeavor for many Canadian businesses.  With a population of just under 400 million and a GDP of over $15 trillion, the potential benefits of moving “South of the Border” can be great but not knowing the differences in human resources can trip up even the most conscientious business owner and HR professional.  Read more

People Assistant Offers a Fully-integrated, Comprehensive HRIS

March 05th, 2014

Fully-integrated Human Resources Information System (HRIS)

Credit: Laurie Harley (HR & Talent Management)

People Assistant is a comprehensive Human Resources Information System (HRIS) that offers integrated talent management and strategic execution for a seamless process from hiring to termination. The system is an authentically green Software as a Service (SaaS) model that is fully hosted on People Assistant servers, which means it requires no IT staff or extra expenses.

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What is Bill 14 and how does it affect my business?

October 24th, 2013

Is your business ready for Bill 14?

Is your business ready for Bill 14?

Are you ready for Bill 14?

On July 1, 2012 amendments to the Workers’ Compensation Act came into effect. These amendments expand workers’ compensation to include diagnosed mental disorders caused by bullying or harassment. By legislating employers to have these policies, procedures and training in place, Work Safe BC has ensured that negligence will be considered non-compliance with the WCA, resulting in possible fines.
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The new face of HR

October 03rd, 2013

By Jennifer Gerves-Keen, MA, ACC
Certified Coach & Learning/OD Consultant (view all HR consultants)

In this October’s Harvard Business Review, Peter Cappelli has written an article entitled “HR for Neophytes” which really resonated with me and highlighted some of the challenges my clients are currently experiencing. The article is based on the premise that more and more of the traditional HR function – recruiting, performance management and retention – is falling on the shoulders of managers as opposed to being conducted solely by the HR department. Not only has the responsibility shifted, but due to the fact that they are often more connected to what’s happening in their area, and what they actually need to be successful, research shows that these “line managers” are 29% more successful at these HR-based tasks that their own Human Resources department.
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