Human Resources Issues for Senior Management
Issue link: https://digital.hrreporter.com/i/699912
CANADIAN HR STRATEGY/027 ing programs in place and establishing dynamic mentoring programs where individuals have the opportunity to experi- ence different perspectives and share business knowledge and strengths from their varied backgrounds." Anticipate that there will be road blocks and plan ahead, says Silveira. And for the sake of both the new employee and existing staff, focus introductory communication on the new employee's abili- ties rather than any challenges. "It's important that the employee is not seen as a source of cheap labour for the business owner but treated as a contribut- ing employee just like anyone else," says Silveira. "If (existing) employees are given the opportunity to learn new skills by having the program participant involved, or their workload is lightened, this will contribute to their buy-in. Ex- isting employees will buy into program participation if the new workers lighten their load in some way. "If, however, employees are faced with more work and stress by bringing on a less experienced worker, it will not go over very well." The most important learning from the original Rate Drop Rebate program, with 80 franchise locations, is employers will completely, gladly participate in community hiring initiatives, says Young, "as long as they are provided with good-quality candidates in a timely, ef cient manner. That is what we will continue to deliver on." INCENTIVES TO GO 'ROUND There are many government-run programs offering nancial incentives for businesses hiring disadvantaged workers. Here's a partial list of the programs available, both nationally and in speci c regions: Abilities Connect Fund (Ontario): Wage and training subsidies for hiring post-secondary students or recent graduates with a disability Access-Ability Program (New oundland and Labrador, Prince Edward Is- land, Nova Scotia, New Brunswick): Wage subsidies of $10/hour for employing persons with disabilities Canada Summer Jobs, Jobs for Youth Program (P.E.I.), Student Summer Works Program (Saskatchewan), Summer Temporary Employment Prorgram (Alberta): Wage subsidies for hiring a students for summer employment Employment Integration Program for Immigrants and Visible Minorities (Quebec): Subsidies for hiring immigrants and members of visible minorities Get Youth Working Program (B.C.): Hiring incentives of $2,800 per employee for hiring youth between the ages of 15 and 29 Graduate to Opportunity Program (Nova Scotia): Funding to offset the cost of hiring a recent college or university graduate Job Integration Contract (Quebec): Financial and other assistance for hiring a person with disabilities Skills Link: Financial incentives for hiring and training youth between the ages of 15 and 30 Valorisation Jeunesse — Place à la relève (Quebec): Financial assistance and advice for hiring young Montrealers for summer internships Wage Incentive — One-job Pledge (New Brunswick): Wage reimbursements for 52 weeks to hire a recent post-secondary graduate the organization." Prepare, says Banwait, by "having comprehensive train- feature/Incentives