Canadian HR Reporter

CANADIAN HR REPORTER April 3, 2017 FEATURES 15 HR Manager's Guide to Employment Files and Information Management: Legislation and Best Practices uniquely addresses the management of all types of employee information throughout the employment lifecycle, from recruitment to termination. Employment information and documentation management carries legal requirements that protect an organization from litigation, and are essential to the creation of sound policies for efficient, effective, and ethical business practices. Easy to read and understand, this new guide provides Human Resources professionals and others who deal with employee files, either electronically or in paper format, with: • Key legislation and emerging case law • Best practices in the areas of privacy, records retention, human resources information systems (HRIS), and information security • Practical guidance, tools and templates, such as sample policies • Information on all Canadian jurisdictions Know your legal obligations in managing employee files Available risk-free for 30 days Order online: www.carswell.com Call Toll-Free: 1-800-387-5164 In Toronto: 416-609-3800 Order # 986618-65203 $70 Softcover approx. 100 pages April 2015 978-0-7798-6618-2 Shipping and handling are extra. Price(s) subject to change without notice and subject to applicable taxes. New Publication HR Manager's Guide to Employment Files and Information Howard A. Levitt, B.A., LL.B., and Tanya Neitzert, B.A., CHRP Brought to you by: © 2016 Thomson Reuters Canada Limited 00228VC-A49657-E98872 HR TRENDS Five emerging HR trends to adopt in 2017 Feedback, engagement, culture, development and branding make a difference By Sandra Kim C hange is the one constant HR professionals can count on. Recruiting and retaining talent that can take a company to the next level is easier said than done in a world where industries are always evolving, and businesses never stop pivoting. For HR professionals, success has become a moving target. To keep an organization out in front of the pack in the year ahead, HR may want to consider turning these five emerging trends into best practices: Focus on the people, not the assessment While many companies have dis- cussed putting an end to perfor- mance reviews in recent years, that trend may reverse itself in 2017. Millennials actually want more feedback, so many busi- nesses are turning the traditional performance review upside down to provide younger employees with the real-time feedback they demand. To drive performance and in- dividual growth, employees need customized learning and develop- ment plans. ese plans then need to be used to uncover practical opportunities that can produce real results inside an organization. Rather than conduct annual performance reviews — which are known to cause tears, accord- ing to a 2017 survey of 15,000 U.S. employees by Adobe — it's about concentrating on a more con- sistent, more practical feedback cycle to recognize contributions and identify learning and devel- opment opportunities. Engage employees as individuals Employers should also focus on providing more individualized engagement options when dis- cussing benefits, career paths, learning or life experiences, and choice in projects. In 2016, the spotlight was on engaging mil- lennials, but more companies are now recognizing employees need to be engaged on a personal basis, regardless of the generation they belong to. People work in all kinds of dif- ferent ways, and there is no magic bullet when it comes to unlock- ing productivity. By recognizing and meeting the individual needs of employees, an employer will optimize the performance of its collective workforce, building a healthier culture instrumental in retaining key talent. Put culture before perks When it comes to offering the coolest company perks, the high-tech sector is in a bit of an arms race. Whether it's invest- ing in game rooms, free meals, gym memberships or unlimited days off, companies in that sector have devoted serious resources to transforming their offices into corporate playhouses to attract top talent. While extras are nice, offer- ing employees the chance to do meaningful, challenging work is what truly attracts and retains difference-makers. To develop a healthy corporate culture, HR needs to encourage and reward thought leadership, true collabo- ration, learning and mentorship. Promote the talent that rises to the top While promoting by merit is not a new concept, to drive growth in 2017, companies are beginning to embrace a true meritocracy. High- achieving talent rises to the top far more quickly than one might expect. Smart leaders recognize that the best employees learn and grow quickly, and their skill sets or calibre is not determined by their years of service. Simply put, an employer needs to promote — and provide in- creasing responsibilities to — ex- ceptional individuals, or risk los- ing them to a competitor; this is another example of how establish- ing a more personal, consistent feedback cycle can help. By communicating expecta- tions to employees in a clear manner, laying out the potential rewards that come with delivering results and following through on recognition in a timely manner, it is far less likely these promotions will take staff by surprise. Listen to employee feedback, then act on it In recent years, external review platforms and forums such as Glassdoor have given people a window into the inner workings of almost any organization. A business is now an open book to potential employees. In this age of open information, companies can no longer afford to let pain points go untreated. Strategic, internal surveys identifying any possible issues are great gauges of an organiza- tional climate. It is important for leaders to be timely in respond- ing to negative feedback, in par- ticular, in order to invalidate it or to prompt change. By being both authentic and ac- countable, an employer will earn the trust of employees, increase engagement, and build a strong employer brand, inside and out. Sandra Kim is director of human re- sources at TradeRev's Toronto office. For more information, visit www. traderev.com. By being authentic and accountable, employers earn the trust of employees.

• Cover