Canadian HR Reporter

CANADIAN HR REPORTER May 15, 2017 FEATURES 13 Available Risk-Free for 30 Days Order online: www.carswell.com Call Toll-Free: 1-800-387-5164 In Toronto: 416-609-3800 Has your workplace met all requirements under the new Bill 132? New Edition Pocket Ontario OH&S Act & Regulations 2017 – Consolidated Edition © 2017 Thomson Reuters Canada Limited 00243CP-A86353-CM Your peers rely on this best-selling pocket resource for invaluable guidance on workplace safety law. From preparing job hazard analyses and creating safety training programs to developing anti-harassment policies and performing violence risk assessments – the new 2017 edition of this best-selling resource will help your organization meet all your OHSA obligations, including the new requirements under Bill 132. To see what's new, go to www.carswell.com/pocket-ohs eBook available for web browser or download to your desktop, laptop, iPad or Android tablet.* Learn more at carswell.com/proview *eBook not available to trade bookstores, third-party distributors, academic institutions, and students. Order # 987844-65201 $23.95 Softcover approx. 1080 pages March 2017 978-0-7798-7844-4 Also available in French. Call for details. Also available Large format edition with tabs Order # 987846-65201 $23.95 Softcover approx. 780 pages March 2017 978-0-7798-7846-8 Also available Shipping and handling are extra. Price(s) subject to change without notice and subject to applicable taxes Quebec cracks 10,000-member mark, rejoins CPHR Canada T he Ordre des conseillers en ressources humaines (C RH A) in Q ueb e c achieved its membership goal last year, swelling to 10,040, ac- cording to new general manager Manon Poirier. It marked a strong start for the as- sociation's new leader, who took over from Florent Francoeur at the Montreal-based association. e group also decided to once again become a full voting mem- ber of CPHR Canada, after a six- year lapse. While many provincial associations have rebranded to better refl ect their membership in the national group, Quebec will continue to retain its French name while using the CPHR acronym in English. CRHA's focus has been on the future of work and what it means for the profession, says Poirier. "We've been in those kinds of discussions over the last year, or- ganizing events and refl ections with our members." "Meanwhile, we're trying to be proactive and walk the talk," she says. "We're completing an inno- vation process to review the way we deliver our mission. It's been a very exciting process, but we don't know the end yet." Of ten, organiz ations go through this type of process during moments of crisis, but Poirier says she is pleased to be approaching this in a proactive manner. "We're trying to make sure we're always relevant and ahead of the game." For Poirier, it's about under- standing the professional system and the organization. " e fi rst year is a lot of learn- ing," she says. " is organization has known a lot of great results and is respected and appreciated by members. For me, I'm just try- ing to understand what made this organization successful and try- ing to continue that and take it forward." e association is also under- taking a review of the competency profi le for the profession. " at is the founding ground for a lot of things we do," says Poirier. "We decided to not just tweak what we had, but totally re- think it. Right now, I think the HR profession... is at a turning point, in terms of what HR professionals do and should do." "I believe the success of organi- zations is based on their capacity to attract and retain talent, and the expertise around that is with our professional members." e association also encoun- tered legislative issues last year, in- cluding concerns with provincial Bill 98, which aims to change the governance of professional orders in Quebec, says Poirier. " ere was a lot of questions and tension between what the government is proposing and what the professional orders would like to see." CPHR Nova Scotia looks to establish CPHR Prince Edward Island C PHR Nova Scotia (for- merly the Human Re- sources Association of Nova Scotia) has significant plans for change in the imme- diate future — above and be- yond the national rebranding project. Historically, the 1,000-member association has served members in both Nova Scotia and Prince Edward Island, but an evolution is underway. "We have invested, and con- tinue to invest, in the establish- ment of CPHR Prince Edward Island," says Sheila McLean, CEO of CPHR Nova Scotia, based in Halifax. " is will provide an increased opportunity to create a local P.E.I.- specific professional commu- nity, increasing engagement and knowledge-sharing locally." CPHR Nova Scotia has been working with the new found- ing directors to establish CPHR Prince Edward Island, she says. As well as those changes at the association level, provincially, there were some headline-making issues that impacted the profes- sion in 2016. Among other labour relations-related events, teachers engaged in work-to-rule job ac- tion and the province passed leg- islation that imposed a contract and ended the bargaining. "For many HR professionals in the province, high-profi le labour relations events meant an ongoing focus on negotiation and a spot- light on how to eff ectively manage workforce issues during times of high tension," says McLean. Looking ahead, several trends are likely to impact human re- sources in the province, she says. As with much of the country, there's an increasing awareness of and focus on mental health in the workplace. "It's an area of growing im- portance, with an emphasis on such areas as stigma, resiliency, compassion fatigue, respectful workplaces and ensuring organi- zations have the right support in place for both leaders and staff ," says McLean. "Also... innovative employers are investing in total-health pro- grams that support physical and mental health, fi nancial wellness and work-life supports." Another big change in the prov- ince: More than 5,500 people im- migrated to Nova Scotia last year — the highest number in any sin- gle year since the Second World War. " is off ers employers access to new talent," says McLean. "It also highlights the impor- tance of ensuring workplaces are culturally aware, and this would include identifying and address- ing any barriers that may exist for new Canadians." Manon Poirier, general manager, CRHA

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