Latest Articles | Queen's University IRC

Queen's University IRC

Queen's University

Practitioner-Focused Research

Our research includes a variety of activities that complement our programming. Through surveys, interviews, and articles, we aim to communicate trends in the HR and LR fields.

Upcoming Programs

Professional Training Across CanadaWestCentralEast

Building Trust in the Workplace
Sep 15-18, 2020 (1:00-4:00 EST) - Virtual Seat
Labour Relations Foundations
Sep 21-25, 2020 (Full Days): Virtual Seat
Strategic Workforce Planning
Sep 30-Oct 1, 2020 - Kingston
Negotiation Skills
Oct 18-23, 2020 - Kingston
Coaching Skills
Oct 20-23, 2020 (Half Days) - Virtual Seat
Strategies for Workplace Conflicts
Oct 26-29, 2020 (Half Days): Virtual Seat
Linking HR Strategy to Business Strategy
Oct 27-29, 2020 (Full Days): Virtual Seat
Change Management
Nov 2-6, 2020 (Half Days): Virtual Seat
Organization Development Foundations
Nov 3-6, 2020 (Full Days): Virtual Seat
Managing Unionized Environments
Nov 16-19, 2020 (Partial Days): Virtual Seat
Performance Management
Nov 16-17 & 24-25, 2020 (Half Days): Virtual Seat
HR Metrics and Analytics
Nov 24-26, 2020 (Full Days): Virtual Seat
Mastering Fact-Finding and Investigation
Nov 30-Dec 4, 2020 (Partial Days): Virtual Seat
Organizational Design
Dec 7-11, 2020 (Half Days) - Virtual Seat
Mastering Fact-Finding and Investigation
February 2-5, 2021 - Ottawa
Managing Unionized Environments
February 23-25, 2021 - Ottawa
Talent Management
February 24-25, 2021 - Toronto
Strategies for Workplace Conflicts
March 2-4, 2021 - Kingston
Change Management
March 9-11, 2021 - Kingston
Linking HR Strategy to Business Strategy
March 9-11, 2021 - Toronto
Labour Relations Foundations
March 21-26, 2021 - Kingston
Strategic Workforce Planning
March 24-25, 2021 - Toronto
Building Trust in the Workplace
March 30-31, 2021 - Kingston
Organization Development Foundations
March 30-April 2, 2021 - Toronto
Managing Unionized Environments
April 6-8, 2021 - Edmonton
Mastering Fact-Finding and Investigation
April 13-16, 2021 - Toronto
HR Metrics and Analytics
April 13-15, 2021 - Kingston
Advanced HR
Apr 20-22, 2021 - Calgary
Negotiation Skills
April 25-30, 2021 - Kingston
Designing Collaborative Workplaces
April 27-29, 2021 - Kingston
Performance Management
May 11-12, 2021 - Ottawa
Strategic Grievance Handling
May 11-14, 2021 - Victoria
Workplace Restoration
May 18-20, 2021 - Toronto
Coaching Skills
May 19-20, 2021 - Halifax
Building Trust in the Workplace
May 26-27, 2021 - Regina
Labour Arbitration Skills
May 30-June 3, 2021 - Kingston
Labour Relations Foundations
June 7-11, 2021 - Halifax
Organizational Design
June 8-10, 2021 - Calgary
Change Management
June 15-17, 2021 - Toronto
Strategic Grievance Handling
July 13-16, 2021 - Toronto
Advanced HR
Jul 13-15, 2021 - Kingston
Negotiation Skills
July 19-23, 2021 - Victoria
Managing Unionized Environments
August 10-12, 2021 - Halifax
Building Trust in the Workplace
Sep 15-18, 2020 (1:00-4:00 EST) - Virtual Seat
Labour Relations Foundations
Sep 21-25, 2020 (Full Days): Virtual Seat
Strategic Workforce Planning
Sep 30-Oct 1, 2020 - Kingston
Negotiation Skills
Oct 18-23, 2020 - Kingston
Coaching Skills
Oct 20-23, 2020 (Half Days) - Virtual Seat
Strategies for Workplace Conflicts
Oct 26-29, 2020 (Half Days): Virtual Seat
Linking HR Strategy to Business Strategy
Oct 27-29, 2020 (Full Days): Virtual Seat
Change Management
Nov 2-6, 2020 (Half Days): Virtual Seat
Organization Development Foundations
Nov 3-6, 2020 (Full Days): Virtual Seat
Managing Unionized Environments
Nov 16-19, 2020 (Partial Days): Virtual Seat
Performance Management
Nov 16-17 & 24-25, 2020 (Half Days): Virtual Seat
HR Metrics and Analytics
Nov 24-26, 2020 (Full Days): Virtual Seat
Mastering Fact-Finding and Investigation
Nov 30-Dec 4, 2020 (Partial Days): Virtual Seat
Organizational Design
Dec 7-11, 2020 (Half Days) - Virtual Seat
Mastering Fact-Finding and Investigation
February 2-5, 2021 - Ottawa
Managing Unionized Environments
February 23-25, 2021 - Ottawa
Talent Management
February 24-25, 2021 - Toronto
Strategies for Workplace Conflicts
March 2-4, 2021 - Kingston
Linking HR Strategy to Business Strategy
March 9-11, 2021 - Toronto
Change Management
March 9-11, 2021 - Kingston
Labour Relations Foundations
March 21-26, 2021 - Kingston
Strategic Workforce Planning
March 24-25, 2021 - Toronto
Building Trust in the Workplace
March 30-31, 2021 - Kingston
Organization Development Foundations
March 30-April 2, 2021 - Toronto
Mastering Fact-Finding and Investigation
April 13-16, 2021 - Toronto
HR Metrics and Analytics
April 13-15, 2021 - Kingston
Negotiation Skills
April 25-30, 2021 - Kingston
Designing Collaborative Workplaces
April 27-29, 2021 - Kingston
Performance Management
May 11-12, 2021 - Ottawa
Workplace Restoration
May 18-20, 2021 - Toronto
Labour Arbitration Skills
May 30-June 3, 2021 - Kingston
Change Management
June 15-17, 2021 - Toronto
Advanced HR
Jul 13-15, 2021 - Kingston
Strategic Grievance Handling
July 13-16, 2021 - Toronto

Latest Articles

IRC Articles and Papers Human Resources and Labour Relations Research and Resources

Latest Articles

Ross Roxburgh, Queen's IRC Facilitator
Publication date: May, 2019

For some time I have been curious about ‘courage’ and its relationship to leadership. I am specifically interested in the part that courage plays in a leader’s decision to work with a coach, but also in the courage it takes for a coach to help their clients become as effective as possible in their leadership roles. Courage is not a new topic in serious conversations on leadership. It has been considered a significant attribute of the most effective leaders for many years. more

Diane Locke, Queen's IRC Facilitator
Publication date: April, 2019

How do you spot potential? What differentiates a high potential employee from one who has reached a career plateau? Many organizations fall into the trap of relying on past performance as a measure of future potential. Current and past performance may be an indicator of potential, but the two are not synonymous. In fact, according to a study conducted by Gartner (previously CEB/SHL Talent Measurement) only one in seven high performers are actually high potentials. That means that over 85% of today’s top performers lack the critical attributes essential to success in future roles.  more

Kate Sikerbol, Romi Boucher
Publication date: April, 2019

Imagine that you are in a conversation when you suddenly realize that you have had this exact same disagreement with a co-worker, or a family member, many times before. In the moment, you can predict what you will say and do and what the other person will too. You feel compelled to act in a certain way, even when you know that what you will say or do next is unwise or unproductive. You cannot seem to help yourself. Or the other person! After the conversation has gone from bad to worse, you may find yourself attributing it to the other person’s incompetence, character flaws, or bad motive. more

Kari Boyle, Queen's IRC Facilitator
Publication date: March, 2019

It is common for employees to seek help from their manager if they are experiencing conflict or relationship challenges in the workplace.  What are your options as a manager to respond in a way that provides benefits to the employee, to the workplace as a whole and to you?  Consider this scenario: You are Karen’s manager. more

Deborah Hudson, Lawyer, Turnpenney Milne LLP
Publication date: March, 2019

Termination for ‘just cause’ (and without notice) is often described as the capital punishment of employment law.  Consequently, employers face a significant burden when trying to prove just cause at law. Arguing just cause for dismissal may be difficult, but not impossible, especially in circumstances involving dishonesty or lack of trust. Nevertheless, employers should always exercise caution when making just cause allegations, because a legally unsubstantiated just cause termination can be costly. If an arbitrator overturns an employer’s termination decision in a unionized environment, this can result in a decision that reinstates that grievor and provides him or her with significant back pay. more

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