The Critical Role of Orientation for New Employees to Your Organization’s Culture
Karen Suk-Patrick, Director of OD and Employee Health Services, Guelph General Hospital, and Chantal Thorn, OD Specialist, Guelph General Hospital, 2016
First impressions count. However in the workplace, organizations often fail to realize that this truism is a two way street. As much as we form first impressions about the people we interview, hire and welcome into our organizations, the employee is on a parallel journey. How did we interview them? How did we invite them to join our organization and how did we welcome them when they arrived?
Traditionally, “orientation” is seen as a static event, one in which we provide an employee with a list of expectations and requirements, a package of information on their benefits, and perhaps some formal welcome session or introduction to the organization’s policies and procedures. There is much research to suggest the importance of the workplace culture in attracting and retaining highly qualified staff.
These are the most popular articles Queen's IRC released in 2015.
Managing Emotional Reactions to Organizational Change
Kate Sikerbol, Queen's IRC Facilitator
Can you recall a time when you experienced a major change in your organization? Perhaps like others around you, you experienced a roller coaster of emotions: excitement that at long last…more
Workplace Bullying and Harassment: Costly Conduct
Deborah Hudson, Lawyer, Filion Wakely Thorup Angeletti LLP
As media scrutiny over schoolyard and cyberbullying pervade the news, allegations of workplace harassment and bullying are on the rise. Media reports reveal the deleterious and even deadly impact…more
An Inquiry into the State of HR in Canada in 2013: Executive Summary
Paul Juniper, Brendan Sweeney and Alison Hill, Queen's IRC
This executive summary is based on a survey of over 400 HR practitioners and explores the current and changing state of the HR profession in Canada. It also compares the findings with our 2011 survey…more
The Tough Work of Managing Change
Dr. Carol A. Beatty, Queen's IRC
The literature on change management contains a lot of advice about formulating a change idea and planning it at a high level but much less on how to implement the idea once it has been created…more
Human Rights and Human Wrongs: Our Continuing Need to Teach
Elaine Newman, Arbitrator and Mediator, Queen's IRC Facilitator
Francine had been disciplined before. She had been suspended for 3 days, for an angry outburst that she had in the shipping department. But this time was worse. Francine was in the cafeteria…more
Introducing our HR Metrics and Analytics program Transforming HR Data into Business Insight
Our HR Metrics and Analytics program will give you the tools and skills to identify the information you need, understand it and use it to make meaningful recommendations and decisions in your workplace.
This three-day program will provide you with essential knowledge and tools to understand HR metrics and transform that data into business knowledge and insight.
Toronto: March 21 to 23, 2016 Edmonton: April 19 to 21, 2016 Ottawa: September 20-22, 2016 Victoria: November 29 – December 1, 2016
We’re pleased to introduce our Spring 2016-Spring 2017 Program Planner. It details our new offerings as well as our other foundational and advanced programs. It includes information about our certificates, and a quick-reference 18-month calendar of programs with dates, locations and fees.
For an overview of our professional development training, from the perspective of our participants and speakers, please check out our Queen’s IRC Video.
Copyright 2016 Queen’s University IRC, Robert Sutherland Hall, 138 Union Street, Kingston, ON K7L 2P1
Call 1-888-858-7838 | Email IRC@QueensU.ca | Visit us online at irc.queensu.ca
First impressions count. However in the workplace, organizations often fail to realize that this truism is a two way street. As much as we form first impressions about the people we interview, hire and welcome into our organizations, the employee is on a parallel journey. How did we interview them? How did we invite them to join our organization and how did we welcome them when they arrived?
