Top 5 Queen’s IRC Articles from 2016
Each year, Queen’s IRC releases a number of new articles and papers written by our facilitators, staff and experts in the community. In 2016, we also released a change management book, written by Dr. Carol Beatty.
These are the five most popular articles Queen's IRC released in 2016:
- 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
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...more
- 5 Insights into Conducting Effective Fact-Finding Investigations
An Interview with Jerry Christensen
Cathy Sheldrick, Queen's IRC Marketing Assistant
Fact-finding is an essential skill set for anybody who is in an HR, labour relations or employee relations role. If you stay in this role, at some point you will end up doing investigations...more
- Breaking Bad News about Organizational Change
Kate Sikerbol, Queen’s IRC Facilitator
Getting the news out about an upcoming restructuring, merger or acquisition, layoff, or other major organizational change can be a challenge. No one wants to experience having their name ‘pop up’...more
- Invisible Barriers: Accommodating Mental Illness in the Workplace
Deborah Hudson, Lawyer, Turnpenney Milne LLP
Mental illness is a leading cause of disability in Canada.(1) In fact, at least 500,000 employed Canadians are not able to work due to mental health problems in any given week...more
- 4 Strategies for Collective Bargaining in Today’s Economy
Gary T Furlong, C.Med, LL.M (ADR), Queen’s IRC Facilitator
We have entered a challenging and difficult time for collective bargaining for both employers and unions. Shortly following the great recession in 2008, both management and unions...more
>> View List Online
Transforming HR Data into Business Insight: A Closer Look at the HR Metrics and Analytics Program
Cathy Sheldrick, Queen’s IRC Marketing Assistant, 2016
Queen’s IRC recently introduced the HR Metrics and Analytics program to help HR professionals analyze metrics and transform data into powerful stories for their leaders.
Led by Queen’s IRC Director Paul Juniper and Queen’s IRC facilitator Jim Harrison, the program was designed to help HR professionals become more confident and competent in how to analyze data, how to use data properly, and how to share it in ways that can help their organization make decisions.
According to Paul, one of the key things people learn is how to link the data to the story. “Data with no story is not helpful. A story with no data is not going to be believed. You need to meld the two together.”
“Some people can be really good with the data, but they haven't had the practice or experience at presenting to senior leadership,” Paul said. “ Alternately some people who are in HR have been afraid of using data and numbers, but they're really good with the story. They don't know how to pull the right numbers out of the data in order to support their story.”
Brenda Grape, an HR Business Partner at AMI, recently attended the HR Metrics and Analytics program. “I was really thrilled with it. It definitely went above what I expected.” Brenda said that she really got a lot out of the case studies, specifically being able to focus on how she wanted to present the story that goes with the numbers, as well as focus on the numbers that back the story.
>> Read Article
Human Rights and Human Wrongs: Our Continuing Need to Teach
Elaine Newman, Arbitrator and Mediator, Queen's IRC Facilitator, 2015
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, finishing her break. Three co-workers sat down at the same table, and within minutes she began yelling and swearing at them. One of them began talking to her, trying to quiet her down. She threw her cup of tea in his face, and then left the room.
Francine was terminated. The letter of termination cited the company anti-violence and harassment policies.
The most interesting piece of the story arose during mediation, when the grievor told the mediator that she didn't have a problem with anger - she had a problem with the Filipino employees who were working in the plant. "They are all so tight, always together, and they are taking all the jobs in the plant. None of my nephews, and none of my friends' kids are getting the new jobs..."
This is not just a problem with anger management. This is a problem with racism. Canadian workplaces are full of it.
>> Read Article