The Hard Road to Fix HR
Solving Human Resource issues may take weeks, months, or even years. Every part of your organization may need to be reviewed, updated, or completely changed. I alone may not have the knowledge or skills to solve all your HR and related issues, so I have a network of professionals I can use.
It will take time to learn the skills to be a better leader and time for your employees to start trusting these new changes.
But the time spent identifying and fixing your HR problems will be worth it!
Improved Work Culture!
As an owner or manager, your work can be significantly improved if you don’t have to deal with daily HR-related crises. As a work culture improves, you can work more on improving it. It’s a bit like the chicken and the egg.
The fact is that happy employees work better!
Improved Productivity!
Be the hero that improved KPI’s and OKR’s!
HR issues cause low productivity because employees don’t work together, are not adequately trained, don’t care about the organization, and have high turnover rates, which are productivity bombs!
If you can’t see the actual productivity of employees, then you don’t know how many employees you need.
Low productivity leads to redundantly high employee numbers and costs.
Improved Profitability!
If you have happy employees who are also productive, you can see your organization’s true potential. As an owner or manager, you can now plan for the future! The peace of mind of not having to put out daily fires is fantastic!
This is when an organization can start growing as actual profits come in.
Do You Have These Employee and Human Resource Problems?
- Compliance Challenges: Staying compliant with ever-changing labour laws, regulations, and industry standards can be daunting for small businesses without dedicated HR staff.
- Employee Retention: Retaining top talent and fostering a positive work culture are essential for business success. HR clients may struggle with employee engagement, morale, and turnover issues.
- Performance Management: Developing effective performance evaluation processes, providing constructive feedback, and addressing underperformance are ongoing challenges for HR departments.
- Training and Development: Identifying training needs, designing relevant training programs, and providing opportunities for employee skill development are crucial for maintaining a skilled workforce.
- HR Administration: Managing paperwork, maintaining employee records, processing payroll, and handling benefits administration can be time-consuming tasks that distract from strategic HR initiatives.
- Conflict Resolution: Dealing with workplace conflicts, grievances, and employee disputes requires careful handling and may strain resources within small businesses.
- Employee Relations: Building and maintaining positive relationships between employees and management, addressing concerns, and fostering a supportive work environment are essential for employee satisfaction and productivity.
- Health and Safety Compliance: Ensuring a safe work environment, implementing health and safety protocols, and complying with occupational health regulations are critical but complex responsibilities for HR.
- Strategic HR Planning: Developing HR strategies aligned with business goals, succession planning, workforce planning, and implementing HR technologies are challenges that require strategic thinking and expertise.
- Workplace Investigation: A formal process undertaken to examine allegations of misconduct, policy violations, anti-Indigenous racism, or other issues. Such an investigation aims to determine the facts of the situation, ensure compliance with workplace policies and laws, and take appropriate action based on the findings.
Toxic Work Environment
Bad or low-performing employees can lead to a toxic work culture that results in high employee turnover.
Human resource policy nightmares related to Provincial and Federal labour legislation confusion can make you feel like your business or organization is falling apart around you.
Human Resrouces Professional
My name is Ian Hopfe and I’m an Indigenous Human Resources Consultant with:
- A Bachelor of Management Degree in Human Resources and Labour Relations from the University of Lethbridge.
- A Human Resources Management Certificate from Grant McEwan University.
- A CPHR Candidate designation from CPHR Alberta (Certified Professional in Human Resources).
- Experience in the financial, construction, education, non-profit, and small business sectors.
- Over 10 years of management and HR experience,
- I’m Indigenous and a member of the Bigstone Cree Nation, so I have valuable lived experience.
- I facilitate Indigenous EDI workshops to help you become TRC #92 certified.
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Schedule A Needs Assessment
Book an HR Needs Assessment meeting below to see if you qualify for my services. This is a no-obligation and low-risk meeting to see if I can help you.
