Programs and Workshops > Human Resources

Human Resources Programs


Human Resources (HR) was once known as Personnel. In the Personnel phase, the focus was on records keeping and monitoring. The role of HR has now evolved from this phase to being one of strategic partners in the success of an organization through its people. This evolution calls for skills and knowledge that add value in the complex world of  people strategies, now sometimes referred to as supporting the  intellectual capital within the organization,  as well as negotiating  and supporting regulatory agreements and policies.


Whether you are a manager, an HR leader or business owner who has these responsibilities, our programs offer skills and knowledge to help you strengthen you leadership capacity in the HR role.


Interviewing Skills


Did you ever interview someone who you thought was perfect for the job just to discover that the person you interviewed was not the one who showed up for work? Interviewing can be tricky. We may get influenced by a charming personality, a well written resume or good answers to our questions.

In this course you will learn how to determine the core competencies needed for the job, who to include in the recruitment process, how to  write critical behavioural interview questions , how to ask the right questions, what to look for, how to use  in basket exercises and how to do a thorough reference check.


This is a 1 day workshop.


Labour/Employee Relations Skills


As a manager, have you ever come across a situation when dealing with a difficult employee issue where you were left feeling confused as to what to do? This course addresses what managers can do and covers the basics of management rights and effective techniques for building and maintaining relationships with your

union(s). In addition you will build a framework to take with you and use whenever a difficult labour or employee relations issue arises. 


This is a 0.5 day workshop.





Can you remember your first day at your job? What was the experience like? For many, it is an overwhelming experience and leaves a lasting impression of the organization. Depending on the position,it’s estimated that it can take up to a year to be fully contributing. Onboarding provides the personal essentials that create a foundation for a new employee. These include some of the following; however, it may include other unique characteristics of the organization: introduction to the organization and division the employee will work in, orientation to the job (i.e. review of job description, priorities and measurables), introduction to the team and stakeholders, introduction to benefits and service providers, understanding of policies and procedure and defined reporting structure.


In this program you will identify what a successful onboarding process looks like, what the components are, how to design one that meets your goals and how to measure its success. You will be provided with a framework and examples of leading edge onboarding processes. These will help you design your strategy, actions and resources required. The workshop process will assist you in planning approaches to provide genuine welcome, present important information to new employees, teach basic/fundamentals that each new employee should know and provide legal protection to the employer.


This is a 1 day workshop.


Recruitment and Retention 


What is your staff turnover ratio and what are your recruitment costs? These costs impact the bottom line in all organizations. William G. Bliss on the Advisorsite states that turn over costs will easily reach 150% of the employee’s annual compensation  for managerial and sales positions.


Needless to say, it is a sound investment to have a recruitment and retention strategy. This course will look at best practices for recruitment and retention. You will draft a plan for your own strategy and learn how to implement it.


This is a 1 day workshop.