Creating Your Dream Team 101

Navigating the Talent Crunch in Remote Mining Operations This Summer

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Your heavy equipment mechanic position: 4 months vacant. Your lead electrician: just gave two weeks’ notice. Summer production targets: non-negotiable. This scenario is playing out across remote mining sites throughout North America, but some companies are filling these roles in weeks, not months. Here’s how they’re doing it. Why Is the Talent Shortage Worse in
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The Manufacturing HR Playbook: Tackling Summer Attendance Challenges

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Summer brings sunshine, longer days, and a spike in employee absences. For manufacturers, this can disrupt production schedules, stretch frontline teams thin, and create safety and quality risks. Unplanned absenteeism is an operational challenge in any season, but it hits harder in the summer months due to vacations, illnesses, childcare gaps, and heat-related issues. For
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Building a Sustainable Talent Pipeline in the Mining Industry

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The mining sector is facing a critical talent crunch. With an aging workforce (the average age of mining workers in North America now exceeds 45, according to the Mining Industry Human Resources Council), evolving technologies, and increasing demand for skilled labor, building a sustainable talent pipeline is now a strategic priority, not just a hiring
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Unlocking Potential: Recognizing Unique Value and Creating Inclusive Workplaces

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In today’s dynamic business landscape, the most successful organizations recognize that their greatest asset is their people—not just for their technical capabilities, but for the unique perspectives and experiences they bring to the table. Moving beyond traditional hiring models that focus on narrow definitions of “quality” or “fit,” forward-thinking employers are discovering the competitive advantage of building truly inclusive environments where diverse talent can thrive. Here’s how your organization can embrace this approach and reap the benefits.

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A Lesson from Netflix’s HR Policies

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When you picture a Silicon Valley start-up, you may think of an open office layout, foosball tables, perhaps a couch and a big screen TV in the lunch room, and an atmosphere comparable to that of a fraternity. The goal, of course, is to attract and retain top young talent by having a fun work environment. While this kind of atmosphere certainly can go a long way, it’s also completely unrealistic for some workplaces.

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Using Progressive Discipline in the Workplace

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To operate efficiently, most businesses follow workplace rules, policies, and standards. In small businesses, the enforcement of rules is often done on a casual basis by dropping a few well-placed hints in an employee’s direction. However, there are situations when even open and frequent communication doesn’t always work. That being said, a progressive discipline system can be a solution to this. Employees need to know the consequences of unacceptable behaviour or poor performance in advance, so don’t wait until a crisis arises to set up your disciplinary program.

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How to Successfully Manage Difficult Employees

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How to Successfully Manage Difficult Employees | TPD.com

Every manager wants to have a positive outlook and build an effective team. In fact, research shows that a more positive workplace focused on supporting and inspiring staff produces more effective organizations. However, despite your positive influence, there may be one or more employees who develop concerning or problematic behavior. What can you do as a manager to effectively challenge and improve this behavior? […]

How Not to Get Sued By a Freelancer in the US

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TPD.com | How Not to Get Sued By a Freelancer

 

What do Uber, Lyft, FedEx, Amazon, Lowes, and Google all have in common? They’ve all been sued for millions of dollars for misclassifying temporary workers.

We’re now living in a gig economy, with over 34 percent of the U.S. workforce classifying themselves as temporary, freelance, or independent contractors. That number is only trending up, with 70 percent of millennials either currently freelancing, or planning to in the future. How did we get here? An unscientific guess would be that a generation grew up watching Office Space, and decided that making TPS reports in a cubicle sounded like the opposite of happiness. But regardless of why a generation of workers no longer identify with the feeling of company loyalty, employers have to figure out how to engage with this freelance workforce without facing a lawsuit (or worse).

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The Pros and Cons of Developing Talent Internally

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Originally posted here by JazzHR.

Balancing between training current employees to fill future positions and investing in staffing processes to land top-tier external candidates is tricky. Even if you’ve already found (and hired) your next top performer; it’s important to know the pros and cons of developing talent within your company.

According to recent research on employee training, the answer is not so cut and dry. Where to focus dollars now to meet future staffing needs depends as much on your organizations’ current makeup as it does on future goals. A 2015 Bersin study determined that while established companies increased their per-person spend on internal training and development by 10 percent in 2014, emerging market leaders primarily focused on maximizing their recruiting processes and talent brands to attract the best and the brightest external hires. In fact, established companies spent 38 percent more on employee training than their up-and-coming peers.

The question for staffing strategists, then, is: Which approach best fits your needs?

The Pros and Cons of Developing Talent Internally | TPD.com

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