In this article, we’ll explore the key elements of an effective employee termination letter and provide insights into how to handle terminations in a way that minimizes risk.
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Ensuring compliance with employment legislation not only helps businesses avoid costly penalties but also fosters a positive work environment, boosts employee morale, and strengthens the company's reputation.
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One of the most frequently asked questions by HR professionals and business owners is, "How do you create a compensation structure that attracts top talent?" As businesses strive to remain competitive, compensation plays a critical role in not only attracting but also retaining skilled professionals.
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In today's rapidly evolving business landscape, leadership training has become an essential component for modern organizations aiming to thrive in a competitive market.
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In the swiftly changing landscape of modern business, the subject of recruitment has garnered significant attention. Companies are competing for top talent, technological advancements and AI have reshaped recruitment strategies, and a focus on Diversity, Inclusion, and Equity has reached unprecedented levels of significance. As organizations strive to find the right individuals to drive business success, it is key to understand the nuances of effective recruitment.
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In the last two years, some organizations have experienced tremendous growth and expansion where others have unfortunately experienced the opposite, having to close their business or pivot to maintain operations. Regardless of the organization’s financial state, employers in all industries are facing an increased pressure to raise wages across all levels of the organization.
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Organizational planning allows companies to develop clear goals and achieve growth. It helps companies adapt better to changing markets, clarifies roles and expectations of team members, and gets employees excited about achieving organizational objectives. To discuss this incredibly important topic, Luisa recently sat down with Nick Angellotti, President and Managing Director at Williams Meaden & Moore Inc.
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Entering a new season often brings about an overall shift in perspective. Fall is associated with letting go, turning a new leaf and starting anew. Shedding the bad with the good and looking at our lives through a different lens. This upcoming season is also a time when many experience a decline in mental health. With the shorter days, longer nights and temperature drop, it’s not unusual to feel a dip in one's overall mental wellness.
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This month, Luisa sat down with her trusted advisor and recruitment expert, Lisa Ludmer, a seasoned Executive Search Consultant. Lisa specializes in assisting organizations with identifying and attracting the talent they need. It’s clear now more than ever that employees are aligning themselves with organizational values. To better understand recruitment in 2022 and navigate through these challenges, Lisa shared helpful tips to attract and retain top talent.
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By now, you may have heard of the term “Quiet Quitting.” In short, “quiet quitters” clock in when they’re expected to, fulfill their assigned duties, and leave on time. This doesn’t sound like anything out of the ordinary, right? Well, for many employees, taking on work that exceeds their job description has become the norm. By “quietly quitting,” they are asserting their need for a better work-life balance, a workplace that aligns with their values, and a culture that puts its people first.
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Workplace culture is an extremely important aspect that businesses need to focus on; it’s key to the success of any organization. Why not be known as a place that prides themselves on being somewhere that people love to work? With an employment market like today's employers can't afford to ignore culture.
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Ontario’s Right to Disconnect Law has officially gone into effect as of June 3rd. This law was first introduced as part of the Working for Workers Act, 2021, which requires “employers with 25 or more employees to have a written policy about employees disconnecting from their job at the end of the workday to help employees spend more time with their families.”
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This year marks LD Human Resources’ 5th Year Anniversary, and we could not be more excited to celebrate this important milestone. In 2017, Luisa De Jesus founded LDHR with the goal of providing small to mid sized businesses with customized HR solutions. She recognized a need for employers and leaders to prioritize their people - their most important asset. After all, we achieve results through our people who set us apart from our competition and drive our organization’s objectives.
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A recent Statistics Canada survey has reported; 1 in 4 Canadians over the age of 18 suffer from a mental illness - an increase of approximately 21% since Fall of 2020. Supporting mental health in the workplace is no longer a nice-to-have but a necessity. Positive mental health at work helps us cope with changing roles and responsibilities, manage stress, and boost resilience. It allows us to reach our highest potential.
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More than an HR trend, performance management is integral to meeting corporate objectives. It does so by focusing on employee skills, resources and support to maintain and improve their performance, in line with the company’s goals.
But guess what? A performance management program delivers a number of added benefits that increase its value to your organization. And employee retention is one of the most valuable of all.
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If you are in HR, have direct reports, or own your own business, you probably don’t look forward to those ‘difficult conversations that you must have with employees from time to time.
But, with the right approach and consideration, you can make a difficult situation as productive and positive as possible.
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If there is one thing we can say for sure about the COVID pandemic, it is that nothing’s for sure. Among other implications for business owners and HR professionals, that lack of certainty has meant setting and putting off several target dates for when your workforce can return to the workplace.
The silver lining of that uncertainty is that you have more time to research, create and implement a Return-to-Work Plan.
A good return-to-work (RTW) plan will help your business safely transition to having employees on-site. It will also help you be prepared to manage issues as they arise, and help your business maintain health, legal and ethical standards and requirements
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With Fall on the horizon, many employers are thinking of recruitment. To learn more about how LinkedIn can support the recruitment process, LD Human Resources’ Founder and President, Luisa sat down with Shelly Elsliger to discuss. Shelly is a LinkedIn trainer and speaker who coaches executives, leaders, women leaders, departments and corporate teams, inspiring them to maximize their professional branding potential and social influence online. As a master of the art of social reciprocity and the flow of social engagement, Shelly uses her expertise to empower students as a Career Specialist, LinkedIn Trainer, and Equity, Diversity and Inclusion lead for Rotman Commerce Career Services at the University of Toronto.
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Is achieving a work-life balance even possible? To answer this question, our Founder and President, Luisa De Jesus, interviewed Catherine Tanaka, a successful fitness, nutrition and accountability coach specializing in transforming the fitness and lives of busy working professionals. She is the host and producer of the Body Project podcast, a nationally ranked fitness podcast that interviews top-rated health professionals on how exercise and nutrition are the keys to living your best life. In this episode, you’ll get the tips you need to set achievable work-life balance goals.
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To learn more about how to build a thriving workplace culture, our founder and President, Luisa De Jesus, interviewed Bill G. Williams. Bill believes that it is possible to build a type of workplace culture that makes your team eager to jump out of bed and get to work every morning. Bill is the president of The B4 Group, and is the host of The Art of Leadership, and The Art of Leadership for Women. In his senior leadership roles within a wide range of national corporations, Bill has filled a number of capacities, consistently achieving inspiring actions and results. He’s been responsible for creating visions, establishing missions and setting amazing strategic direction to teams of all sizes.
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