Meeting HR Needs in an Aboriginal Organization

Diane Carriere, BA, CHRP, THRP D. Carriere & Associates

What is Human Resource Management?

What is Human Resource Management? Planning HR Needs Staffing organizations based on HR needs Compensating and motivating

employees Appraising employee behavior Enhancing potential – training &

development Maintaining effective work relationships &

work environment

HR planning for aboriginal organizations Meeting Current needs: Skills, Knowledge,

expertise, education Forecasting: Short term to Long term,

ensuring you can meet these needs Succession Planning: ensuring you have a

plan in place for the talent lost Organizational Knowledge: lost

Human Resource Management

Utilization of individuals to achieve organizational objectives

All managers at every level must concern themselves with human resource management

Five functions

HR planning for aboriginal organizations In past, employment was often directly

linked to elections However, employees tend to stay long

after election and/or program runs out of money

Growing awareness of employee rights and employment standards

Few skilled and educated individuals available in some remote communities

Functions of HR

Human Resource Functions

Staffing

Human Resource

Development

Compensation Safety and Health

Employee and Labour

Relations

Function of HR Departments Has overall responsibility for HR programs

and activities The primary role of the HR department is

to ensure that the organization’s human resources are utilized effectively and managed in compliance with company policies and procedures, government legislation, and, in unionized settings, collective agreement(s)

Function of HR cont’ The HR department generally provides

advice and services in the following areas on an ongoing basis: maintenance of HR records; recruitment, selection, orientation, training and development; compensation and benefits administration; employee counselling; and labour relations

Interrelationships of HRM Functions

All HRM functions are interrelated

Each function affects other areas

Staffing

Staffing Staffing - Process through which organization

ensures it always has proper number of employees with appropriate skills in right jobs at right time to achieve organizational objectives

Job analysis - Systematic process of determining skills, duties, and knowledge required for performing jobs in organization

Human resource planning – Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period of time

Staffing (Cont.)

Recruitment - Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization

Selection – Process of choosing from a group of applicants the individual best suited for a particular position and the organization

Human Resource Development

Human Resource Development (Cont.) Training - Designed to provide learners

with knowledge and skills needed for their present jobs

Development - Involves learning that goes beyond today's job; it has more long-term focus

Career planning - Ongoing process whereby individual sets career goals and identifies means to achieve them

HR Development (Cont.)

Career development - Formal approach used by organization to ensure that people with proper qualifications and experiences are available when needed

Organization development - Planned process of improving organization by developing its structures, systems, and processes to improve effectiveness and achieving desired goals

HR Development (Cont.)

Performance management - Goal-oriented process directed toward ensuring organizational processes are in place to maximize productivity of employees, teams, and ultimately, the organization

Performance appraisal - Formal system of review and evaluation of individual or team task performance

Compensation

Compensation

Compensation - All rewards that individuals receive as a result of their employment

Compensation Direct Financial Compensation - Pay that

person receives in form of wages, salaries, bonuses, and commissions

Indirect Financial Compensation (Benefits) - All financial rewards not included in direct compensation such as paid vacations, sick leave, holidays, and medical insurance

Nonfinancial Compensation - Satisfaction that person receives from job itself or from psychological and/or physical environment in which person works

Safety and Health

Safety and Health

Employees who work in safe environment and enjoy good health are more likely to be productive and yield long-term benefits to organization.

Safety and Health

Safety - Involves protecting employees from injuries caused by work-related accidents

Health - Refers to employees' freedom from illness and their general physical and mental well being

Employee and Labour Relations

Employee and Labor Relations

Business is required by law to recognize a union and bargain with it in good faith if the firm’s employees want the union to represent them

Human resource activity is often referred to as industrial relations

Most firms today would rather have a union-free environment

What’s new..... The Canadian Human Rights Act (CHRA)

applies to on-reserve as of June 19, 2011. As of June 18, 2012 – Aboriginal people

and First Nations organizations have filed over 300 human rights complaints.

CHRC Aboriginal people and First Nations groups have

filed a total of 150 complaints against the federal government since 2008. In many of these cases, complainants allege that federal funding for services delivered on-reserve is inequitable when compared to provincial and territorial funding for the same services off-reserve.

CHRC cont’ Of the 150 complaints against the federal

government: 3 complaints are in the early stages of the

Commission’s process. 62 complaints are under examination at the

Commission. 13 complaints have been referred by the

Commission to the Canadian Human Rights Tribunal for adjudication.

72 complaints have been closed.

CHRC

The Commission has since received 162 complaints against First Nations governments. Many of these cases involve issues such as on-reserve housing and eligibility to vote in Band council elections.

CHRC cont’ Of the 162 complaints against First Nations

governments: 47 complaints are undergoing examination

at the Commission. 38 complaints are in the early stages of the

Commission’s process. 77 complaints have been closed.

HR’s Changing Role: Decide what meets your needs

Human Resource Manager

Acts in advisory or staff capacity Works with other managers to help them deal

with human resource matters Today HR departments continue to get

smaller because others are accomplishing certain functions

Role of HR Manager Includes: Conducting Job analysis ( determining the nature of

each job) Planning labour needs and recruiting job candidate Selecting Job candidates Orienting and training new employees Managing wages and salaries (compensating

employees) Providing incentives and benefits Appraising performance (interviewing, counselling,

disciplining) Training and development

HR as a Strategic Partner

• Organizations must understand complex organizational design

• Sharp deviation from what has traditionally been an administrative type role for HR

Managing Expectations Clear, realistic objectives Ensure supports are in place Starting from scratch Don’t reinvent the wheel Seek support if needed Don’t turn into the complaint department

CAHRMA Is the only Aboriginal HR Association in

Canada, an non-profit organization supporting Human Resource professional working for, or providing professional Human Resource services to Aboriginal Communities.

CAHRMA will create Effective HR tools designed to compliment

and support economic development and enhance business strategies that will assist communities in becoming self-sufficient in this competitive global economy.

A national membership network of HR practitioners to focuses on the specific needs and requirements of Aboriginal communities, businesses, and people.

CAHRMA will create cont’ Education and awareness that respects

and celebrates the Aboriginal culture as an integral component within Canada, and within our world.

Professional certification through an established partnership with NNAHRA, the Native North American Human Resource Association.

Partnerships with organizations in the Aboriginal community, professional associations, provincial and federal government entities.

CAHRMA 2nd National HR Conference Building Connections April 22 – 24, 2014 Canad Inns Polo Park www.cahrma.ca

Questions? Diane Carriere, BA, CHRP, THRP