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Succession Planning: Talent pools to deliver a competitive edge |
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Written by Sean Conrad
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 The talent-pool approach to succession planning has emerged as a best
practice that establishes a larger number of employees for promotion,
who are more likely to stay loyal and whose skills are best aligned
with the organization’s strategic plans.
Succession planning approaches that rely heavily on a traditional
org-chart replacement methodology are narrow in scope and time
consuming to maintain. Leading succession planning experts recognize
that many organizations confuse replacement planning for true
succession planning, where the focus is on developing people with the
goal of building overall bench strength.
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Top 5 tips for keeping your job applicant data secure |
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Written by Workplace Staff
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 ID theft expert Brian Lapidus, chief operating officer of Kroll Fraud
Solutions (the data security arm of global risk consulting company
Kroll Inc.), has unique frontline experience helping today’s businesses
safeguard against and respond to data breaches.
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Read more...
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Court refuses to certify overtime class action for employees |
| CIBC overtime policy not illegal |
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Written by Adrienne Campbell
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The Superior Court of Ontario has refused to certify a "class action"brought forward by current and former employees of CIBC in which the
employees were seeking compensation for unpaid overtime.
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Read more...
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Upgrading literacy a high priority for working Canadians |
| New Ipsos-Reid/ABC CANADA survey reveals surprising concerns |
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Written by Workplace Staff
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 One quarter of working Canadians polled don’t strongly believe their literacy skills prepare them for a new job – and 40 per cent of managers aren’t sure how to help them…
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Read more...
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Canadian HR associations introduce senior HR designation |
| Senior Human Resources Professional (SHRP) celebrates high-impact HR leadership |
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Written by Workplace Staff
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 As a senior human resources practitioner, through your career you've demonstrated the qualities of leadership, been a trusted advisor, and provided strategic orientation with a breadth of knowledge (not just in HR, but management generally), the ability to build business-aligning HR strategy, and most importantly, and have had a significant impact and influence on their organization and the profession. Now, there's a designation for you.
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