HUMAN RESOURCES MANAGEMENT GUIDE
for Canadian Information and Communications Technology Companies

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• TABLE OF CONTENTS
• FOREWORD
• INTRODUCTION
• MODULE I: HUMAN RESOURCES PLANNING
  • INTRODUCTION
  • PLANNING OBJECTIVES
  • PLANNING STEPS
  • Tools:
    • 1 – Model for forecasting human resources requirements
    • 2 – Sample action plan for human resources planning
    • 3 – Sample metrics calculations
• MODULE II: HIRING
  • INTRODUCTION
  • HIRING OBJECTIVES
  • STEPS IN THE RECRUITING PROCESS
  • RECRUITING INTERNATIONAL TALENT
  • ADDITIONAL EXEMPTIONS TO NOTE
  • OTHER RECRUITMENT CONSIDERATIONS
  • Tools:
    • 4 – Sample job profile: IT analyst
    • 5 – Development chart: profile for the ideal candidate for IT analyst
    • 6 – Sample job posting
    • 7 – CV selection chart
    • 8 – Sample rejection letter
    • 9 – Examples of selection interview questions
    • 10 – Selection interview chart
    • 11 – Candidate evaluation chart
    • 12 – Sample consent form
    • 13 – Sample promise to hire letter
• MODULE III: EMPLOYEE MANUAL
  • Tool:
    • 14 – Memory-aid for the development of the employee manual
• MODULE IV: INDUCTION AND ORIENTATION
  • INTRODUCTION
  • OBJECTIVES OF INDUCTION AND ORIENTATION
  • STEPS IN THE INDUCTION AND ORIENTATION PROCESS
  • Tools:
    • 15 – Sample orientation preparation chart
    • 16 – Task training chart
    • 17 – Probation period evaluation chart
• MODULE V: COMPENSATION POLICY
  • INTRODUCTION
  • STEPS IN THE DEVELOPMENT OF A COMPENSATION & REWARDS PROGRAM
  • CRITERIA FOR COMPARISON BETWEEN LEVELS
  • Tool:
    • 18 – Sample salary scale
• MODULE VI: ESTABLISHING GOALS & MANAGING EMPLOYEE PERFORMANCE
  • INTRODUCTION
  • Tools:
    • 19 – Phase 1 chart – Discussion and mutual agreement/performance evaluation
    • 20 – Phase 2 chart – Progress meeting/performance evaluation
    • 21 – Phase 3 chart – Annual meeting/performance evaluation
• MODULE VII: EMPLOYEE TRAINING & DEVELOPMENT
  • INTRODUCTION
  • Tools:
    • 22 – Identification chart for employee training needs
    • 23 – Identification chart for training needs
    • 24 – General training plan
    • 25 – Specific training plan
    • 26 – Training evaluation chart
    • 27 – Knowledge transfer evaluation chart
• MODULE VIII: DISCIPLINARY MEASURES
  • INTRODUCTION
  • CAUTION
  • OBJECTIVES OF DISCIPLINARY MEASURES
  • KEY DEFINITIONS
  • STEPS IN THE APPLICATION OF DISCIPLINARY MEASURES
  • Tool:
    • 28 – Sample written notice of disciplinary sanction
• MODULE IX: WORKPLACE HEALTH AND SAFETY
  • INTRODUCTION
• MODULE X: SUPERVISION AND COACHING
  • INTRODUCTION
  • SUPERVISION CYCLE
  • TIME AND PRIORITY MANAGEMENT
  • COMMUNICATION
  • LEADERSHIP
• MODULE XI: THE DIVERSE WORKPLACE
  • INTRODUCTION
  • OBJECTIVES OF THE CHAPTER
  • KEY DEFINITIONS
  • A DIVERSE ORGANIZATION
  • THE DIVERSITY PROGRAM
  • LEGAL CONSIDERATIONS
  • RECRUITMENT
  • INTEGRATION
  • Tool:
    • 29 – The five broad categories below provide a framework by which to commencedefining a diversity program.
• MODULE XII: EMPLOYEE RETENTION
  • INTRODUCTION
  • OBJECTIVES OF AN EMPLOYEE RETENTION PROGRAM
  • ELEMENTS OF EMPLOYEE RETENTION
  • RETENTION STEPS FOR ICT EMPLOYEES
  • Tools:
    • 30 – Assess the Strength of Your Workplace
    • 31 – Exit Interviews
• CONCLUSION
• BIBLIOGRAPHY

• Download All Tools
• Tool 1 – Model for forecasting human resources requirements
• Tool 2 – Sample action plan for human resources planning
• Tool 3 – Sample metrics calculations
• Tool 4 – Sample job profile
• Tool 5 – Candidate profile development chart
• Tool 6 – Sample job posting
• Tool 7 – CV selection chart
• Tool 8 – Sample rejection letter
• Tool 9 – Examples of selection interview questions
• Tool 10 – Selection interview chart
• Tool 11 – Candidate evaluation chart
• Tool 12 – Sample consent form
• Tool 13 – Sample promise to hire
• Tool 14 – Memory aid for the development of the employee manual
• Tool 15 – Sample orientation preparation chart
• Tool 16 – Task training chart
• Tool 17 – Probation period evaluation chart
• Tool 18 – Sample salary scale
• Tool 19 – Phase 1 chart – Discussion and mutual agreement
• Tool 20 – Phase 2 chart – Progress meeting
• Tool 21 – Phase 3 chart – Annual meeting
• Tool 22 – Identification chart for employee training needs
• Tool 23 – Identification chart for manager training needs
• Tool 24 – General training plan
• Tool 25 – Specific training plan
• Tool 26 – Training evaluation chart
• Tool 27 – Knowledge transfer evaluation chart
• Tool 28 – Sample written notice of disciplinary sanction
• Tool 29 – Framework to define a diversity program
• Tool 30 – Assess the Strength of Your Workplace
• Tool 31 – Exit Interviews