In This Issue

• A Note from Dave
• Feature Article - Creating Developmental Goals
• 2010 Holidays and Religious Observances - Canada & US
• Legislative Update
• Strange but True
• About Dave
• Contact Us

A Note From Dave

In the last edition of my newsletter, I talked about the necessity of setting goals for the upcoming year. Don't forget that goal setting also includes writing professional development goals.  In my feature article, I offer some tips on how to create developmental objectives. Remember - these goals should meet the SMART criteria too and have measures and action plans.

On another note, many of you know that I am a big proponent of Accelerated Learning. I am tracking toward becoming a Certified Accelerated Learning professional. To stay current with my learning in this field, I have made plans to attend the annual International Alliance for Learning conference in Houston in mid January.  The agenda is chalk full of speakers and topics relating to AL.  I'll give you a full report when I get back.

Please accept my best wishes for a wonderful holiday season. I hope you have some time to squeeze in some rest and relaxation to go along with the parties, big meals and family gatherings. Drive safely and don't drink and drive. 

Take care and talk to you soon.

Dave Hagel, President
High Performance Human Resources

Here's something to think about:

Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them. 
- Paul Hawken

When developing a performance management plan, you need to plan for more than just business goals. You also need to choose developmental activities that will enhance your employee's present job skills.  It is important to plan for both work performance and development, as planning for both creates a strong foundation for the entire performance management process.

Business Goals

Performance plans include annual goals that reflect the key areas of responsibility.  Business objectives should tie into your department's or business unit's plans as well as the organization's goals. 

The number of business goals an employee has should be based on what is realistic and achievable, all things considered.  

Developmental Objectives

Developmental planning provides a means of helping your employee maintain or enhance the knowledge, skills and abilities needed to do the job.  Employee development often focuses on:

• On-the-job-training
• Special projects and assignments
• Cross training or rotations to other jobs
• Self-study
• Training (internal and external courses)
• Conferences, workshops, trade shows
• Mentoring
• Attendance at conferences, seminars and workshops
• Reading material
• Membership in professional organizations or associations

When creating development goals, consider the following:

• Knowledge and/or skills to be developed or strengthened. These should be based on a current analysis of job needs as well as individual needs and interest.
• Development activities and target dates. These may include, for example, work assignments as well as additional training such as on-the-job courses, seminars and college/university programs.

*  Not a statutory holiday in any province or territory.  However, Quebec employers must give either Good Friday or Easter Monday as a statutory holiday

** Not a statutory holiday in Nova Scotia, Prince Edward Island or in Newfoundland & Labrador

The Ontario Legislature passed Bill 168, the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace), 2009 on December 9, 2009. This Bill will come into force six months after it receives Royal Assent, which is likely to be June 2010.

Bill 168 requires employers to develop policies to address workplace violence and harassment and to assess the risk of violence in its workplace.

Are you in a position to comply with these this new legislative initiative?  If not, give us a call and we can help you come up with solutions that will meet the needs of your business.

Here's a list of the most outrageous lies told by candidates on their resumes:

1. The candidate claimed to be a member of the Kennedy family.
2. The applicant invented a school that did not exist.
3. The job seeker submitted a résumé with someone else's photo inserted into the document.
4. The candidate claimed to be a member of Mensa.
5. The applicant claimed to have worked for the hiring manager before, but never had.
6. The job seeker claimed to be the CEO of a company when he was an hourly employee.
7. The candidate listed military experience dating back to before he was born.
8. The job seeker included samples of work, which were actually those of the interviewer.
9. The candidate claimed to have been a professional baseball player.

Quoted from True and Outrageous Résumé Lies by Rosemary Haefner, senior career adviser for CareerBuilder.com

A Certified Human Resources Professional (CHRP), Dave draws on his 29 years of experience in union and union-free private sector businesses across Canada to conceive and deliver value-added outcomes that elevate human resource capital and maximize operational results.

Dave has combined his passion for training and development with public speaking to design and deliver thousands of hours of training. He currently teaches the National Knowledge Exam (NKE) preparation workshop for the CHRP designation exams and is tracking toward become a Certified Accelerated Learning Trainer. Dave is also a certified trainer with Development Dimensions International and Achieve Global. He has also achieved the designations of Competent Toastmaster and Competent Leader.

Dave has completed the Co-Active Coaching program offered by the Coaches Training Institute and the certificate program in Conflict Management Studies Program through Conrad Grebel College at the University of Waterloo.  He also has a Bachelor of Arts degree with Honours. 

Dave's media credits include co-hosting Main Street, a cable television news program focused on current and community events, and Business Network News.  He has published numerous articles in Enterprise Magazine, Biz Magazine, Canada's SOHO Magazine, Canadian Manager and The Bottom Line and has been quoted in the Globe & Mail. 

High Performance Human Resources
1327 Treeland Street
Burlington, ON L7R 3T5

Phone:  (905) 637-5673
Toll Free:  1-866-878-4134
Fax:  905-631-2383
E-mail:  dave@highperformancehr.ca
Website:  http://www.highperformancehr.ca/