Talent. Management for the HR Community. Inside. check out. Readership Survey 5. May Volume 2 Issue 3. eap What s new.

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1 Volume 2 Issue 3 Talent Inside eap What s new PS business Plan Raism Stop it! hange management Workshop HRanS onferene brain teaser Readership Survey Regular Features HR omings & Goings Management for the HR Community Kenda MaFadyen, Ating Senior Consultant, Talent Management, PSC I f you are srathing your head after the February and Marh workshops for the HR Community and still wondering what it was all about, here s the soop. One of the three priorities of the HR Strategy is a talent (suession) management proess for the HR Community, whih was introdued during the workshops. Are you still asking, just what the hek is talent management? Talent Management is a simple and easy-to-use proess. The first stage of the proess was the preparation work done to date by the HR Strategy team to ensure that our ommunity is ready to undertake the proess and move forward effetively. The seond stage is what we re all doing now learning about HR ompetenies and areer planning (the workshops), ompleting Career Development Plans (CDPs) and having areer disussions. Career development plans are a way of letting our managers and HR 2 hek out Readership Survey Granville St., th Floor Halifax, Nova Sotia B3J 2V9

2 What s NEW with EAP requests HR to help promote our NEW Training! Business Plan At a Glane The PSC Business Plan is available online at Here are the highlights! NEW EAP Awareness Training: For all employees working with Nova Sotia Government One-hour training EAP staff will visit your workplae to provide the training Employees will learn all the key omponents of EAP Please all EAP to arrange training NEW EAP Training (For Managers/Supervisors/HR/OH&S) Some HR groups have already partiipated in this training! Half-day training Register through LearnNet or arrange training for your group EAP will visit your workplae to provide the training Please all EAP to arrange training This NEW EAP Training inludes: Key omponents of EAP Pereptions of EAP Resoures for Supervisors/Managers Harmful Involvement, Depression, Enabling Formal Referral Proess Critial Inident Stress Management (CISM) Workplae Senarios n Goal 1 Priority 1 Priority 2 Priority 3 Goal 2 Priority Priority 5 Goal 3 Priority 6 Goal Priority 7 Goal 5 Priority 3 To make a differene through a skilled, ommitted, and aountable publi servie To strengthen HUMAN RESOURCE SERVICE DELIVERY To provide leadership in the implementation of additional SAP-HR system funtionality To develop an integrated approah to TALENT MANAGEMENT To be a preferred employer To implement orporate ATTRACTION and RETENTION framework strategies To assure the availability of objetive, onsistent and reliable COMPENSATION and CLASSIFICATION systems and praties To be a safe and supportive workplae To implement key elements of the HEALTHY WORKPLACE initiative To be a diverse workfore To promote a strong fous on VALUING DIVERSITY initiatives throughout government To be learning organization To develop an integrated approah to TALENT MANAGEMENT* * This priority also appears under Goal 1, however with different assoiated ativities to support that goal. n For more information all EAP: / Diretors know what we want to do, the things we re really great at, and areas where we need help. This information provides a broad sope of talent and identifies strengths aross the entire ommunity. So, it s time well spent at personal, professional, team, and orporate levels. The final stage is where strategies and ation plans are implemented (suh as retention or reruitment, seondments, job rotation, formal training) to address the gaps we ve identified. As part of stage two, a series of talent review meetings, sheduled for late spring and early summer, will help us see if we have gaps between business needs and internal talent. In the meantime, draft your Career Development Plan and talk with your manager. Information pakages about Talent Management for the HR Community are being provided to orporate servie units. Talent Management for the HR Community is an opportunity for HR employees to develop in their areas of expertise and in their areers. A strong HR Community helps reate a strong publi servie. n Publiation Statement HR Links is published 10 times a year on the first business day of eah month. The July/August and Deember/January issues are ombined. The editorial board welomes and atively soliits artiles and story suggestions from members of the HR Community and its partners. Please send your submissions to hrlinks@gov.ns.a. Members of the HR Links Editorial Board are: Jane Allt, Vanessa Hammok, Donna Hendy, Shelly Hubley, Mihelle Luas

3 HR Comings & Goings Community Servies Norma Williams was appointed to the position of Manager, Human Resoure Development effetive February 5,. She was most reently the Staff Trainer for Family & Community Supports, and over the years has also worked for the Halifax Regional & Distrit Shool Boards, the Department of Muniipal Affairs, and the Nova Sotia Human Rights Commission. Following the integration of the Children s Aid Soiety (CAS) Halifax with the Department of Community Servies, Elizabeth Benjamin joined the Human Resoures Division on January 22, as a Junior HR Consultant. Elizabeth worked with the Ageny for many years and brings with her a wealth of related experiene. Servie Nova Sotia & Muniipal Relations Udeme Akpan moved from the PSC to SNSMR HR Unit as an HR Assistant on April 2,. Justie CSU Larry Worthen is working with the PSC until the end of June. Sylvia LeBlan joined the HR team in Marh as a Human Resoure Administrator. Tanya Butts, OH&S Consultant, is on maternity leave until February Judith Crosby has been seonded to the role of OH&S Consultant during Tanya s absene. David Librah, has moved on from Dept of Justie. We will miss David. Health Krista Dobson transferred to us in February as Seretary II. Lisa Blakwood is filling in for Alexandra Smith s maternity leave as Researh Analyst. In early January, Cheryl Burgess moved from the PSC to the position of Exeutive Diretor, Health Human Resoures, a new position. Patriia Turner joined our team in February, as administrative support to Cheryl Burgess. Sharon Thoms joined as an Administration Support Clerk in January. Lindsey White joined our team as administrative support to Gail in Marh. We would also like to ongratulate Kim Ashizawa who was the suessful andidate for the Pay and Benefits Consultant position and is now with us on a permanent basis. Congratulations also go out to Carla Atkinson who was the suessful andidate for the Junior HR Consultant. Anne Marie Fitzpatrik ontinues on the Foundations for Management Initiative with the Department of Eduation and we are pleased to support her in that endeavour. Marriam Nauman, stiking with the Healthy Workplae oordination offie, has moved into the Projet Coordinator position, previously held by Maria Tendenia. Healthy Workplae and EAP were happy to welome Rima Thomeh as the new Administrative Assistant. Rima began in February. Jennifer Kennah has joined the PSC as an HR Intern. Jennifer joins us from the Trade Center Limited where she was a HR Projet Assistant. Jennifer started on Marh 5, and will work, on a rotational basis in Employee Relations and Compensation and Evaluation and Audit for the next six months. From Tourism, Culture and Heritage, Marel MKeough has ome for a oneyear seondment. Marel will work with the PSC s Planning and Coordination division as a Poliy Consultant. n Marh 21 marked International Day for the Elimination of Raial Disrimination. This day is observed annually to remind us of Marh 21, 1960, the day polie opened fire and killed 69 people at a peaeful demonstration in Sharpeville, South Afria, against the apartheid pass laws. Marh 21 was prolaimed by the General Assembly of the United Nations in 1966, whih alled on the international ommunity to redouble its efforts to eliminate all forms of raial disrimination. Every year, numerous ativities aiming to raise publi awareness on the issue of raism take plae aross Canada. Here in Nova Sotia, Partners Against Raism (PAR), a oalition of onerned organizations dediated to proteting and promoting human rights, plan an annual publi event. The Nova Sotia partiipates on PAR. The s newly-formed diversity ommittee, One Team Many Faes ommemorated Marh 21 with a staff Lunh and Learn featuring Wayn Hamilton, Exeutive Diretor of the Offie of Afrian Nova Sotian Affairs. Mr. Hamilton spoke of the work of his offie and of the importane of Marh 21 to Nova Sotians. n

4 Change Management Workshops HRANS Conferene Just Around the Corner! for the HR Community As part of the HR Strategy for the HR Community, the Innovation and Growth team offered four workshops in April on hange management. The objetive of the half-day workshop was to enhane HR pratitioners omfort level with hange so that they an be leaders of hange in their departments. During the workshop, partiipants used William Bridges Model for Change as the framework for managing hange. The format inluded a ombination of leture, ativities and group disussion. If you still want to attend this workshop, one more is being offered on Friday, 25 from To register, log on to LearnNet ( asp?url=/users/index.asp) and look under the PSC alendar, Workplae Skill Development. Register for the Managing Change HR Community Only ourse. There is no harge for the ourse. However, no-shows will be harged a $15 fee. Substitutions are welome. n Brain Teaser For those of you who like to tease your brain, here is a game for you! Question: What are the three new HR Competenies, whih apply to all HR professionals aross government? The first person to Holly Bartlett (bartleh@gov.ns.a) with the orret response to the HR Strategy brain teaser will reeive a seret prize. Carrie Hotton, Eduation Program Chair The HRANS onferene, The Dawning of a New Workplae, is generating a lot of exitement and interest. The onferene is open to both publi and private setor partiipants and provides opportunities for networking, information sharing, and gathering of best praties. There is still time to register! In addition to great keynote speakers like David Ulrih, Mark David Jones, and Linda Duxbury, there are many an t miss sessions like: The Legal Consequenes of an Unhealthy Workplae Repatriation: They want to Come Home! A Blueprint for Organizational Effetiveness Generational Differenes in Drivers of Employee Engagement The Business Case for Comprehensive Workplae Health Return on Investment Changing Times, Changing Roles: Transforming the Capital Health HR Department The Leadership Gap: Leveraging the Promise Building Leadership Strategy & Capaity for Competitive Advantage Experiene Works and Immigrants Work Strategi Partnerships Suession Management: Fully Implemented Beoming an Employer of Choie Of the 28 sessions being offered, three sessions will be led by our employees! Charlie Madonald, Diversity Management Consultant, PSC will speak about diversity best praties. The Department of Eduation representatives will speak about talent shortages and being a world-lass employer. As well, GoverNEXT representatives will speak about their experienes supporting attration and retention of younger publi servants. If you need another reason to attend, there is a speial dinner for onferene partiipants on 2 at Pier 21, featuring omedians from Yuk-Yuks. It is a great opportunity to relax, have fun, and network! Visit to learn more and to register online. If you have any questions, please feel free to ontat me diretly, hottona@gov.ns.a or n

5 Readership Survey HRLinks has hanged over the past few years. Its urrent format has been in plae for just over a year, and the HRLinks Editorial Board wants to know what you think about the format and the newsletter as a whole. Please take a few minutes to omplete this survey. Send it to Mihelle Luas, PSC Communiations, th floor, One Government Plae via interdepartmental mail. Thanks! A bit about you (irle whih one applies to you): I am a PSC Employee I am an HR CSU Employee I am a manager/leader in government Other 1 Have you read HRLinks in the past 12 months? Don t reall 2 How do you usually aess HRLinks? Link from notie Someone forwards the to me I found a opy in the workplae I regularly visit the web page Other (please speify) 3a How often do you read HRLinks? Always Oasionally Not Often Never 3b If you answered Not often or Never in 3a an you explain why? What is your general opinion of HRLinks? Really enjoy it It s ok Don t like it 5 If you have read HRLinks in the past year, how would you haraterize your reading habits? Read it front to bak San the headlines Read artiles of interest only Other 6 What speifi aspets of HRLinks do you like? Choose all that apply. Design & layout Artile topis Quality of writing Length of artiles Length of the entire publiation Frequeny of publiation Other 7 Have you ever referred bak to HRLinks artiles? If yes, do you remember whih artiles? 8 What artiles and topis do you want to see more of? 9 Have you ever submitted an artile to HRLinks? 10 Do you agree with these statements about HRLinks? It helps onnet the HR Community Agree Neutral Disagree It provides good information about HR programs and poliies Agree Neutral Disagree It s a way to learn about eah CSU Agree Neutral Disagree 11 Considering staff time (writing/editing/reading) and ost (external designer), do you think HRLinks provides value for money? 12 Please provide any general omments or ideas about how HRLinks ould improve.