Facility Forum - Summer 2017 - 22

STAFF & MANAGEMENT

Effective

Human Resources
Management
By Jamie Knight, Partner, Filion Wakely Thorup Angeletti LLP
hether
you are
dealing
with employees who are
represented
by a union or a
workplace that is entirely non-union, it
is the responsibility of management to
make the workplace work. It is up to
management to make everyone in the
workplace work well together towards
common objectives. Management has to
understand the law and employer policies, and communicate expectations to
the employees. Each member of the management team is responsible to ensure
those expectations are met and to take
effective steps to correct bad behaviour
and sub-standard performance.
Let us be clear about who is part of the
management team. It starts at the top
with the Board of Directors or Trustees
or elected officials who are ultimately
responsible for the enterprise. At the
operational level, the management team
is headed by senior management. Dayto-day management rests with the frontline supervisors and, to some extent, the
second level managers to whom they
report. In support, and certainly part
of the team, are the human resources
professionals who shape and implement
policies and procedures.
The management team needs to focus
up, down and sideways to be effective
and supportive of each other. Great
organizations feature a harmonious and

highly motivated senior leadership group
who ensure that those who are led are
meaningful contributors to the organization's objectives. The front-line supervisors have to be supported from above to
be effective. Support is a two-way street;
supervisors must also be on board with
the direction dictated by senior leaders,
even - or especially - when there are
tough decisions to be communicated and
implemented.
The management team must strive to
balance the needs and goals of the different players in the workplace in harmony
with the overall objectives of the workplace itself. The ever-evolving challenge
is to align the personal aspirations and
idiosyncrasies of the employees with the
primary purpose for the organization, be
it in pursuit of profit (private sector) or
service (public sector).

Unionized Workplaces -
Succeeding Together
A unionized workplace brings into
the mix a third party - the union -
and with it comes the negotiation
of a collective agreement, which
inevitably creates limitations to
the management of human
resources. It is important
for the management team
to stay on track. Union
or no, the organizational
objectives are the priority,
and it is the responsibility
of management to achieve
those objectives. The presence

22 | SUMMER 2017 | ONTARIO RECREATION FACILITIES ASSOCIATION

of a union cannot become an excuse
for sub-standard organizational performance. Indeed, a much better paradigm
is for businesses and service organizations to strive to work with the union as
a cooperative partner in pursuing success
for the benefit of all parties, including
the employees.

Non-Union Workplaces -
Staying Non-Union
A specific objective of good human
resources management in a non-union



Table of Contents for the Digital Edition of Facility Forum - Summer 2017

Risk Management Guidelines for Water Recreational Equipment Areas
Water Use in Turfgrasses
Cemeterian Operations and Management Training– Cape Town, South Africa
The Benefits and Challenges of Daylighting Recreation Facilities
Effective Human Resources Management
Energy Champion – Time to Plan
Rules for Flying the National Flag of Canada
Preparing for the PyeongChang 2018 Winter Olympic Games
Health & Safety (PSHSA) – Preventing and Managing Heat Stress
Member Profile – Jim Bryson, City of Stratford
Index of Advertisers
Facility Forum - Summer 2017 - Intro
Facility Forum - Summer 2017 - cover1
Facility Forum - Summer 2017 - cover2
Facility Forum - Summer 2017 - 3
Facility Forum - Summer 2017 - 4
Facility Forum - Summer 2017 - 5
Facility Forum - Summer 2017 - 6
Facility Forum - Summer 2017 - 7
Facility Forum - Summer 2017 - Risk Management Guidelines for Water Recreational Equipment Areas
Facility Forum - Summer 2017 - 9
Facility Forum - Summer 2017 - 10
Facility Forum - Summer 2017 - 11
Facility Forum - Summer 2017 - 12
Facility Forum - Summer 2017 - Water Use in Turfgrasses
Facility Forum - Summer 2017 - 14
Facility Forum - Summer 2017 - 15
Facility Forum - Summer 2017 - Cemeterian Operations and Management Training– Cape Town, South Africa
Facility Forum - Summer 2017 - 17
Facility Forum - Summer 2017 - 18
Facility Forum - Summer 2017 - The Benefits and Challenges of Daylighting Recreation Facilities
Facility Forum - Summer 2017 - 20
Facility Forum - Summer 2017 - 21
Facility Forum - Summer 2017 - Effective Human Resources Management
Facility Forum - Summer 2017 - 23
Facility Forum - Summer 2017 - 24
Facility Forum - Summer 2017 - Energy Champion – Time to Plan
Facility Forum - Summer 2017 - 26
Facility Forum - Summer 2017 - 27
Facility Forum - Summer 2017 - 28
Facility Forum - Summer 2017 - Rules for Flying the National Flag of Canada
Facility Forum - Summer 2017 - 30
Facility Forum - Summer 2017 - 31
Facility Forum - Summer 2017 - Preparing for the PyeongChang 2018 Winter Olympic Games
Facility Forum - Summer 2017 - 33
Facility Forum - Summer 2017 - 34
Facility Forum - Summer 2017 - 35
Facility Forum - Summer 2017 - 36
Facility Forum - Summer 2017 - Health & Safety (PSHSA) – Preventing and Managing Heat Stress
Facility Forum - Summer 2017 - 38
Facility Forum - Summer 2017 - 39
Facility Forum - Summer 2017 - 40
Facility Forum - Summer 2017 - Member Profile – Jim Bryson, City of Stratford
Facility Forum - Summer 2017 - 42
Facility Forum - Summer 2017 - 43
Facility Forum - Summer 2017 - 44
Facility Forum - Summer 2017 - Index of Advertisers
Facility Forum - Summer 2017 - 46
Facility Forum - Summer 2017 - cover3
Facility Forum - Summer 2017 - cover4
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