HR Professional - December/January 2008 - (Page 51)

H R101 always works out to be a real time-saver if they spend the time to train rather than taking on the task themselves. Time management A new manager can quickly ﬁnd himself overloaded balancing job duties with additional management responsibilities, so time management training is key. “Someone new to the role can expect to spend 50 per cent of their time managing,” says Watkinson. “Sometimes you’ve got your whole day planned and one issue can sidetrack you for the rest of the day. We teach new managers how to prioritize tasks, keep to-do lists as well as create blocks of time in their day and week to catch up on calls, get work done and plan the upcoming week.” Recruiting and orientation Since managers have to work with the people they hire, recruiting and orientation skills are also critical to a new manager’s toolbox. Maple Leaf Sports & Entertainment stresses behaviouralbased interviewing and hiring to ﬁt the job description and the team, says Watkinson. And once they’ve got the job ﬁlled, it’s the manager’s job to integrate them into the organization. That means providing new hires with guidelines, soliciting feedback and checking back with them at regular intervals to ensure they understand the job and that they’re comfortable. “Bad managers put people in roles and let them go,” says Phandal. “How an employee is treated in the ﬁrst month of the job determines how long they’ll stay.” w w w.H RThought L ea der. c om Leadership Ultimately, leadership is about setting an example. Phandal suggests telling new managers to think of the best boss they’ve had and use their own experiences with managers as their guide— what works, what doesn’t, and mimic leadership qualities in managers they’ve admired. Shoppers Drug Mart’s leadership program also focuses on different leadership styles and how they apply to different situations and types of people. “It’s about building relationships across functions and it involves candour,” Vuicic says. “Good leaders don’t hide behind process.” An HRPA membership saves you money Combining the buying power of 16,000 members with extensive business partnerships, HRPA brings you exclusive savings, including: Carswell Business’ bestselling reference series, Best Practices 20 15 % off % off Workopolis A savings advantage only available at www.HRPA.ca 15 % off PayScale Professional– the world’s largest database of real-time salary reports for speciﬁc job titles, industries and regions. $ 200off 200off $ Knowledge Bank memberk ships – the essential online HR resource offering models, strategies and best practices The price of Ultimate HR Manual – the most l user-friendly, how-to HR manual ever produced Hire Authority A savings advantage on Canada’s No. 1 HR job board. Only available at www.HRPA.ca 20 % off HRPA Members are entitled to: $5 off the monthly PC & Home Networking support packages rate $5 off any ad-hoc PC & Home Networking support calls One free support call (up to 20 minutes) $10 off in-home PC & Home Networking support call (*within coverage area of GTA, Niagara Peninsula, Ottawa, Kitchener, London & Sarnia) PLUS Health and dental beneﬁts Home, auto and professional liability insurance Books Music Software Computers Relocation services And much more All you need to start saving is your member ID and password. Start saving today at www.hrpa.ca/membersavings D e c e m b e r 2 0 0 8 / J a n u a r y 2 0 010/2/08 9 51 25-Member Savings_0608.indd 1 9:21:19 AM http://www.hrpa.ca/membersavings http://www.HRThoughtLeader.com

Table of Contents Feed for the Digital Edition of HR Professional - December/January 2008

HR Professional - December/January 2008 Contents Editor's Letter Contributors Leadership Matters Upfront Legal Compensation Human Capital Talent Management The R-Word Speak No Evil On Message Strategy HR 101 Interview with Donna Wilson Off the Shelf The Last Word

HR Professional - December/January 2008

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