CPHR Alberta Magazine - Spring 2018 - 23

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It also requires implementing different policies to support new working structures, which is particularly
beneficial for an increasingly global
workforce. For example, setting up
regular touchpoints between managers and employees or integrating
technology for meetings (using video
chat, for example). At Ceridian, we
support an environment of ongoing feedback, so that employees and
managers communicate regularly
instead of simply during an annual
performance review.

Demonstrate a Commitment
to Work-Life Blending
What are employees passionate
about, and what is important in
their lives? Whether it's attending
their kids' school concerts, travelling to exotic destinations or getting
involved in community events, it's
important for managers to understand who their employees are to
support them.
Another way to support blending
is to create communities at work
that encourage employees in their
personal achievements and boost
engagement. Ceridian does this in
several ways. One example is our

Helping Hands Volunteer Portal,
which helps employees find and
share volunteer opportunities within
their communities, as well as track
their volunteer time.
Another is Fun@Work, a program
which is about exactly that - having
fun at work. Each of our offices has
Fun@Work teams that coordinate
events and team-building activities, from games and paint nights
to Tough Mudder to social outings.
It's so important to create a culture in which people feel a sense of
community and belonging; with the
amount of time we spend working,
our colleagues become our families, too.
Changing workforce demographics have incited a critical shift in
employee workplace expectations -
and employers need to be prepared
and respond accordingly with an
enhanced employee experience.
People want to work for companies
that align with their values and
support them in both their personal and professional pursuits. As
noted in Harvard Business Review
about Millennials, a generation
often offered up as an example of
shifting employee expectations,

"Millennials are consumers of the
workplace. They shop around for
the jobs that best align with their
needs and life goals." That enhanced
experience fundamentally leads
to greater employee loyalty and
engagement.
Deb LaMere is the Vice President of
Employee Experience at Ceridian. With
17 years' experience in human resources,
Deb is responsible for employee engagement, talent management and performance management for Ceridian. She
holds a BA in Human Resources from
the University of St. Thomas and an MBA
from the Carlson School of Management
at the University of Minnesota.
Ceridian is a global human capital management software company. Dayforce,
our flagship cloud HCM platform, provides human resources, payroll, benefits,
workforce management, and talent management functionality. Our platform is
used to optimize management of the
entire employee lifecycle, including
attracting, engaging, paying, deploying, and developing people. Ceridian
has solutions for organizations of all
sizes. Visit Ceridian.com or follow us
@Ceridian.
CPHR Alberta Magazine | Issue 1 | 23


http://www.ISTOCK.COM/BEEBRIGHT http://www.Ceridian.com

Table of Contents for the Digital Edition of CPHR Alberta Magazine - Spring 2018

Leadership Matters
Changing Demographics – Is Your Succession Plan Still Relevant?
HR’s Moving Target: Why Our Approach to Change Needs to Change
How to Build Your Dream Team
Alberta Hiring Confidence Index
Retain Top Talent as the Economy Recovers
Three Strategies to Support Work-Life Blending
Do Your Employees Know Your Company Goals and Values? It’s More Important Than You Think
Index of Advertisers/Advertisers.com
CPHR Alberta Magazine - Spring 2018 - Intro
CPHR Alberta Magazine - Spring 2018 - cover1
CPHR Alberta Magazine - Spring 2018 - cover2
CPHR Alberta Magazine - Spring 2018 - 3
CPHR Alberta Magazine - Spring 2018 - 4
CPHR Alberta Magazine - Spring 2018 - 5
CPHR Alberta Magazine - Spring 2018 - Leadership Matters
CPHR Alberta Magazine - Spring 2018 - 7
CPHR Alberta Magazine - Spring 2018 - Changing Demographics – Is Your Succession Plan Still Relevant?
CPHR Alberta Magazine - Spring 2018 - 9
CPHR Alberta Magazine - Spring 2018 - 10
CPHR Alberta Magazine - Spring 2018 - 11
CPHR Alberta Magazine - Spring 2018 - HR’s Moving Target: Why Our Approach to Change Needs to Change
CPHR Alberta Magazine - Spring 2018 - 13
CPHR Alberta Magazine - Spring 2018 - 14
CPHR Alberta Magazine - Spring 2018 - 15
CPHR Alberta Magazine - Spring 2018 - How to Build Your Dream Team
CPHR Alberta Magazine - Spring 2018 - 17
CPHR Alberta Magazine - Spring 2018 - 18
CPHR Alberta Magazine - Spring 2018 - Alberta Hiring Confidence Index
CPHR Alberta Magazine - Spring 2018 - Retain Top Talent as the Economy Recovers
CPHR Alberta Magazine - Spring 2018 - 21
CPHR Alberta Magazine - Spring 2018 - Three Strategies to Support Work-Life Blending
CPHR Alberta Magazine - Spring 2018 - 23
CPHR Alberta Magazine - Spring 2018 - Do Your Employees Know Your Company Goals and Values? It’s More Important Than You Think
CPHR Alberta Magazine - Spring 2018 - 25
CPHR Alberta Magazine - Spring 2018 - Index of Advertisers/Advertisers.com
CPHR Alberta Magazine - Spring 2018 - cover3
CPHR Alberta Magazine - Spring 2018 - cover4
CPHR Alberta Magazine - Spring 2018 - outsert1
CPHR Alberta Magazine - Spring 2018 - outsert2
CPHR Alberta Magazine - Spring 2018 - outsert3
CPHR Alberta Magazine - Spring 2018 - outsert4
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