CPHR Alberta Magazine - Summer 2018 - 9

''

AS YOU CAN SEE HUMAN RESOURCE
PROFESSIONALS PLAY A HUGE ROLE IN THIS
WORKPLACE VISION. THEY ALSO NEED SUPPORT
AND WILL LOOK TO CEOS, COOS AND OTHER
ORGANIZATIONAL LEADERS TO BE THE SPONSOR
OF THESE INITIATIVES.
would provide feedback for employers. Employees would be engaged to
develop 'Fairness Groups' and meet
to explore other ways they can be
involved in shifting culture. Options
for managing conf lict would be
explored, such as facilitating teams,
mediation, conflict coaching, peer
mediation, training, workplace restoration and a 'Fairness Office.'
It would look like organizations including the needed human
resources and capital into their budgets to implement the Psychological
Health & Safety Standards as developed by the Canadian Mental Health
Commission. They would be focusing on making the business case
and undertaking assessments and
surveys to develop baselines. The
13 psychosocial factors would be
explored with employees to determine the impact of employees' psychological responses to work and
work conditions. A focused conversation to explore the way work is
carried out (deadlines, workload,
and work methods) and the context in which work occurs (including relationships and interactions
with managers and supervisors,
colleagues and coworkers, and clients or customers.) Training would
be implemented for managers and
employees and regular measurement of the impact and results of
implementing the standard would
be undertaken.
It would look like making
respectful workplaces a priority.
Policies and procedures would be
re-examined to ensure they meet the
requirements of new or upcoming
legislation and current workplace

expectations. Organizations would
begin with implementing the online
Respect in the Workplace program
as developed by Respect Group. This
would ensure all employees are on
a level playing field in understanding respect and enable the organization to become "Respect Certified."
Employees would then be engaged to
continue the conversation through
on-going facilitated sessions.
As you can see Human Resource
professionals play a huge role in this
workplace vision. They also need
support and will look to CEOs, COOs
and other organizational leaders to
be the sponsor of these initiatives.
Together they will work collaboratively to take on this important task.
We know this is a big vision for
2018, but we have seen organizations start down this path already.
Whether it was prompted by the shift
in society's focus on harassment and
respect issues; or the fact that they
want to create a safe, open, respectful environment for their employees
to succeed; either way, we have witnessed the positive impact already.
What will be required for your organization to take the first step to realize this vision in 2018?
Michelle Phaneuf is a Chartered mediator and trained Ombudsman who utilizes
interest based tools to bring awareness
and empathy to manage conflict situations in a non-confrontational manner.
With over 20 years of past and varied
experience as a Professional Engineer,
energy management consultant, business owner, facilitator and property
owner/manager, she has been successful
in resolving a wide range of conflicts.
CPHR Alberta Magazine | Issue 2 | 9



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

Leadership Matters
A Vision for 2018 Workplaces
Cultivating a Culture of Innovation: Innovation is People!
Do You have these Types of Fraudulent Claims on Your Benefits Plan?
How to Avoid ‘Career Misery’ in Your Workplace
Legal Corner: Rolling Out New Employment Contracts?
Legal Corner: Demystifying Constructive Dismissal
Legislation Update: Is Pay Equity Legislation Coming to Alberta?
Suppliers’ Guide
Index of Advertisers/Advertisers.com
CPHR Alberta Magazine - Summer 2018 - Intro
CPHR Alberta Magazine - Summer 2018 - cover1
CPHR Alberta Magazine - Summer 2018 - cover2
CPHR Alberta Magazine - Summer 2018 - 3
CPHR Alberta Magazine - Summer 2018 - 4
CPHR Alberta Magazine - Summer 2018 - Leadership Matters
CPHR Alberta Magazine - Summer 2018 - A Vision for 2018 Workplaces
CPHR Alberta Magazine - Summer 2018 - 7
CPHR Alberta Magazine - Summer 2018 - 8
CPHR Alberta Magazine - Summer 2018 - 9
CPHR Alberta Magazine - Summer 2018 - Cultivating a Culture of Innovation: Innovation is People!
CPHR Alberta Magazine - Summer 2018 - 11
CPHR Alberta Magazine - Summer 2018 - 12
CPHR Alberta Magazine - Summer 2018 - 13
CPHR Alberta Magazine - Summer 2018 - Do You have these Types of Fraudulent Claims on Your Benefits Plan?
CPHR Alberta Magazine - Summer 2018 - 15
CPHR Alberta Magazine - Summer 2018 - How to Avoid ‘Career Misery’ in Your Workplace
CPHR Alberta Magazine - Summer 2018 - Legal Corner: Rolling Out New Employment Contracts?
CPHR Alberta Magazine - Summer 2018 - Legal Corner: Demystifying Constructive Dismissal
CPHR Alberta Magazine - Summer 2018 - 19
CPHR Alberta Magazine - Summer 2018 - 20
CPHR Alberta Magazine - Summer 2018 - Legislation Update: Is Pay Equity Legislation Coming to Alberta?
CPHR Alberta Magazine - Summer 2018 - Suppliers’ Guide
CPHR Alberta Magazine - Summer 2018 - 23
CPHR Alberta Magazine - Summer 2018 - 24
CPHR Alberta Magazine - Summer 2018 - 25
CPHR Alberta Magazine - Summer 2018 - Index of Advertisers/Advertisers.com
CPHR Alberta Magazine - Summer 2018 - cover3
CPHR Alberta Magazine - Summer 2018 - cover4
CPHR Alberta Magazine - Summer 2018 - outsert1
CPHR Alberta Magazine - Summer 2018 - outsert2
CPHR Alberta Magazine - Summer 2018 - outsert3
CPHR Alberta Magazine - Summer 2018 - outsert4
CPHR Alberta Magazine - Summer 2018 - outsert5
CPHR Alberta Magazine - Summer 2018 - outsert6
CPHR Alberta Magazine - Summer 2018 - outsert7
CPHR Alberta Magazine - Summer 2018 - outsert8
CPHR Alberta Magazine - Summer 2018 - outsert9
CPHR Alberta Magazine - Summer 2018 - outsert10
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