Your source for Jobs in Canada
register today!jobs and resume discussion in Canadajobs and resume links in Canadaabout canjobs.comhelp with job posting and resume searching
Sponsored Link

Oct 23, 2019
Language: members login to search jobs and resumes
Forgot your password?

Enter your email address to have it mailed to you. Search for jobs in Canada
Browse the latest jobs:
  • Alberta jobs
  • British Columbia jobs
  • Manitoba jobs
  • New Brunswick jobs
  • Newfoundland jobs
  • Northwest Territories jobs
  • Nova Scotia jobs
  • Ontario jobs
  • Prince Edward Island jobs
  • Quebec jobs
  • Saskatchewan jobs

    Find great jobs
    in Canada at:

    Re-Tooling Your Employees for Change

    -Suzanne Simpson, Ph.D., C.Psych.

    Change is a fact of life. Successful organizations must have employees who can adapt to changing market trends, new technologies, new ways of doing business, an increasingly global market and heavier demands for higher levels of skills and education. They must constantly strive to meet and exceed customer expectations, while doing more with less. Managing change and assisting employees to adapt to change is therefore a must for any organization to survive in the long term.

    If you don't know where you are going how will you know when you get there?

    A plan is needed to manage change. A plan is simply a road map designed to provide direction to where you want to go. The first step is to determine your "destination", or the vision and goals for your organization. Defining your organization's vision and goals will involve addressing questions such as: what type of business will your organization be doing; how much business will you have; how will the work be organized; what kind of service should your customers expect; what values must be in place to achieve your goals? Once these questions are answered, it is then possible to determine how the organization is going to achieve that vision.

    What Kind of Employees Will be Needed to Achieve the Vision?

    Employees are the key to making the change a success. Unless employees are equipped to participate in the change, your goals likely won't be achieved. The next step therefore is to determine the "ideal" employee group needed to achieve your vision and goals. A number of questions will have to be addressed:

  • How many and what types of employees will be needed?
  • How adaptable must they be? Will they need generalist or highly specialized skill sets?
  • Will special educational, certification or licensing requirements have to be met?
  • Will they operate independently, or as part of a team? How do my current employees measure up?

    Having defined your "ideal" employee group, the next question to ask is how your current employees measure up. To be successful, this must be done in a very systematic way. The needed skills, competencies, knowledge and educational requirements must be clearly defined, and your current group of employees evaluated against these requirements. This can be done through an employee skills inventory completed as a collaborative effort between employees and their managers.

    Getting from Here to There

    The results of the employee skills inventory can be used to create individual action plans for addressing any gaps in skills identified. Options include:

  • Do Nothing
  • The employee is judged to precisely meet the requirements defined in your "ideal" target organization.
  • Train/Develop The employee has some of the skills to meet the goals of the organization, but there are gaps to be addressed through training, development or coaching.


    The employee may have many of the skills needed to meet the organizational goals but is in the wrong job, or the employee's current job will no longer exist in a re-designed structure, yet the employee is valued and capable of contributing to the organization's success.

    Offer Support Tools

    Some employees may require additional resources or new equipment to perform to their full potential.


    The gap between current skills and future requirements may be so great that it cannot be resolved through the means identified above. Therefore it may be necessary to release employees. This, however, should be the option of last resort. Many organizations that have used large scale employee cuts and lay offs, in some cases indiscriminately, have put themselves out of business, since no talent pool was available to bring them back to profitability. This option also sends the message to employees that the organization cannot be trusted. Finally, replacing the employee with a new hire can be much more costly than anticipated. Hiring the right person the first time has been estimated to cost between $10,000 to $30,000. If a mistake is made the cost will be much greater. A lot of retraining can be done for $10,000.

    Group Trends

    Finally, the individual skills inventory results can be analyzed for group trends to determine where there is a common need. This will allow the organization to put in place cost-efficient action and training programs to address common needs among employees.

    Managing the "Fear Factor"

    Change of any sort can be stressful. It is important therefore that employees be kept up to date about the change underway, and be treated with respect and dignity. Present the change in a positive light and point out the benefits for both employees and the organization. The aim is to come out of the process a better organization, prepared to meet the challenges of the future and to achieve the organization's vision and goals.

    Suzanne Simpson, Ph.D. President

    Human Resource Systems Group Ltd.

    402-1355 Bank Street Ottawa, ON K1H 8K7
    Tel: (613) 745-6605 Fax: (613) 745-4019


  • The Network:
    Ontario Jobs
    Barrie Jobs
    Belleville Jobs
    Brampton Jobs
    Brantford Jobs
    Brockville Jobs
    Cambridge Jobs
    Chatham Jobs
    Collingwood Jobs
    Cornwall Jobs
    CTT Region Jobs
    Fort Erie Jobs
    Guelph Jobs
    Hamilton Jobs
    Horseshoe Region Jobs
    Kawartha Lakes Jobs
    Kingston Jobs
    Kitchener Jobs
    Kitchener / Waterloo Jobs
    Leamington Jobs
    London Jobs
    Markham Jobs
    Midland Jobs
    Muskoka Jobs
    Newmarket Jobs
    Norfolk Jobs
    North Bay Jobs
    Oakville Jobs
    Orillia Jobs
    Oshawa Jobs
    Ottawa Jobs
    Owen Sound Jobs
    Peterborough Jobs
    Richmond Hill Jobs
    Sarnia Jobs
    Sault Ste Marie Jobs
    St. Catharines Jobs
    Stratford Jobs
    Thunder Bay Jobs
    Timmins Jobs
    Toronto Jobs
    Whitby Jobs
    Windsor Jobs
    Woodstock Jobs
    Alberta Jobs
    Calgary Jobs
    Cold Lake Jobs
    Edmonton Jobs
    Grande Prairie Jobs
    Lethbridge Jobs
    Medicine Hat Jobs
    Red Deer Jobs
    Wood Buffalo Jobs

    British Columbia Jobs
    Abbotsford Jobs
    Burnaby Jobs
    Campbell River Jobs
    Chilliwack Jobs
    Courtenay Jobs
    Duncan Jobs
    Kamloops Jobs
    Kelowna Jobs
    Nanaimo Jobs
    Penticton Jobs
    Prince George Jobs
    Richmond Jobs
    Surrey Jobs
    Vancouver Jobs
    Vernon Jobs
    Victoria Jobs

    Saskatchewan Jobs
    Moose Jaw Jobs
    Prince Albert Jobs
    Regina Jobs
    Saskatoon Jobs

    Manitoba Jobs
    Brandon Jobs
    Winnipeg Jobs

    Quebec Jobs
    Chicoutimi Jobs
    Drummondville Jobs
    Gatineau Jobs
    Granby Jobs
    Laval Jobs
    Montreal Jobs
    Rimouski Jobs
    Saint-Hyacinthe Jobs
    Sept-Iles Jobs
    Shawinigan Jobs
    Sherbrooke Jobs
    Thetford Mines Jobs
    Trois Rivieres Jobs
    Victoriaville Jobs

    Nova Scotia Jobs
    Cape Breton Jobs
    Halifax Jobs
    New Glasgow Jobs
    Truro Jobs

    Prince Edward Island Jobs (PEI)
    Charlottetown Jobs

    New Brunswick Jobs
    Fredericton Jobs
    Moncton Jobs
    Saint John Jobs

    Newfoundland Jobs
    Cornerbrook Jobs
    St. John's Jobs

    Nunavut Jobs

    Northwest Territories Jobs

    Automotive Jobs
    Finance Jobs
    Hospitality Jobs
    Human Resources Jobs
    Trucking Jobs
    Retail Jobs
    Sales Jobs
    Tooling Jobs
    Trade & Labour Jobs

    Flash Resume by
    Engineering Jobs by Ontario Society of Professional Engineers
    Ag Careers by
    Careers In Food by

    Copyright © 1998-2009 All rights reserved.