Frequently Asked Questions

Whether you’re seeking guidance on talent acquisition, organizational development, or employee relations, we have you covered. Explore the answers to frequently asked questions below to gain a better understanding of how TSERGAS Human Capital can help optimize your HR strategies and drive success for your organization.

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General HR Questions

Why HR is Important

Human Resources (HR) is a critical component of any organization, primarily responsible for talent acquisition, compliance, training and employee development, succession planning and ensuring a positive and engaged workforce. We develop and implement recruitment strategies to attract top talent and ensure these individuals have the necessary skills for the organization’s success. Additionally, HR helps employees refine and broaden their skills through various training and development programs, leading to enhanced productivity and employee engagement.

We also place great emphasis on maintaining a positive work environment and ensuring regulatory compliance. We manage employee engagement initiatives, performance appraisals, and rewards systems to foster a healthy work culture, which is key to retaining valuable employees. At the same time, we help our clients adhere to various labor and employment laws, preventing potential legal issues and ensuring a compliant workplace.

Finally, our role extends beyond day-to-day operations into strategic planning and compensation management. We often contribute to designing company policies and creating strategies, using our deep understanding of the workforce to guide leadership decisions. We also design and manage competitive and fair compensation and benefits packages, crucial for attracting and retaining talent. In essence, we serve as an extended HR department for our clients’ organizations, playing a pivotal role in creating a productive work culture and driving their overall success. This is particularly important as most in-house HR departments and teams often do not have the bandwidth to do everything, everywhere, all at once!

Why HR Policies are Important

HR policies serve as the foundation for managing human capital. They lay out the standards, rules, and procedures that influence employee behavior and outline the organization’s obligations towards its employees. With clear policies crafted by TSERGAS Human Capital, organizations can ensure consistency in how employees are treated, fostering a fair and harmonious work environment. These policies cover vital areas, such as workplace harassment and violence prevention, vacations and other leaves of absences, non-discrimination and respect in the workplace, financial, and workplace safety.

TSERGAS Human Capital understands that HR policies play an important strategic role beyond guiding day-to-day operations. By assisting organizations in developing policies that align the management of human resources with the company’s overall business plan and objectives, we drive employee motivation and productivity. Our well-crafted policies clearly outline career progression paths, performance expectations, and rewards systems; helping to ensure that the HR policies of your organization comply with provincial and federal labor laws, reducing the risk of potential legal issues and protecting both employees and the company.

Does a Small Business Need HR

Even for a small business, the importance of HR functions cannot be understated. At TSERGAS Human Capital, we believe that every organization, regardless of size, can benefit from effective HR practices. While small businesses may operate with fewer employees, they still must navigate the same critical areas of HR as larger companies, including recruitment, training, compliance with labor laws, and maintaining a positive work environment.

In our work with small businesses, we assist in attracting and hiring the right talent, a crucial aspect that can significantly impact an organization’s success. We also provide necessary training and skill development initiatives, helping businesses to maximize their workforce’s potential. Additionally, we make sure that small businesses adhere to all relevant labor laws, protecting them from potential legal complications.

Understanding the unique dynamics of small businesses, we focus on fostering a positive work culture where every team member feels valued, leading to increased job satisfaction and productivity. Moreover, we help small businesses align their HR strategies with broader business goals, turning human resources into a driving force for growth and success. So, while a small business may not need a large in-house HR department, they absolutely benefit from expert HR advice and HR Best Practices. At TSERGAS Human Capital, our aim is to ensure that small businesses effectively meet their HR needs while fostering a healthy, productive, and compliant work environment.

HR Requirements for Small Businesses

In Canada, small businesses have several HR requirements that are regulated by both federal and provincial laws. These requirements often cover areas such as employment standards, health and safety regulations, and human rights. Employment standards outline rules on minimum wage, working hours, overtime pay, public holidays, and vacation time. For instance, in Ontario, the Employment Standards Act, 2000 provides a minimum framework of rights and responsibilities in the workplace.

Health and safety are of paramount importance, and every province has specific legislation to ensure that businesses provide a safe working environment. In Alberta, the Occupational Health and Safety Act outlines the rights and responsibilities of employers and workers. Businesses must have a safety program in place, conduct regular inspections, and provide safety training to employees.

Discrimination and harassment policies are another critical area of HR requirements for small businesses. The Canadian Human Rights Act and provincial human rights codes prohibit discrimination based on several grounds including race, national or ethnic origin, color, religion, age, sex, and sexual orientation, among others. Businesses need to have policies in place to prevent and address any form of harassment or discrimination.

In addition to these, depending on the industry and specific business, there may be other HR requirements relating to areas such as privacy, accessibility, and employee benefits. Navigating these requirements can be complex, especially for small businesses without a dedicated HR department, which is why many seek professional guidance to ensure they are compliant.

How HR Can Support Business Growth

At TSERGAS Human Capital, we firmly believe in the vital role HR plays in driving business growth. One of our primary methods of fostering growth is through effective talent acquisition and management. We help businesses identify, recruit, and retain top-tier talent, ensuring they have the top human capital required for expansion and success. Furthermore, we curate training and development programs to enhance the skills and capabilities of employees, which boosts both productivity and innovation within the client’s organization.

Strategic planning is another critical area where we contribute to our clients’ growth. Leveraging our deep understanding of employee performance and industry trends, we provide insights that inform key business decisions. By helping businesses identify future skill requirements and roles, we enable them to adapt and grow amid changing market conditions. Additionally, we work to shape a positive company culture that promotes employee engagement and satisfaction. By nurturing an inclusive and motivating work environment, we help increase employee retention and productivity, which significantly contributes to business growth.

Finally, we safeguard business growth by ensuring compliance with labor laws and regulations. We design and implement policies relating to fair employment practices, workplace safety, and employee benefits, thereby maintaining a safe and compliant work environment. Our proactive approach to risk management enables businesses to focus on their growth objectives. Thus, at TSERGAS Human Capital, we are not just supporting growth, but actively driving it.

How Can HR Support Diversity, Equity and Inclusion

At TSERGAS Human Capital, we are deeply committed to fostering Diversity, Equity, and Inclusion (DEI) in the workplace. We believe that HR plays a pivotal role in this process, starting with recruitment and hiring practices. We guide businesses to widen their talent search, attracting a diverse range of candidates that represent different cultures, backgrounds, experiences, and perspectives. By removing biases from the hiring process and championing equal opportunity, we help companies construct a workforce that mirrors the diversity of the world we live in.

Another crucial aspect of supporting DEI is cultivating an inclusive workplace culture that equally values every individual. It’s about more than just hiring a diverse workforce; it requires nurturing an environment where everyone feels valued, heard, and treated fairly. At TSERGAS Human Capital, we assist businesses in developing and implementing inclusive policies and practices, like offering flexible working arrangements, providing unconscious bias training, and promoting open dialogue about diversity and equity. We also advocate for representation of diverse groups at all levels, including leadership positions, as this fosters a culture of true inclusion and belonging.

Furthermore, we recognize the importance of holding businesses accountable for their DEI initiatives. To this end, we help them establish clear goals and metrics to measure their progress in their DEI initiatives. This encompasses monitoring workforce diversity data and gathering feedback from employees about their experiences in the workplace. Through our comprehensive approach, we at TSERGAS Human Capital strive to drive meaningful change and ensure that Diversity, Equity, and Inclusion are not just buzzwords, but are deeply ingrained in the fabric of the organizations we work with.

How Can HR Support Mental Health

As strong supporters of mental health in the workplace, we recognize the pivotal role HR can play in promoting and maintaining employee wellbeing. One way we support employee wellbeing is by assisting businesses in creating comprehensive mental health policies. These policies promote awareness and understanding of mental health issues and provide guidance on seeking help. We encourage open discussions about mental health to reduce stigma and ensure that employees feel comfortable seeking support when needed.

Our support extends to facilitating resources and services that promote mental health, such as Employee Assistance Programs (EAPs), which can provide confidential counseling and support for employees experiencing personal or work-related challenges. We also advise on the creation of a supportive work environment that emphasizes work-life balance and offers flexible work arrangements where possible, as these can significantly reduce stress and improve overall mental well-being.

Furthermore, at TSERGAS Human Capital, we advocate for regular mental health training for managers and employees. Training can equip individuals with the knowledge to recognize signs of mental health issues, promote empathy, and guide effective responses. We firmly believe that HR’s active support for mental health can create a more productive, inclusive, and healthy work environment. By focusing on mental health, we’re not just improving the workplace, we’re also contributing to the broader societal shift towards recognizing and prioritizing mental health.

What Does an HR Consultant Do

As HR consultants, we partner with businesses to help optimize their human resources strategies and practices. We work with clients to understand their unique needs and challenges and offer customized solutions to address them. Our services cover a broad range of HR functions, including recruitment and talent management, training and development, policy design and implementation, workplace investigations, HR audits and organizational reviews and regulatory compliance. Our goal is to help businesses attract, develop, and retain the right talent to drive their success.

As part of our consultancy role, we also focus on strategic planning and organizational development. We use our industry knowledge and expertise to provide insights that inform business decisions and planning. We guide businesses in structuring their workforce and shaping their company culture to align with their overall business plans and goals. Furthermore, we assist in managing change, ensuring businesses adapt successfully to new strategies or market conditions. From improving employee engagement and productivity to ensuring a diverse, equitable, and inclusive work environment, at TSERGAS Human Capital, our work as HR consultants aims to enhance both the employee experience and the company’s performance.

Why Hire an HR Consultant

Choosing to hire an HR consultant like TSERGAS Human Capital can provide businesses with a wealth of benefits. With our expertise in human resources, we bring a fresh, external perspective to your HR challenges and offer customized solutions tailored to your organization’s specific needs. Whether you’re a small business without a dedicated HR department, or a larger organization looking to enhance your existing HR strategies, we can fill gaps, offer advice, and help optimize your HR functions.

Moreover, at TSERGAS Human Capital, we don’t just focus on transactional HR tasks; we’re strategic partners who can help drive your business’s success. Our team of experienced consultants uses their deep industry knowledge to inform strategic planning, manage change effectively and foster a positive company culture. We work alongside your business, helping to align your workforce strategy with your overall business goals.

Our focus on diversity, equity, inclusion, and mental health in the workplace also ensures that we help create a nurturing, engaging environment for your employees. By engaging with TSERGAS Human Capital, you’re not just hiring an HR consultant; you’re investing in a strategic business partner committed to enhancing your organization’s human capital and driving your business forward.

HR Audits Questions

What Is a Human Resources Audit and Why Is It Important

A Human Resources (HR) audit is a comprehensive and personalized evaluation of a company’s procedures, policies, and practices. The objective of an HR audit is to identify areas of non-compliance, inefficiencies, legal risks and areas for improvement. Our team of seasoned HR consultants coordinates closely with your organization to gather, analyze, and synthesize data, converting them into objective, reportable findings. Our findings come with actionable recommendations, allowing your organization to address and resolve critical issues before they escalate. The advantage of our team being external and neutral is that we can bring an unbiased perspective to unearth issues that internal employees, who may be more complacent or biased, might overlook. Plus, we save your organization the time, costs, and complexities associated with conducting an internal audit independently. You can learn more about our HR audit services here.

Our HR audits and organizational reviews are tailored to be comprehensive or specifically focused, depending on your company’s desired time, budget, and goals. We evaluate current organizational practices, strategies, structure, employee skills, and systems to pinpoint areas for enhancement. The structure of our typical HR audit includes an introduction, explaining the audit’s purpose, methodology outlining how we conducted the audit, and a findings section that identifies gaps and key issues. We conclude with a summary of recommendations offering clear, prioritized, and actionable next steps for immediate and long-term improvement.

An HR audit with TSERGAS Human Capital provides valuable information to improve your organization. It helps proactively minimize risk by identifying areas of legal and regulatory non-compliance, thereby avoiding costly fines, legal claims, and complications. We assist in fostering a culture of continuous improvement by identifying weaknesses in processes and procedures and offering recommendations. Our audits provide a fresh perspective on adding value, identifying administrative efficiency, resource optimization, and reasons for low productivity. We gather benchmarking data to evaluate your organization’s growth and help uncover your company’s blind spots to stimulate improvement. Ultimately, our goal is to help your organization stay efficient, competitive, and improve your bottom line. Whether you are a not-for-profit organization, a technology solutions company, a real estate brokerage, or a manufacturing company, our HR audit can transform your organization, bringing lasting improvements to your HR operations.

When Should an Organizational Chart Be Updated

When should an organizational chart be updated and how often? Organizational charts should be regularly updated to reflect the current structure and reporting relationships within an organization. At TSERGAS Human Capital, we understand the importance of keeping your organizational chart accurate and up to date. We recommend reviewing and updating it at least once a year or whenever significant changes occur, such as job role modifications, departmental restructuring, or additions/removals of positions. By ensuring your organizational chart is current, you promote effective communication, clarity, and decision-making among employees.

Our HR audits and organizational reviews are tailored to be comprehensive or specifically focused, depending on your company’s desired time, budget, and goals. We analyze your organization’s practices, strategies, structure, employee skills, and systems to pinpoint areas for improvement. Our audits provide valuable insights to minimize risk, foster a culture of continuous improvement, identify weaknesses in processes, and optimize resources. With actionable recommendations, we help you enhance administrative efficiency, address legal compliance, and uncover blind spots for growth. Whether you are a not-for-profit, technology solutions company, real estate brokerage, or manufacturing company, our HR audit can transform your operations and improve your organization’s efficiency, competitiveness, and bottom line.

Change Management Questions

What Is Change Management

Change management is the systematic application of resources, tools, and knowledge to manage the people side of change and achieve the required outcomes of a project or initiative. Change is inevitable, and developing a structured approach to managing it is critical to ensuring a successful transition with minimal disruption. TSERGAS Human Capital understands this concept and places a strong emphasis on people, recognizing their vital influence on the success and longevity of organizational change.

Our approach to change management involves developing a thorough business strategy as the first step, guiding your company through the various phases of change using a clear, structured methodology. This includes managing the people side of change, developing strategies to overcome employee resistance, ensuring employee engagement and participation, and implementing effective communication strategies. We also provide services such as change readiness assessments, stakeholder and management coaching, organizational and staffing structure design, training, communication strategies and messaging, team effectiveness, employee feedback solutions, and developing and measuring KPIs and results.

Why Change Management Is Important

Change management is a crucial part of any organization’s growth strategy. It’s the practice of ensuring we prepare, equip, and support our people to effectively adopt change to drive organizational success. At TSERGAS Human Capital, we firmly believe in the importance of change management as a pivotal aspect of any successful business transition.

One of the key reasons change management is critical lies in its ability to reduce and manage resistance to change. People naturally resist change, especially when it’s introduced without clear communication or understanding of its rationale. By leveraging effective change management strategies, we can preemptively address these resistances, ensuring a smoother transition and higher acceptance rates across the organization. Change management allows us to maintain, and often even increase, efficiency and morale during times of change, thereby averting dips in productivity and potential discontent among employees.

With rapid advancements in technology and constant shifts in industry trends, organizations need to be agile and ready to adapt. Effective change management practices ensure that you can pivot swiftly and efficiently when needed, keeping your company at the forefront of industry developments.

Recruitment Questions

Why Recruiting Is Important in HRM

Recruiting is a crucial function of Human Resources Management (HRM) as it essentially sets the foundation for a company’s success. At TSERGAS Human Capital, we understand that recruiting isn’t merely about filling open positions with warm bodies—it’s about understanding our clients’ unique needs, goals, and cultures, and finding a candidate that works well for our client. We firmly believe that the right recruiting approach can significantly impact business performance, growth, and the overall culture of the company.

Recruiting is an art that involves attracting, identifying, and selecting candidates who not only have the required skills and qualifications but also fit seamlessly into the company’s culture. It’s about creating and communicating a culture that appeals to the kind of individuals you want on your team. With our collective experience of over 40 years in targeted recruitment and human resources management, we go above and beyond to ensure rewarding connections between employers and job seekers. Our personalized approach helps us find candidates who will excel in their roles and contribute to the positive organizational behavior we promote at TSERGAS Human Capital.

In addition, we offer a broad range of recruitment services that include full-cycle recruitment, senior level recruitment, recruitment for start-ups, and additional recruitment services. Whether it’s preparing job descriptions, conducting onboarding, developing retention strategies, or carrying out terminations and exit interviews, we tailor our full-cycle recruitment offerings to suit your business needs. Find out more about our approach to recruitment and how we can support your business. In essence, at TSERGAS Human Capital, we value quality over quantity and focus on building lasting relationships that go beyond the conventional recruitment process. This makes us the preferred choice for businesses looking for comprehensive and effective recruitment services.

Recruiting vs. Talent Acquisition

At TSERGAS Human Capital, we understand the distinct differences between recruiting and talent acquisition, and the importance of applying the right approach based on our clients’ needs. Recruiting generally refers to the process of identifying, attracting, and hiring candidates for specific open positions. It’s often reactive, triggered by a vacancy, and it typically has a short-term focus. On the other hand, talent acquisition is a strategic, continuous process of attracting, sourcing, recruiting, and hiring skilled individuals for clearly defined roles within an organization. It considers the long-term human resources needs and business goals of an organization.

While recruiting is a component of talent acquisition, it doesn’t have the same strategic breadth. Talent acquisition takes a broader view, focusing on finding the right candidate for positions that may be critical to the company’s growth and success, and creating a pipeline of talent for future needs. In this way, talent acquisition is not just reactive but proactive. At TSERGAS Human Capital, we incorporate both these approaches in our recruitment services, depending on the specific needs and long-term goals of our clients. We are not agencies or head-hunters. We don’t just fill vacancies; we strive to find the perfect match between client and candidate and aim to foster genuine relationships that can aid in continuous talent acquisition. Learn more about our approach here. So, whether you’re looking for immediate hiring solutions or seeking a strategic partnership for future talent needs, TSERGAS Human Capital is ready to assist with our comprehensive and personalized recruitment services.

Workplace Investigation Questions

What Are the Benefits of a Third-Party HR Investigator in Workplace Investigations

Third-party involvement in workplace investigations presents several key advantages, particularly when it comes to ensuring impartiality, preserving confidentiality, and bolstering employee confidence. TSERGAS Human Capital, with its team of seasoned, expert HR professional investigators, understands the criticality of unbiased, thorough investigations. Engaging a third-party investigator like TSERGAS Human Capital not only elevates employees’ faith in the fairness of the process, but also saves the organization valuable time and money by ensuring a swift and impartial investigation.

When accusations are leveled against internal HR representatives or high-ranking managers or leaders, a third-party investigator can deftly navigate the situation, reducing conflicts of interest. This impartiality also minimizes any negative reactions that could arise from the investigation’s outcome, fostering a more harmonious work environment post-investigation. An external investigator is also beneficial when managing potential issues or threats revealed during the investigation process. With their reliance on unbiased facts and a commitment to confidentiality, third-party investigators can ensure a just and unbiased process.

By retaining a third-party investigator like TSERGAS Human Capital, businesses can demonstrate their dedication to addressing allegations seriously, thereby boosting company credibility and employee morale. Moreover, third-party investigators possess a thorough understanding of legal complexities and the concept of procedural fairness, significantly reducing the company’s risk. Ultimately, the benefits of a third-party investigator in workplace investigations extend beyond the investigation itself, contributing to a safer, more respectful, and inclusive work environment.

When accusations are leveled against internal HR representatives or high-ranking staff, a third-party investigator can deftly navigate the situation, reducing conflicts of interest. This impartiality also minimizes any negative reactions that could arise from the investigation’s outcome, fostering a more harmonious work environment post-investigation. An external investigator is also beneficial when managing potential issues or threats revealed during the investigation process. With their reliance on unbiased facts and a commitment to confidentiality, third-party investigators can ensure a just and unbiased process.

By retaining a third-party investigator like TSERGAS Human Capital, businesses can demonstrate their dedication to addressing allegations seriously, thereby boosting company credibility and employee morale. Moreover, third-party investigators possess a thorough understanding of legal complexities and the concept of procedural fairness, significantly reducing the company’s risk. Ultimately, the benefits of a third-party in workplace investigations extend beyond the investigation itself, contributing to a safer, more respectful, and inclusive work environment.

Are Workplace Investigations Confidential

Confidentiality in workplace investigations is of paramount importance, both for the protection of the individuals involved and for the integrity of the investigative process. At TSERGAS Human Capital, we uphold this principle throughout our investigative processes. Our investigations are structured to preserve confidentiality by minimizing the number of employees privy to the investigation’s details. Not only does this help to protect the identities and reputations of those involved, but it also ensures an environment conducive to a fair and unbiased investigation.

A confidential approach to workplace investigations also enhances employees’ confidence in the process. They can trust that their experiences will be handled with the utmost respect and discretion, and this openness often leads to a more comprehensive and accurate understanding of the situation at hand. With TSERGAS Human Capital, businesses can be assured that their workplace investigations will be carried out with a strong emphasis on confidentiality, impartiality, and professionalism, ensuring that all parties feel supported and fairly represented.

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