It is essential early in your working life, and in each subsequent position you accept, to learn about the human resources policies. Whether you are aware of them or not, they are the underlying framework of your working life and time as an employee.
If you have the chance, before you start a position, learn about the terms and conditions of the job offer. How was the starting salary determined? Is it the minimum within a salary range, and non-negotiable, or is there opportunity to provide input or negotiate for a higher rate of pay or higher level or grade of pay? Are there standard benefits due to collective agreement (for unionized positions), or are aspects such as paid vacation negotiable? What are the hours of work, and are they flexible, or able to be worked in an alternative way, e.g. the equivalent of 10 days of work over 9 days with a day off every two weeks, or with some off-site or telework? Is overtime, shift work, or weekend/holiday work expected and compensated accordingly? Or, it may be expected within the corporate culture to work unpaid overtime on occasion, with time given back during less busy periods. Are you expected to travel, or to be mobile to other work locations for an extended period of time? What deductions are taken from your pay? Do you contribute or are you able to opt into a pension plan or to purchase stock options? If there is a bonus structure, how does it work? What are the additional leave options, such as for paid sick leave, parental leave top up of Employment Insurance (EI) benefits, leave without pay with job protection, etc.
It is a good idea to ask for general employment policies and documents for perusal, rather than ask a number of specific questions which may alarm a prospective employer. Reassure them that you seek to understand the work environment and expectations. An employer should not feel threatened if you are doing due diligence, and in fact, they should strive to provide this information with the job offer, to ensure that there are no surprises. With a public sector employer or a large corporation, there should be fairly standard practices, and a human resources unit. If you are taking employment in an organization that does not have an HR unit, you can seek information from your direct supervisor, and from your colleagues, either before you accept the position, or as you start.
The human resources unit is responsible for general orientation of new employees, so if you have any additional questions, you can ask. Those you work with should also orient you in the first few weeks of your job.
Find out how internal jobs are advertised, and how to apply. It is a good idea to familiarize yourself with the process before you need to. Reviewing archived job opportunity information will also aid you in understanding the position hierarchy in the organization.
Find out how training, learning, and development are coordinated, and how requests for internally provided training are approved. Some training may be mandatory for your position. Others will be available to you if you sign up for them. There may be online or self-study training modules, or informal opportunities such as ‘lunch and learn.’ If there is an internal training program or accreditation process specific to your position, make these the priority.
From observation or discreet inquiry, find out how workplace disputes are resolved, or how workplace conflict is managed. While it is hoped you will not need this, it is important to know whether you have representation through union membership, have access to an ombudsperson, or whether it will be human resources that would reflect your interests in a mediation or conflict resolution session scenario.
Learn about other employee resources, such as the availability of a local employee assistance program, or EAP. Find out about wellness perks, or whether you are entitled to any internal rates for produces and services, or as an employee of this particular organization.
As you meet and get to know your colleagues, if you find that they are working in a different way than others, you could find out if this is available to you as well, or if a special arrangement, why this might be. You will need to exercise some discretion and organizational awareness in making these sorts of inquiries, as you may be stumbling on some historically sanctioned arrangements.
Keep in mind that the role of human resources is generally to represent management and not the employees. If you are not a manager, they may not advocate for you directly in a workplace dispute, but can influence for values-based and effective leadership which benefits the organization. If you are in a management position, they will advise and guide you on the relevant personnel policies to manage your subordinates, as well as administer policies.
There may be a human resources plan, or HR may be integrated to a larger business plan. Reviewing this may give you insight on the hiring and promotion plans, training and development plans, and other aspects of personnel administration that have an impact on your working life.
Finally, human resources has access to information which they are obliged to keep confidential, but they are also the source of information which may be available to all through an intranet or other means but which they could direct you to in a timely way, if they know you have interest. They are key people through the level of their perspective on the overall organization. Since they work closely with management, they can provide a perspective on higher-level strategic initiatives or work priorities without the partiality of being directly involved. They are also people who facilitate connections. Since they are aware of the work that others do, they can suggest who you might talk to if you are interested in other areas or positions, clarify who is responsible for various functions, and at what level decisions are made.
Human resources is also an area which is naturally integrated into operations since most decisions have a personnel aspect. They may coordinate and advise on awards and recognition programs, promote diversity and ensure compliance to employment equity legislation, suggest workplace initiatives that improve work-life balance, advise local social committees, or otherwise take on work to improve employee morale and engagement with the organization.
No comments:
Post a Comment