Tools & Templates

The HR Knowledge Center is developing ready references for members, including sample policies, forms and FAQs, which will be available on the website across HR
disciplines.

This service offering also includes How- To – Guides which are step-by-step instructional guides designed to walk an HR Professional through the practical process of how
to complete a particular HR process.  These guides will help familiarize HR Professionals with the methods used to accomplish practices such as How to Develop a
Business Plan, How to write a Job Description and How to write an Employee Handbook. 

Key Features:

• Toolkits aggregate resources, articles, links, and other practical 
information related to a specific HR topic
• This section will be continuously updated by the Knowledge Center team

Benefits:

• Resource Center for HR professionals 
• Ready to use templates
• Updated and comprehensive material
• No need to reinvent the wheel on certain common HR topics
• Will enable the HR professional to shift focus from transactional to strategic areas
• Best practices validated by data 
• Timesaver for HR professionals

Tools & Templates

How to Select Employees for a Focus Group

Focus groups are intended to produce representative information. Therefore, it is important to select participants who adequately represent the employee population. Few organizations can devote the resources required to meet with all employees; even if this is possible, such “all hands” meetings are rarely conducted in a way that facilitates...

How to Develop Questions for an Employee Focus Group

Developing questions for employee focus groups seems as if it would be simple, yet even experienced question writers can run into difficulties. Ensuring the questions asked will help achieve the purpose of the study and will be conducive to discussion is no easy task. Developing a question sequence that will provide the most meaningful...

How to Conduct an Employee Focus Group

Focus groups serve a variety of purposes for the human resource professional. They can be used to gather feedback on pilot programs or to check the pulse of the workforce following a major change or reorganization. Focus groups can also be used as a vital and useful supplement to employee surveys. Whereas surveys are most effective at providing...

How to Conduct a Training Needs Assessment

A training needs assessment identifies individuals’ current level of competence, skill or knowledge in one or more areas and compares that competence level to the level required for their position or another position within the organization. The difference between the current and required competencies can help determine training needs. Rather...

Developing Human Resource Policies and Handbooks

Employee handbooks give employers an opportunity to inform workers about what employers expect and have to offer. Having a comprehensive yet readable handbook is a smart practice, but handbooks also present challenges: Without thorough preparation and careful inspection, these documents can land employers in legal trouble.

This article...

Performing Job Analysis

Job analysis is the systematic study of a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the personal qualifications necessary for performance of the job and the conditions under which the work is performed. An important concept in job analysis is that the job, not the person doing the...

Employee Termination Policy and Procedure

1.0 POLICY

It is company policy to ensure that employee terminations are handled in a professional manner with minimal disruption to ongoing work functions.

There are three types of terminations:

a. Voluntary
b. Involuntary
c. Death

2.0 VOLUNTARY TERMINATIONS

2.1...

Tools for Executives: How to Prepare for a Coaching Session

Executive Coaching is a structured process of personal development, where the executive takes time out to focus on issues that are important to him / her. A key assumption underlying the concept of executive coaching is the belief that the “coachee” (executive) is resourceful. In partnership with the coach, the executive looks for answers to...

How to structure a coaching intervention for your organization- Implementation Guide

Introduction

The implementation guide is a comprehensive, easy-to-use guide to tools, methods and techniques for assisting the HR practitioner...

How to Define Expectations and Set the Stage for an Executive Coaching Engagement

Executive Coaching is a deeply facilitative process which enables current organizational leaders and potential leaders to develop their behavioural skills and expertise in order to enhance their leadership performance. This process is facilitated by an experienced internal or external coach. Thus, the most successful executive coaching...

Focus groups are intended to produce representative information. Therefore, it is important to select participants who adequately represent the employee population. Few organizations can devote the resources required to meet with all employees; even if this is possible, such “all hands” meetings are rarely conducted in a way that facilitates the...
Developing questions for employee focus groups seems as if it would be simple, yet even experienced question writers can run into difficulties. Ensuring the questions asked will help achieve the purpose of the study and will be conducive to discussion is no easy task. Developing a question sequence that will provide the most meaningful responses...
Focus groups serve a variety of purposes for the human resource professional. They can be used to gather feedback on pilot programs or to check the pulse of the workforce following a major change or reorganization. Focus groups can also be used as a vital and useful supplement to employee surveys. Whereas surveys are most effective at providing...
A training needs assessment identifies individuals’ current level of competence, skill or knowledge in one or more areas and compares that competence level to the level required for their position or another position within the organization. The difference between the current and required competencies can help determine training needs. Rather than...
Employee handbooks give employers an opportunity to inform workers about what employers expect and have to offer. Having a comprehensive yet readable handbook is a smart practice, but handbooks also present challenges: Without thorough preparation and careful inspection, these documents can land employers in legal trouble. This article covers...
Job analysis is the systematic study of a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the personal qualifications necessary for performance of the job and the conditions under which the work is performed. An important concept in job analysis is that the job, not the person doing the...
1.0 POLICY It is company policy to ensure that employee terminations are handled in a professional manner with minimal disruption to ongoing work functions. There are three types of terminations: a. Voluntary b. Involuntary c. Death 2.0 VOLUNTARY TERMINATIONS 2.1 General Voluntary termination of employment occurs when an employee informs his or...
Executive Coaching is a structured process of personal development, where the executive takes time out to focus on issues that are important to him / her. A key assumption underlying the concept of executive coaching is the belief that the “coachee” (executive) is resourceful. In partnership with the coach, the executive looks for answers to key...
Introduction The implementation guide is a comprehensive, easy-to-use guide to tools, methods and techniques for assisting the HR practitioner with the process of planning and implementation, of a coaching intervention in his or her organization. Today, coaching is considered as one of the most effective developmental tools for high-potential as...
Executive Coaching is a deeply facilitative process which enables current organizational leaders and potential leaders to develop their behavioural skills and expertise in order to enhance their leadership performance. This process is facilitated by an experienced internal or external coach. Thus, the most successful executive coaching engagements...