People Pulse :: March 2005

Dear HR managers and business owners,

When it comes to successful hiring, it's not just about talent-it's about matching talent to the right role. Tom Hanks, for example, is a fine actor, but he'll never be James Bond, and one can only imagine how Sean Connery would have managed playing Forrest Gump. And sometimes when you promote from within, in a new role an Olivier can end up looking like William Shatner.

But Hanks and Connery have scripts thrown at them all the time. When you're on the A-list, you don't go looking for work--work comes looking for you. And with the BC economy heating up, that's how it is for the top performers in the province. For employers, this means that they can't just wait for responses to postings if they want the best people. These days, it takes a focused, pro-active effort to find top talent and match it to the job.

Think of People First Solutions, then, as the casting agent for your business: let us know what role needs to be filled, and we'll find the star performer who fits it.

Enjoy our latest issue of People Pulse.

Paul Gibbons
Partner, People First Solutions

Poll Question: What's being done to boost productivity in your workplace?

Article: Replacing a Long Term Employee

Article: The Fundamentals of Performance Management

Workshop:
Why top talent leave organizations and what you can do about it.

Success Stories:
Ross Haugland,
Cpp, Operations Manager,
Norquip Services Ltd.

Demotivations: Mediocrity

Are young employees more susceptible to depression?

According to recent research conducted by employee assistance provider WarrenShepell, more than 10 percent of workers under 20 reported some symptoms of depression in the last three years, compared to slightly more than five percent of workers between 30 and 49 years old.

- Source: Canadian HRReporter

A Business Case for Retaining Top Talent:
Why top talent leave organizations and what you can do about it.

If you missed this briefing in February, join us Tuesday, March 22, 2005

As BC's economy continues to heat up, looming labour shortages means organizations that recruit and retain successfully will have an enormous competitive edge. This briefing on February 22nd will review what's working in employee retention in BC, what isn't, and how to generate the most impact in your company with limited resources.

What you will learn in 50 minutes:

What changes are occurring in BC's talent landscape?
Is there a financial case for employee retention?
How can recruiting be vital to the retention process?
What are the main reasons employees leave organizations?
What retention strategies have the best success right now?

Presenter: Paul Gibbons, Partner, People First Solutions Inc.

Date: Tuesday, March 22, 2005

Time: Networking and lunch: 11:45am
Briefing: 12:00 - 12:50pm

Location: Suite 260, 1075 W. Georgia Street, Vancouver

Fee: $40 - includes lunch and handout

Space is limited to the first 12 participants to register for this briefing. Reserve your seat by calling 604-684-2288.

Once you vote, you will see current poll results.
Final poll results will be posted in next month's issue.


	Recruiting Replacing a Long Term Employee Many times circumstances beyond your control mandate that a key member of your staff must leave. After you have picked your jaw up off of the ground, what next? The most important thing to remember is to focus and channel your energy and effort into an orderly replacement process. Almost all hiring managers experience a degree of emotions ranging from anger, financial worries, perception concerns and fear when presented with a major staff change. By having a replacement plan of action to follow, you will find that the process and transition will be much easier.			Retaining The Fundamentals of Performance Management Although many companies claim they are getting the most from their workforces, Research by The Gallup Organization refutes this. In the companies Gallup has studied, there was an astounding range in performance and value production at the employee level. What can companies do to eliminate this, and its devastating effects on financial performance? An obvious solution is to implement a performance management system, because boosting employee performance levels should deliver substantial financial rewards. The challenge is implementing performance management that realizes those rewards.


	"People First did what we couldn't do � we were thoroughly impressed, and we're confident that we'll soon be seeing further substantial, ongoing return on our investment." Ross Haugland Cpp, Operations Manager Norquip Services Ltd.


	© Copyright 2005, Despair Inc.


	People First Solutions Inc. #220 - 1075 West Georgia St. Vancouver, BC CANADA V6E 3C9 Telephone: 604.684.2288 Facsimile: 604.684.2265 info@peoplefirstsolutions.com		People Pulse :: Subscription Information Click Here to forward this issue to a friend. Not currently a subscriber? Register now to receive future issues. We respect your privacy. © Copyright 2005, People First Solutions Inc. All logos, and names are the copyrights of the respective owners.