People Pulse :: April 2005

Dear HR managers and business owners,

According to T.S. Eliot, April is the cruelest month, but for businesses in British Columbia it definitely doesn't have to be that way. As the new season begins, this is an excellent time to spring forward, to move ahead of the curve of the improving economy, to take stock of your future staffing needs, and to make sure you'll have in place the top performers you'll need to benefit from the boom.

And if you're ready to take on new people, it's important to find the right ones. We've talked a lot here about the cost of employee turnover, and now it's time to do the math. In this month's People Pulse we've provided a tool to help you calculate that cost for yourself. Take a look at our "Estimating the Cost of Replacing Employees" worksheet, which breaks down turnover expenses in detail, including numerous direct costs, hidden costs, and the loss of working time and salaries that could be directed elsewhere. You might be surprised by how quickly it all adds up, and how high.

Bob Murray
Partner, People First Solutions

Poll Question: What gets rewarded most in your workplace?

Article: Are You Paying Your Sales Person Too Much?

Article: Estimating the Cost of Replacing Employees

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

Success Stories:
Harman Kular, General Manager,
Unifiller Systems Inc.

Demotivations: Underachievement

What is the Average Canadian Worth?

If all of Canada's non-financial assets (land, machinery, buildings, etc.) were sold, its debts paid, and all wealth shared equally, we'd each be worth $132,500. This does not include the country's wealth of timber, energy, and mineral resources, which increased in value last year to $830 Billion - an extra $25,938 per Canadian.

- Source: Statistics Canada

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, April 19, 2005

As BC's economy continues to heat up, looming labour shortages mean 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, April 19, 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 Are You Paying Your Sales Person Too Much? Ask yourself this: "What would you expect a new sales person to accomplish in the first 90 days of employment?" Let's face it, when you are interviewing a potential candidate that looks like a perfect fit for your job opening, there may be some rose-colored glasses in place - on both your parts. You might really believe this person can earn over six figures within the first year - after all, they did it before, right? And that is probably what they are thinking too.			Retaining Estimating the Cost of Replacing Employees A worksheet can often be an excellent way to calculate what turnover costs are for a given position in an organization. It should include direct costs, such as the cost of background checks, as well as indirect costs, such as lost productivity. Knowing this calculation can serve as a benchmark for your retention strategies. This worksheet can be used to show the "green money" or actual costs of turnover, and the "blue money" or softer costs of turnover.

"Our recent experience working with People First Solutions has been a great success. By following a trust-based, customer-focused philosophy, Unifiller Systems has become the world leader in bakery depositing and cake building technology, and it has been a pleasure working with a company that takes the same approach to meeting the needs of their client."

Harman Kular
General Manager
Unifiller Systems Inc.


	© 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.