vExpanding your business operations into Canada is a big move. Whether it’s your very first expansion or one of several you’ve completed, the Canadian market will present you with unique challenges. This is especially true when it comes to your human resources management.
While you may think HR in Canada will be relatively straightforward and simple, there is more nuance to it. HR in Canada won’t be exactly like it is in the United States or the United Kingdom or wherever else you may happen to operate.
Careful management of your human resources as you expand into Canada will help you achieve success. Try one or more of these strategies to help you make the transition easier.
1. Adopt the Right Technology
One of the biggest challenges you may face in your HR management is technology. While technology can be a huge boon for businesses, it can also be the bane of the HR department’s existence.
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Learn the Law (and Monitor Compliance)
Another challenge facing your human resources management when expanding into Canada is the legal framework. Each province in Canada has its own employment and human rights laws, for example. You and your HR staff should make an effort to become familiar with these laws.
While it’s not possible for you to become an expert in Ontario or BC human rights legislation overnight, some familiarity can help you make better choices when it comes to human resources management. It can also make it easier to monitor compliance within the business. You may be aware you need to keep an eye on a particular law or you may become aware of the fact you can’t collect particular kinds of employee data from your Canadian employees.
Monitoring compliance is important for success when expanding your business into Canada. If you don’t monitor compliance, you run the risk of making mistakes. You could end up being penalized, audited, or even charged. Keep an eye on compliance and make adjustments to your policies as necessary.
3. Partner with a Canadian
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
Opportunities: at the 1980s, Canadian government changed the law to allowed foreign companies access in the Canadian market. (Narayanan, 2007). On the other hand, the regulation of the financial market was weakening as well, which means companies could have a mixed operation instead of separate operation between banking, trust, shares and insurance. Secondly,
In conclusion, because immigrants are choosing new life place and style change moving to Canada it is their responsibility to adopt Canadian culture, workplace rules and use all of that in their life. Canada is great country with many possibilities and perspectives for everyone in one condition: immigrants have to adjust and accept rules which Canadians respect and which make Canada such a peaceful, people friendly place. All changes can be just good and after few years all newcomers can ask themselves how they could live before they made such a big decision about immigration.
The current issue of inadequacy of social inclusion of recent elderly immigrants in Canadian is directly related to the lack of a long-term, multi-dimensional and pan-Canadian
distributions, will prevent groups from having a voice, these groups want to influence public policy to achieve a better social justice for Canada these are the type of individuals that fight against the rising social inequalities that restructuring is developing. Feminist have argued that the power has not only shifted back towards capital, but also has resulted in a particular loss for women, who had made great advances in equality through the welfare state. The replacement of the welfare state with a neoliberal alternative removes or manages social programs/assistance and sets concepts as to who would be the deserving or undeserving of such services. Canada’s social welfare system is being redesigned and becoming more restrictive.
We all have prejudice about members of social groups that we do not belong to, it is impossible to avoid and it is engraved into us through socialization (Sensoy & DiAngelo, 2017, p. 51). I decided to choose this topic since I often see people’s prejudice turn into discrimination, and more specifically in Canada, there is a great deal of discrimination which takes place against First Nations. This specific topic peaked my interest recently since I am taking a First Nations course, and it has allowed me to realize the extent to which the First Peoples of Canada are discriminated against through government policies, everyday occurrences and terminology on the territory that belongs to them. In my everyday life, I have started to notice more
For example, employment law may legislate the kinds of questions an employer can and can’t ask during an interview. Generally speaking, discrimination during the hiring process is illegal in Canada. If a job candidate feels they weren’t considered for a job due to discrimination or bias, they can bring a suit against your company. Employment law also governs how you treat your employees during the time they work for you. It may dictate things such as paid and unpaid breaks, shift lengths, duration between shifts, vacation time, overtime, and more.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
...ganizations and different sectors will develop in varied ways, each requiring an approach to international human resource management that best reflects their industry or organization practice. The future of international human resource management does; however, appear to be developing around a number of common themes and determinants, each of which may be applied to different organizations in away which suits them best. These common themes include:
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Because of this cultural difference between Canada and Singapore, Confederation College should really be careful with the HR style in Singapore. The Confederation College should follow and maintain Singaporean culture to modify the HR style. Confederation College can also train the
In today's global business environment, managing diversity in human resources has become a very important and crucial issue. Human resources management has a lot to deal with managing workers/employees from different countries and nationalities. Managing multinational human resources becomes an issue not only in the multinational corporations, having their offices or plants in different countries, but also in the domestic companies, with domestic workforce becoming more and more diverse each day. Creating an HR that has the ability to recruit and select the right people and the ability to effectively socialize and train employees will allow multinational companies to excel in all business aspects.
As we know, the term ‘human resource management’ underlines a belief that people really make the difference, only people among other resources have the capacity to generate value. However, the human resource management is considered as the ‘Cinderella’ in the organization as its importance has not been discovered by the senior managers, in addition, it has to share responsibilities with line managers, sometimes it takes more work than it is expected. Actions should be taken to help the Cinderella find her glass shoes.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
The work of HR specialist is not only affected by the internal factors, there are also external environmental factors that influence how HR specialist operates. In this section, I am going to discuss factors that influence the Practice of HR in organizations, from outside the scope of the organization. The factors include Political, Legislation and Regulations, Actions of Competitors and Economy of the country