Leading, Supporting, and Serving the Non-Profit Housing Sector

Best Practices

Best Practices for Human Resources Management

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1.	To clarify expectations, minimize uncertainty and indecision, and promote productivity, document and communicate fair and consistent personnel policies including a Code of Conduct agreement. Related Links >>
2.	To minimize the costs of a poor hire (e.g. performance problems, absenteeism, employee turnover), implement an open and fair hiring process that uses a range of techniques to attract, assess, and selectively recruit the best qualified candidate for the position, including: Skills testing In-person interviews Suitability tests (e.g. psychometrics) Reference checks Criminal record checks as appropriate. Related Links >>
3.	To promote productivity, clearly articulate expectations to employees through signed and documented contracts (includes Letter of Offer) and position descriptions that outline Terms Conditions Major duties Reporting relationships Job functions Responsibilities. Related Links >>
4.	To quickly familiarize new recruits, bring them up to speed to make them more productive, and engender loyalty, offer a complete and effective orientation program to new employees and volunteers that equips them with essential information about The organization Its people Programs Where things are and how they work. Related Links >>
5.	To attract quality hires, minimize costly turnover, reward and retain solid performers, ensure you have an employee compensation and benefits plan that is Fair Reflects the level of contribution of the job Is competitive within the industry. To safeguard charitable status and avoid government penalties, administer payroll and benefits in accordance with statutory requirements. Related Links >>
6.	To promote productivity, motivate employees, and minimize risk of losing star employees and volunteers, regularly recognize and reward good performance in both tangible and intangible ways. Related Links >>
7.	To promote productivity, minimize substandard contribution, and motivate staff and volunteers, set clear goals and provide performance feedback informally on an ongoing basis and formally once per year. Related Links >>
8.	So your society can Ensure a skilled and knowledgeable workforce Promote high morale and increased productivity Ensure people stay informed and current about industry standards and emerging tools and techniques: regularly review and provide for the training and development needs of employees and volunteers. Related Links >>
9.	To minimize liability for workplace accidents and avoid loss of productivity and costly absenteeism, develop and maintain a workplace health and safety program in accordance with statutory requirements. Related Links >>
10.	To reduce costly absenteeism, boost morale, and increase productivity, implement policies and practices that promote a healthy work-life balance for employees and volunteers. Related Links >>
11.	To minimize the potential for costly and time-consuming internal conflict, apply a formal procedure for resolving and responding to employee grievances, conflicts, and harassment claims. Related Links >>
12.	To ensure fair and respectful treatment of employees (builds morale and loyalty), sensible application of rules and privileges embodied in personnel policies and collective agreements (avoids internal conflict), and effective performance management (motivates and rewards productive employees), offer training to managers and supervisors in the basics of people management. Related Links >>
13.	To safeguard your organization's reputation as a fair and reasonable employer and avoid costly and time-consuming litigation, work stoppages, etc., get expert advice before taking such action as terminating an employee, commencing collective bargaining, initiating major organizational change impacting jobs, etc. Related Links >>