Engaging Talent

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Engaging Talent

In this competitive labour market, many businesses are struggling to retain their top talent. Ceridian Canada offers the expertise you need to build and sustain an engaged workforce.

Employee Recognition

According to the 19th century American psychologist and philosopher, William James, “the deepest principle of human nature is the craving to be appreciated.” With such insight, James would have been welcome in the executive offices of any 21st century corporation. That’s because leading organizations understand the mission critical importance of reward and recognition, and understand what it takes to develop and implement an effective program.

Building Culture

In order to survive the global economic downturn, many companies relied on strategies such as cost cutting and lay-offs. But in a speech at the Conference Board of Canada’s Change Management conference, Dave MacKay, President of Ceridian Canada, identified a more fundamental means to survive and thrive: “In today’s sluggish economic climate, and in the ever-changing business landscape, it is your culture that will sustain you and contribute to your organization’s success.”

Mental Wellness

According to The Unheralded Business Crisis in Canada, “Human capital is people, and the human mind, not our arms and legs, will do the heavy lifting in the global information economy in order for business to become more competitive.” With the increasing recognition that a healthy workforce – both emotionally and physically – is integral to an organization’s success, people managers need to appreciate the importance of their role in the maintenance of employee mental wellness and productivity. An Employee Assistance Program can provide valuable support – both to troubled employees and their managers – through suggested resources, counselling and professional consultation.

Technology Risks

Today’s organizations are operating in a time of unprecedented crises precipitated by rapidly shifting demographics, breakneck technological changes and ever increasing regulations and legislation. We examine these risks in a series of three white papers titled Risky Business.

Workforce Risks

As the global economy staggered out of what some said was the worst recession in half a century, a new economy is emerged—one that is truly international and requires constant innovation for survival. As organizations come to grips with this new economy, they must also cope with rapidly changing technologies, world-changing global events, the complexity of international markets, and the demands of national and international legislation. At the same time, there is an ongoing shift in workforce demographics and psychographics that are, in themselves, revolutionizing the way we do business.

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