Employee Relations Difficulties with the Dismissal Process
As companies in Canada and across the rest of the world continue to adopt hybrid-remote structures, it’s important that companies have the knowledge, processes, and tools to adequately monitor performance.
Adhering to Regional Labor Laws: er
Manual ER and HR Practices: Paper just doesn’t cut it anymore, especially for HR managers and ER departments. Each employee within the company should have their own file that contains relevant performance reports, conduct violations, and improvement plans to support the status of their standing within the organization. These manual methods are inefficient and costly in their own right but can severely hinder a Canadian firm’s ability to achieve just cause dismissals.
Lack of Integrated Data: Effective monitoring of employee performance and behavior in the 21st century necessitates that companies ditch the spreadsheet approach for a more comprehensive view of performance. Cloud integration across the entire company allows ER and HR stakeholders to monitor worker development in real-time, highlighting when preliminary interventions are required and notifying when employees are breaching company policies.
Addressing these issues takes more than just personnel; it takes technology. As companies continue to move from legacy server systems into cloud-native service delivery, they are able to plug in specific software tools to help meet their needs. Employee relations software is a critical asset to organizations that want to more effectively navigate the process of dismissal for cause in Canada.