Employee relations refers to the overall relationship between an organization and its employees. This includes factors like company culture, employee engagement, lines of communication between staff and leadership, and workplace policies.
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Leadership & Talent
The purpose of the Leadership & Talent section is to equip employment social enterprises with guidance, practical tips, and best practices for building and maintaining effective internal human resources (HR) functions. While managing and cultivating talent is critical for the long-term success of any organization, it may be particularly important for employment social enterprises, where the quality of the relationship between the professional staff and the participant workforce will likely determine whether the organization fulfills its mission.
The materials in this section cover a range of HR topics and are hopefully useful both for organizations starting out on developing an HR function, as well as those looking to improve or enhance a specific area. Our content emphasizes ways to proactively embed diversity, equity, and inclusion principles into all HR practices and policies to ensure that all employees feel supported and valued while at work.
All Leadership & Talent Resources
This is a helpful resource for those seeking to better understand the terminology and concepts related to Employment Social Enterprises (ESEs) and the broader field of social entrepreneurship.
Attracting and selecting the right talent is essential to building a team that aligns with your organization's mission and values. In this overview, we'll provide you with practical tips and best practices.
The purpose of this guide is to equip employment social enterprises (ESE’s) with guidance, practical tips, and best practices for building and maintaining an effective internal HR function that aligns with their mission, values, and desired impact.
During my annual evaluations with my Board, I began giving transition signals, saying that I saw myself remaining in my CEO role for “no longer than five years.” Then it became “two to five years” …and then “about two years.” Until one day, I said to my Board Chair and Vice-Chair, “I would like to leave in a year.”
Session 1 began with an introduction to some of the basics to consider when you're getting started on your organization's succession plan
This deep dive will cover some of the key components to implementing an effective job readiness assessment process, as well as share a tool that can help you do so.
When building and maintaining an HR function, it is important to stay up-to-date with key HR activities and compliance dates throughout the calendar year.
Onboarding is the process of integrating newly hired employees into the organization and its culture, along with their new team and role.
Organizational structure is the way an organization is set up to operate to carry out the mission. It's like a map that shows who does what and how the teams and functions of the organization work together.