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Performance Management

It is important to manage the performance of existing and future talent in your business.

The people and how well they perform are the key to driving your success and profitability. An effective Human Resources strategy will ensure you have the right people, doing the right things, at the right time for your business.

First Who, Then What—get the right people on the bus—is a concept developed in the book Good to Great. Those who build great organizations make sure they have the right people on the bus and the right people in the key seats before they figure out where to drive the bus. They always think first about who and then about what. When facing chaos and uncertainty, and you cannot possibly predict what’s coming around the corner, your best “strategy” is to have a busload of people who can adapt to and perform brilliantly no matter what comes next. Great vision without great people is irrelevant. – Jim Collins

HR Strategy

The elements of a successful HR strategy include developing goals and objectives with action items on the following:

Recruitment / Talent Acquisition – you will need to ensure you have a robust plan to recruit for the best candidate pool available to choose who is right for your business. An effective interview process, offer letter, communication during the process, and follow up with probationary reviews will validate the hiring decisions. To ensure the best start for new hires on your team, an orientation program and employee handbook can be put in place to ensure all aspects are covered to start out pointed in the right direction.

Employee Retention and Recognition – with validation of the right people on your team, you will need to ensure you keep them. You want them to feel motivated and appreciated to reinforce the behaviours and actions that turn into positive results. The cost to replace and train employees that leave is much higher than investing in your current team. A blend of length of service for people on your team from being long term to new hires, will ensure a healthy balance of protecting your knowledge bank and bringing in fresh ideas.

Employee Relations / Communications – your communication plan can be designed to cover all areas of the business to ensure that everyone is aligned and has an inclusive approach.

Job Analysis and Design – reviewing the requirements for positions within the company by gathering and analyzing information about the duties, responsibilities, and requirements of the specific jobs to ensure they are covering all the requirements effectively. An organization chart will be developed to show the overall structure of the business and the reporting relationships to ensure all facets of the business have the necessary human resources to achieve the goals and objectives. 

Job Descriptions – to ensure clear expectations are set out for each position in the business. This will define the job title, position grade, reporting structure, summary of the position, detailed list of tasks and responsibilities, qualifications & attributes of ideal candidates, how the success of the position will be measured, and the working conditions. This is important in the hiring process to provide clarity on what you are looking for, as well as important in the review process with existing employees to keep things on track.

Compensation/Benefits Analysis and Design – reviewing internal and external data to analyze the compensation and benefit structure of the positions to ensure equitable alignment across the company, industries, and/or geographical locations. Designing a system that shows progression, growth, and opportunity for advancement with rewards will reinforce the results expected in each position. It will also help with recruitment and employee retention if there is a transparent system that is easily understood.

Training and Development – ensuring there is a plan for employees to have the skills and abilities necessary to fulfill the expectations of their job, as well as identify any skills gaps to be closed. Recurring schedules for annual legislative training to be flagged to ensure compliance is maintained across the company. Providing developmental opportunities to challenge your team for growth and keep them interested in reaching new levels of success and learning something new. Review succession planning for your company to anticipate and prepare for what the future state requires and what it will look like as it evolves.

Performance Management / Employee Reviews – determine the best plan to be used for managing the performance of the workforce including the frequency and methods of giving relevant, timely, and genuine feedback to the members of the team. Provide methods to document any performance discussions and improvement plans as necessary, as well as documenting recognition for exceptional performance that goes above and beyond expectations. Implementing a review process that is an open dialogue between management and employees to discuss status and progression of employment. There will be an integration of the compensation and benefits plan with the performance system to reward the desired behaviours and results.

Terminations – planning an exit strategy when options have been exhausted for employees to succeed in adding the right value to the business. When it is time to part ways with an employee, you will be supported with coaching on the script of the termination discussion, termination letter, and any other relevant documentation depending on the circumstances. A communication plan will be pre-determined and implemented on the schedule outlined for the termination of the employee. Everything will be done with as much respect, dignity, and compassion that can be shown so the employee is able to move on to something more suitable.


Health & Safety Program – review the basic legislative requirements under the OHSA (Occupational Health & Safety Act) to ensure compliance. Ensure there is a system in place to remain compliant on an ongoing basis. Safety can be embedded as part of the company culture and needs to be communicated and documented effectively to reinforce a culture of safety and health as a priority. Support is available to manage WSIB (Workplace Safety & Insurance) claims to protect the company from inflated premiums due to potential misuse of the program. Reviewing the skills of your team to ensure they have workplace accident investigation methods that will be relied upon in the event of a workplace accident. Prevention is the best approach to protect your workers and your business.

Employment Standards Act – review the basic requirements for compliance to ensure standards are being upheld and are documented in the policies and procedures of the workplace. Support is available to respond to any MOL (Ministry of Labour) orders issued.

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We are based in Orangeville, Ontario servicing businesses on-site and remotely across Dufferin County, Bolton, Caledon, Georgetown, Mississauga, Brampton, Aurora, Vaughan, Newmarket, GTA, Peterborough and the Kawartha Lakes region.


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