11 companies recognized with leadership awards for excellence in HR programs and services
Eleven Manitoba companies were recently recognized with a Human Resources Management Association of Manitoba (HRMAM) leadership award for demonstrating excellence in HR programs and services.
Platinum award winners
New Flyer Industries: New Flyer Industries is a heavy-duty bus manufacturer operating in the United States and Canada. It operates six facilities and employs 180 people.
Award initiative: New Flyer’s goal was to gain certification of its health and safety management system to OHSAS 18001, an occupational health and safety standard, with the intention of improving safety and developing its commitment to best practices in health and safety.
Results: The health and safety management system was OHSAS 18001 certified. During the certification process New Flyer introduced new safety training documents, information boards and operating procedure instructions. The culture within the company has shifted and employees and management are involved proactively in health and safety.
Manitoba Blue Cross: Manitoba Blue Cross, a not-for-profit organization, has offered essential services within the supplementary health care and travel benefit fields, since 1974.
Award initiative: Manitoba Blue Cross has implemented a number of organizational development and employer-of-choice initiatives over the past several years. These initiatives include a talent development program, competency profiles, succession planning, mentorship, an instant reward program and flexible work arrangements.
The results: Absenteeism rates are lower, quantities of internal promotions and lateral transfers have increased, there has been increased enrolment in professional development programs and Manitoba Blue Cross now has a pool of internal candidates being prepared for other roles as part of the succession plan.
Gold award winners
Manitoba Hydro: Manitoba Hydro is the province's major energy utility, serving both electric and gas customers throughout Manitoba.
Award initiative: Manitoba Hydro recognized that women, and particularly Aboriginal women, are under-represented in engineering, technology and trades. Challenges existed in marketing these types of jobs, as career paths, to women and female youth. Partnering with a wide variety of external and internal stakeholders the goal was to develop and implement a” Building the Circle Camp” to encourage young Aboriginal females to gain the self-confidence, education and empowerment they need to enter these fields.
The results: The camp program has been running for four years. Manitoba Hydro has maintained relationships with the camp participants and has made a commitment to identify summer employment opportunities for them. The camp has connected groups of young women and given them a new sense of their own potential.
Cambrian Credit Union: Cambrian Credit Union is a provider of banking and financial services in Winnipeg and Selkirk, Man. It first opened its doors in 1959 and has grown into a major credit union with more than $1.1 billion in assets and 46,000 members.
Award initiative: Cambrian Credit Union developed an innovative recruitment and retention initiative that successfully integrated skilled immigrants into its workforce. A 17-week orientation, training, and work experience program was implemented which would prepare qualifying immigrants to become member service representatives.
The results: In addition to the continued involvement and support of the Department of Labour and Immigration and other credit unions, the initiative has achieved excellent results. Of the participants that completed their work experience, 80 per cent of those eligible became employees of Cambrian Credit Union. As a result of the success of this program the Department of Labour is in the primary stages of creating a similar program with three local banks.
Silver award winners
Manitoba Liquor Control Commission: The Manitoba Liquor Control Commission (MLCC) regulates, distributes and sells alcohol.
Award initiative: The goal of this initiative was to identify, assess and develop leadership talent within the organization and to assure the continuity of prepared leaders for key
positions throughout the organization.
The results: A comprehensive strategy was developed to address the organization’s concerns including position identification, competency profiles, 360-degree feedback, individual action plans and a new leadership development program. These efforts have resulted in an 86-per-cent appointment rate within succession planning.
New Directions for Children, Youth, Adults and Families: New Directions for Children, Youth, Adults and Families is one of the largest non-profit social services organizations in Manitoba. Originally the Children’s Home of Winnipeg, it now provides a variety of services for all ages.
Award initiative: The goal was to align HR initiatives with the organization’s strategic plan.
The results: Several programs and initiatives were implemented with positive results thanks to the input and feedback received from staff, management and stakeholders. The HR goals of employee diversity, lower staff turnover, increased training opportunities and an innovative environment have been achieved.
The Workers Compensation Board: The Workers Compensation Board (WCB) is a Manitoba workplace-based injury insurance and disability management program funded by employers. It covers 70 per cent of the Manitoba workforce and employs about 500.
Award initiative: The WCB aimed to employ a workforce which would be more representative of Manitoba and its people.
The results: A detailed action plan including communication, education and awareness strategies have achieved very positive results. Data collected supports that WCB has made a positive difference in creating a more diverse workforce.
Bronze award winners
Ceridian Canada: Ceridian Canada is a provider of HR solutions to more than 40,000 Canadian businesses of all sizes.
Award initiative: With the aim of helping new customer care staff embrace their roles, a program to provide precision learning plans was required. The program would be in alignment with the strategic plan, ensuring consistency across locations and would decrease “ramp up” time.
The results: The comprehensive implementation plan and clear quantitative measurements that identified key metrics, enabled the program to clearly demonstrate its effectiveness. The success of this model has encouraged other functional leaders and their employees to request similar programs.
Credit Union Central of Manitoba: Credit Union Central of Manitoba is the trade association for Manitoba’s 57 credit unions, providing services in areas of capital and financial management, banking services, research and development, consulting, and representation and advocacy.
Award initiative: The goal of the initiative was to develop an effective succession plan as identified as a key business strategy.
The results: A comprehensive succession plan was developed, and endorsed by the Board of Directors. The succession plan identified key positions and developed ongoing activities to support the process.
Investors Group: Investors Group provides personal financial planning services with a primary objective to assist Canadians plan for financial security.
Award initiative: To provide employees with best practice tips for using e-mail functions, solidify employee understanding of corporate security, legal risks and the costs associated with inappropriate e-mail practices.
The results: The e-mail training initiative made significant time and productivity gains.
The Manitoba Lotteries Corporation: The Manitoba Lotteries Corporation (MLC) is responsible for conducting and managing gaming in the province. Its operations include two casino properties, a video lottery terminal network and responsibility for distributing lottery products to retailers.
Award initiative: To develop a comprehensive French language services policy and plan in line with MLC’s vision.
The results: The MLC now has designated bilingual positions, bilingual services and community partnerships. These programs have confirmed the importance of the HR functions in the attainment of MLC’s strategic and operational objectives.
Platinum award winners
New Flyer Industries: New Flyer Industries is a heavy-duty bus manufacturer operating in the United States and Canada. It operates six facilities and employs 180 people.
Award initiative: New Flyer’s goal was to gain certification of its health and safety management system to OHSAS 18001, an occupational health and safety standard, with the intention of improving safety and developing its commitment to best practices in health and safety.
Results: The health and safety management system was OHSAS 18001 certified. During the certification process New Flyer introduced new safety training documents, information boards and operating procedure instructions. The culture within the company has shifted and employees and management are involved proactively in health and safety.
Manitoba Blue Cross: Manitoba Blue Cross, a not-for-profit organization, has offered essential services within the supplementary health care and travel benefit fields, since 1974.
Award initiative: Manitoba Blue Cross has implemented a number of organizational development and employer-of-choice initiatives over the past several years. These initiatives include a talent development program, competency profiles, succession planning, mentorship, an instant reward program and flexible work arrangements.
The results: Absenteeism rates are lower, quantities of internal promotions and lateral transfers have increased, there has been increased enrolment in professional development programs and Manitoba Blue Cross now has a pool of internal candidates being prepared for other roles as part of the succession plan.
Gold award winners
Manitoba Hydro: Manitoba Hydro is the province's major energy utility, serving both electric and gas customers throughout Manitoba.
Award initiative: Manitoba Hydro recognized that women, and particularly Aboriginal women, are under-represented in engineering, technology and trades. Challenges existed in marketing these types of jobs, as career paths, to women and female youth. Partnering with a wide variety of external and internal stakeholders the goal was to develop and implement a” Building the Circle Camp” to encourage young Aboriginal females to gain the self-confidence, education and empowerment they need to enter these fields.
The results: The camp program has been running for four years. Manitoba Hydro has maintained relationships with the camp participants and has made a commitment to identify summer employment opportunities for them. The camp has connected groups of young women and given them a new sense of their own potential.
Cambrian Credit Union: Cambrian Credit Union is a provider of banking and financial services in Winnipeg and Selkirk, Man. It first opened its doors in 1959 and has grown into a major credit union with more than $1.1 billion in assets and 46,000 members.
Award initiative: Cambrian Credit Union developed an innovative recruitment and retention initiative that successfully integrated skilled immigrants into its workforce. A 17-week orientation, training, and work experience program was implemented which would prepare qualifying immigrants to become member service representatives.
The results: In addition to the continued involvement and support of the Department of Labour and Immigration and other credit unions, the initiative has achieved excellent results. Of the participants that completed their work experience, 80 per cent of those eligible became employees of Cambrian Credit Union. As a result of the success of this program the Department of Labour is in the primary stages of creating a similar program with three local banks.
Silver award winners
Manitoba Liquor Control Commission: The Manitoba Liquor Control Commission (MLCC) regulates, distributes and sells alcohol.
Award initiative: The goal of this initiative was to identify, assess and develop leadership talent within the organization and to assure the continuity of prepared leaders for key
positions throughout the organization.
The results: A comprehensive strategy was developed to address the organization’s concerns including position identification, competency profiles, 360-degree feedback, individual action plans and a new leadership development program. These efforts have resulted in an 86-per-cent appointment rate within succession planning.
New Directions for Children, Youth, Adults and Families: New Directions for Children, Youth, Adults and Families is one of the largest non-profit social services organizations in Manitoba. Originally the Children’s Home of Winnipeg, it now provides a variety of services for all ages.
Award initiative: The goal was to align HR initiatives with the organization’s strategic plan.
The results: Several programs and initiatives were implemented with positive results thanks to the input and feedback received from staff, management and stakeholders. The HR goals of employee diversity, lower staff turnover, increased training opportunities and an innovative environment have been achieved.
The Workers Compensation Board: The Workers Compensation Board (WCB) is a Manitoba workplace-based injury insurance and disability management program funded by employers. It covers 70 per cent of the Manitoba workforce and employs about 500.
Award initiative: The WCB aimed to employ a workforce which would be more representative of Manitoba and its people.
The results: A detailed action plan including communication, education and awareness strategies have achieved very positive results. Data collected supports that WCB has made a positive difference in creating a more diverse workforce.
Bronze award winners
Ceridian Canada: Ceridian Canada is a provider of HR solutions to more than 40,000 Canadian businesses of all sizes.
Award initiative: With the aim of helping new customer care staff embrace their roles, a program to provide precision learning plans was required. The program would be in alignment with the strategic plan, ensuring consistency across locations and would decrease “ramp up” time.
The results: The comprehensive implementation plan and clear quantitative measurements that identified key metrics, enabled the program to clearly demonstrate its effectiveness. The success of this model has encouraged other functional leaders and their employees to request similar programs.
Credit Union Central of Manitoba: Credit Union Central of Manitoba is the trade association for Manitoba’s 57 credit unions, providing services in areas of capital and financial management, banking services, research and development, consulting, and representation and advocacy.
Award initiative: The goal of the initiative was to develop an effective succession plan as identified as a key business strategy.
The results: A comprehensive succession plan was developed, and endorsed by the Board of Directors. The succession plan identified key positions and developed ongoing activities to support the process.
Investors Group: Investors Group provides personal financial planning services with a primary objective to assist Canadians plan for financial security.
Award initiative: To provide employees with best practice tips for using e-mail functions, solidify employee understanding of corporate security, legal risks and the costs associated with inappropriate e-mail practices.
The results: The e-mail training initiative made significant time and productivity gains.
The Manitoba Lotteries Corporation: The Manitoba Lotteries Corporation (MLC) is responsible for conducting and managing gaming in the province. Its operations include two casino properties, a video lottery terminal network and responsibility for distributing lottery products to retailers.
Award initiative: To develop a comprehensive French language services policy and plan in line with MLC’s vision.
The results: The MLC now has designated bilingual positions, bilingual services and community partnerships. These programs have confirmed the importance of the HR functions in the attainment of MLC’s strategic and operational objectives.
