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Changements sur "G21-D008 Assurer les meilleures pratiques d'embauche pour PVC"
Sélectionner le mode de vue :
Corps du texte
Suppressions
- Auteur
- ------
- Rob Gerbrandt
- Proposition
- -----------
- * Élaborer des recommandations sur les meilleures pratiques d'embauche en matière de ressources
- humaines et présenter un rapport détaillé aux membres.
- * Assurer la transparence du recrutement, de l'évaluation, du contrôle et de l'embauche aux
- ressources humaines.
- * Faire appel à une société de recrutement de cadres pour la recherche, l'évaluation et le filtrage
- des candidatures au poste de directeur général.
- * Prévoir un délai de 4 à 8 mois pour la recherche de candidats et de candidates au poste de
- directeur général.
- Objectif
- --------
- Une analyse et une refonte des processus de recrutement sont nécessaires pour s'assurer que les
- meilleures pratiques en matière de ressources humaines sont suivies pour tous les postes, y compris
- le plus important, celui de directeur général.
- Avantage
- --------
- * Établir des pratiques de recrutement et de gestion des ressources humaines de premier ordre
- * Mettre en œuvre une approche d'amélioration continue de la qualité des pratiques en matière de
- ressources humaines.
- * Prévenir le népotisme ou le recours excessif à des mandataires pour le recrutement.
- * Assurer un haut degré de professionnalisme
- * Minimiser la possibilité d'une couverture médiatique négative.
- Commentaires d’appui de l’auteur.e
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
-Valeur(s) Verts- ----------------
- Sagesse écologique, Durabilité, Démocratie participative, Justice sociale, Respect de la diversité,
- Non-violence.
English
- Submitter Name
- --------------
- Rob Gerbrandt
- Proposal
- --------
- * Develop human resource best hiring practice recommendations with a detailed report to membership.
- * Ensure transparency in human resource candidate recruitment, evaluation, vetting and hiring.
- * Use an Executive Recruitment Firm for Executive Director candidate search, evaluation and vetting.
- * Allow for a 4-8 month executive candidate search.
- Objective
- ---------
- An analysis and redesign of GPC recruiting processes is needed to ensure human resource best
- practices are followed for all positions, including most critically, the Executive Director.
- Benefit
- -------
- * Establish best in class human resource hiring and management practices
- * Implement a continuous quality improvement approach to human resource practices
- * Prevent nepotism or overuse of hiring proxies
- * Ensure a high degree of professionalism
- * Minimize the possibility of negative media coverage
- Supporting Comments from Submitter
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- Green Value(s)
- --------------
- Ecological Wisdom, Sustainability, Participatory Democracy, Social Justice, Respect for Diversity,
- Non-Violence.
Ajouts
- Auteur
- ------
- Rob Gerbrandt
- Proposition
- -----------
- * Élaborer des recommandations sur les meilleures pratiques d'embauche en matière de ressources
- humaines et présenter un rapport détaillé aux membres.
- * Assurer la transparence du recrutement, de l'évaluation, du contrôle et de l'embauche aux
- ressources humaines.
- * Faire appel à une société de recrutement de cadres pour la recherche, l'évaluation et le filtrage
- des candidatures au poste de directeur général.
- * Prévoir un délai de 4 à 8 mois pour la recherche de candidats et de candidates au poste de
- directeur général.
- Objectif
- --------
- Une analyse et une refonte des processus de recrutement sont nécessaires pour s'assurer que les
- meilleures pratiques en matière de ressources humaines sont suivies pour tous les postes, y compris
- le plus important, celui de directeur général.
- Avantage
- --------
- * Établir des pratiques de recrutement et de gestion des ressources humaines de premier ordre
- * Mettre en œuvre une approche d'amélioration continue de la qualité des pratiques en matière de
- ressources humaines.
- * Prévenir le népotisme ou le recours excessif à des mandataires pour le recrutement.
- * Assurer un haut degré de professionnalisme
- * Minimiser la possibilité d'une couverture médiatique négative.
- Commentaires d’appui de l’auteur.e
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- ----------------
- +Valeur(s) Vertes
- +----------------
- Sagesse écologique, Durabilité, Démocratie participative, Justice sociale, Respect de la diversité,
- Non-violence.
English
- Submitter Name
- --------------
- Rob Gerbrandt
- Proposal
- --------
- * Develop human resource best hiring practice recommendations with a detailed report to membership.
- * Ensure transparency in human resource candidate recruitment, evaluation, vetting and hiring.
- * Use an Executive Recruitment Firm for Executive Director candidate search, evaluation and vetting.
- * Allow for a 4-8 month executive candidate search.
- Objective
- ---------
- An analysis and redesign of GPC recruiting processes is needed to ensure human resource best
- practices are followed for all positions, including most critically, the Executive Director.
- Benefit
- -------
- * Establish best in class human resource hiring and management practices
- * Implement a continuous quality improvement approach to human resource practices
- * Prevent nepotism or overuse of hiring proxies
- * Ensure a high degree of professionalism
- * Minimize the possibility of negative media coverage
- Supporting Comments from Submitter
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- Green Value(s)
- --------------
- Ecological Wisdom, Sustainability, Participatory Democracy, Social Justice, Respect for Diversity,
- Non-Violence.
Sélectionner le mode de vue :
Corps du texte
Suppressions
- Auteur
- ------
- Rob Gerbrandt
- Proposition
- -----------
- * Élaborer des recommandations sur les meilleures pratiques d'embauche en matière de ressources
- humaines et présenter un rapport détaillé aux membres.
- * Assurer la transparence du recrutement, de l'évaluation, du contrôle et de l'embauche aux
- ressources humaines.
- * Faire appel à une société de recrutement de cadres pour la recherche, l'évaluation et le filtrage
- des candidatures au poste de directeur général.
- * Prévoir un délai de 4 à 8 mois pour la recherche de candidats et de candidates au poste de
- directeur général.
- Objectif
- --------
- Une analyse et une refonte des processus de recrutement sont nécessaires pour s'assurer que les
- meilleures pratiques en matière de ressources humaines sont suivies pour tous les postes, y compris
- le plus important, celui de directeur général.
- Avantage
- --------
- * Établir des pratiques de recrutement et de gestion des ressources humaines de premier ordre
- * Mettre en œuvre une approche d'amélioration continue de la qualité des pratiques en matière de
- ressources humaines.
- * Prévenir le népotisme ou le recours excessif à des mandataires pour le recrutement.
- * Assurer un haut degré de professionnalisme
- * Minimiser la possibilité d'une couverture médiatique négative.
- Commentaires d’appui de l’auteur.e
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
-Valeur(s) Verts- ----------------
- Sagesse écologique, Durabilité, Démocratie participative, Justice sociale, Respect de la diversité,
- Non-violence.
English
- Submitter Name
- --------------
- Rob Gerbrandt
- Proposal
- --------
- * Develop human resource best hiring practice recommendations with a detailed report to membership.
- * Ensure transparency in human resource candidate recruitment, evaluation, vetting and hiring.
- * Use an Executive Recruitment Firm for Executive Director candidate search, evaluation and vetting.
- * Allow for a 4-8 month executive candidate search.
- Objective
- ---------
- An analysis and redesign of GPC recruiting processes is needed to ensure human resource best
- practices are followed for all positions, including most critically, the Executive Director.
- Benefit
- -------
- * Establish best in class human resource hiring and management practices
- * Implement a continuous quality improvement approach to human resource practices
- * Prevent nepotism or overuse of hiring proxies
- * Ensure a high degree of professionalism
- * Minimize the possibility of negative media coverage
- Supporting Comments from Submitter
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- Green Value(s)
- --------------
- Ecological Wisdom, Sustainability, Participatory Democracy, Social Justice, Respect for Diversity,
- Non-Violence.
Ajouts
- Auteur
- ------
- Rob Gerbrandt
- Proposition
- -----------
- * Élaborer des recommandations sur les meilleures pratiques d'embauche en matière de ressources
- humaines et présenter un rapport détaillé aux membres.
- * Assurer la transparence du recrutement, de l'évaluation, du contrôle et de l'embauche aux
- ressources humaines.
- * Faire appel à une société de recrutement de cadres pour la recherche, l'évaluation et le filtrage
- des candidatures au poste de directeur général.
- * Prévoir un délai de 4 à 8 mois pour la recherche de candidats et de candidates au poste de
- directeur général.
- Objectif
- --------
- Une analyse et une refonte des processus de recrutement sont nécessaires pour s'assurer que les
- meilleures pratiques en matière de ressources humaines sont suivies pour tous les postes, y compris
- le plus important, celui de directeur général.
- Avantage
- --------
- * Établir des pratiques de recrutement et de gestion des ressources humaines de premier ordre
- * Mettre en œuvre une approche d'amélioration continue de la qualité des pratiques en matière de
- ressources humaines.
- * Prévenir le népotisme ou le recours excessif à des mandataires pour le recrutement.
- * Assurer un haut degré de professionnalisme
- * Minimiser la possibilité d'une couverture médiatique négative.
- Commentaires d’appui de l’auteur.e
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- ----------------
- +Valeur(s) Vertes
- +----------------
- Sagesse écologique, Durabilité, Démocratie participative, Justice sociale, Respect de la diversité,
- Non-violence.
English
- Submitter Name
- --------------
- Rob Gerbrandt
- Proposal
- --------
- * Develop human resource best hiring practice recommendations with a detailed report to membership.
- * Ensure transparency in human resource candidate recruitment, evaluation, vetting and hiring.
- * Use an Executive Recruitment Firm for Executive Director candidate search, evaluation and vetting.
- * Allow for a 4-8 month executive candidate search.
- Objective
- ---------
- An analysis and redesign of GPC recruiting processes is needed to ensure human resource best
- practices are followed for all positions, including most critically, the Executive Director.
- Benefit
- -------
- * Establish best in class human resource hiring and management practices
- * Implement a continuous quality improvement approach to human resource practices
- * Prevent nepotism or overuse of hiring proxies
- * Ensure a high degree of professionalism
- * Minimize the possibility of negative media coverage
- Supporting Comments from Submitter
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- Green Value(s)
- --------------
- Ecological Wisdom, Sustainability, Participatory Democracy, Social Justice, Respect for Diversity,
- Non-Violence.
G21-D008 Assurer les meilleures pratiques d'embauche pour PVC
Auteur
Rob Gerbrandt
Proposition
- Élaborer des recommandations sur les meilleures pratiques d'embauche en matière de ressources humaines et présenter un rapport détaillé aux membres.
- Assurer la transparence du recrutement, de l'évaluation, du contrôle et de l'embauche aux ressources humaines.
- Faire appel à une société de recrutement de cadres pour la recherche, l'évaluation et le filtrage des candidatures au poste de directeur général.
- Prévoir un délai de 4 à 8 mois pour la recherche de candidats et de candidates au poste de directeur général.
Objectif
Une analyse et une refonte des processus de recrutement sont nécessaires pour s'assurer que les meilleures pratiques en matière de ressources humaines sont suivies pour tous les postes, y compris le plus important, celui de directeur général.
Avantage
- Établir des pratiques de recrutement et de gestion des ressources humaines de premier ordre
- Mettre en œuvre une approche d'amélioration continue de la qualité des pratiques en matière de ressources humaines.
- Prévenir le népotisme ou le recours excessif à des mandataires pour le recrutement.
- Assurer un haut degré de professionnalisme
- Minimiser la possibilité d'une couverture médiatique négative.
Commentaires d’appui de l’auteur.e
- Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with due diligence and integrity to demonstrate internally and to Canadians that the Green Party of Canada is fully capable of participating in the governing of Canada following the Green values set out in the Constitution as part of the Global Green community”;
- The True Cost Of A Bad Hire — It's More Than You Think: https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- Bad Hiring Costs – By the Numbers: https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- The Bad Things That Can Happen When You Hire in Haste: https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” – Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
Valeur(s) Vertes
Sagesse écologique, Durabilité, Démocratie participative, Justice sociale, Respect de la diversité, Non-violence.
Auteur de la version
Version créée le
24/03/2022 16:04
