Programs | HR
Planning | Typical
RMC has over 30 years of experience in a variety
of settings in the HR field, including extensive knowledge
of the northern environment, work with and on behalf of Native
peoples, and expertise in both socio-economic aspects of resource
development and HR planning and development. This exposure
serves as a valuable background for the preparation of relevant,
client-specific HR programs and site-specific HR development
programs. Our background and commitment to the team approach
ensures that practical operational programs will be designed
for long-term use. During all phases of resource and HR
planning, Client needs are fully recognized through a close
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Resources Development Programs
RMC has found a close inter-relationship between
the two dimensions that govern the effectiveness of human
resources in the organization: skill and motivation.
This inter-relationship demands that human resources development
programs be based on the recognition of certain phenomena:
(1) a high incidence of skill obsolescence due to present
rate of technological progress; (2) conflicting perceptions
of social values; and (3) an advanced level of formal education
We have also found the need to distinguish between education
and training. Education is the acquisition of a knowledge
of principles and the ability to relate such principles,
while training is the acquisition of a knowledge of procedures
and the ability to apply them. While educational programs
do not necessarily have to be based on the particular characteristics
of an organization, the training programs must be based on
Human resources development programs must include:
personnel selection procedures;
and/or developing educational and training materials;
and developing instructors;
newly gained knowledge and skills to actual work environment;
administrative procedures; and
Tratamiento para la disfuncion erectil cialis generico en tres dosis en Espana.
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business and labour recognize that, even during times of high
unemployment, there are critical shortages of skilled workers.
Companies that do not have the benefit of HR development
plans will find themselves unable to meet their project goals
and will be faced with work delays and cost overruns.
Effective HR development strategies encompass the
following six critical activities:
of HR requirements;
of training programs;
of staff retention strategies;
of employer/employee relations.
to identify the HR needs of a company RMC reviews with
the client the organizations goals, objectives and priorities.
A conceptual approach is proposed which leads to the development
of specific HR plans. The end result is a functional
and operational plan capable of utilizing the potential labour
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was awarded a WB Health Workforce and Services project in
Indonesia to assist the MOH, Ministry of National Education
and Indonesia Medical Association and the provinces in their
joint effort to improve their institutional capacity for
human resources policy and planning in accordance with the
current and future health care needs of the population.
the Guyana Ministry of Health developed a training
strategy for the Ministry staff to more effectively respond
to the new corporate structure. Prepared job descriptions
for all senior level positions.
services in the design of a multi-year management development
program for the Ministry of Health, Government of the
in the design and introduction of management development
programs for the Ontario Provincial Police, for the
Edmonton Police Department and for a number of private
sector firms across Canada.
a methodology for a labour market and occupation information
system for Canada Employment and Immigration.
a para-professional health care training program.
the impact of Free Trade on managerial skills in business
organizations for the Federal Advisory Council on Adjustment,
and developed recommendations for enhanced effectiveness
of management training.
local employment and training practices related to a heavy
oil project in northern Alberta for Gulf Canada.
and analyzed available information on pre-employment training
programs offered by Albertas post-secondary institutions
for the Government of Alberta.
an HR plan for a proposed gold mine in a remote area of
the need for woodlands training in Alberta, particularly
in the Grande Prairie area, and the role that the regional
college should play (including the required infrastructure)
in providing training programs for the industry.
models for adult education and training strategies reflecting
current and future needs of northern Alberta for the Government
a training program for northern guides for the Government
of the Northwest Territories.
a comprehensive human resources development strategic plan,
including related on- the-job training programs and implementation/monitoring,
for the Dene Tha Tribal Administration.
a northern training and HR delivery system action
plan in connection with the construction of the Norman
Wells oil pipeline.
industrial training in the province of Ontario and wrote
a report, Skill Acceleration, for the Ontario
the Keep Pace Program of the mechanical contracting industry
for the Government of Ontario.
a tourism guide training program, including needs identification,
skills profile and performance objectives, curriculum design,
and an estimate of capital and O & M costs for the Government
of the Northwest Territories.
HR training and development programs for several firms
in connection with RMCs work in productivity improvement.
HR needs generated by major resource development projects
in the Mackenzie Valley during the 1980s and provided
advisory services to a joint government/native associations
committee to facilitate maximum northern participation.
HR and labour surveys for a number of Native Bands,
effectively demon- strating the need for HR training
effect of the Mackenzie Valley Gas Pipeline and related
hydrocarbon developments on employment in Alberta, including
labour supply and demand forecasts for specific trades.
an educational program for a Native organization (a Cree/Ojibwa
School of Business) based on the concept of knowledge
transfer through the sharing of experiences.
a strategic plan for the delivery of education for a Native
Band in Ontario.
a band managers administration manual for Indian
and Northern Affairs, Canada.
a management development program and prepared a funding
proposal for the Government of the Northwest Territories
and DIAND on behalf of Arctic Cooperatives.
decision making tools and administrative management for
American Management Association.
with upgrading managerial personnel for the Dominica
and St. Lucia Banana Growers Associations.
a supervisory development program for the Canadian Association
of Municipal Administrators.
Courses and seminars prepared and presented for both
private and public sectors:
administration management seminar for Society of Industrial
management courses for a number of community colleges.
designed and supervised production of workshop materials
for use by the government of the Northwest Territories,
Department of Local Government personnel during seminars
aimed at aiding elected and administrative officials in
dealing with the local effects of resource development.
of modern management and executive leadership seminars for
the Ontario Department of Education and the Canada
Department of , prepared and presented courses covering
the following topics: effective supervision; work study;
general management; production management; purchasing management;
and work simplification.
the construction industry, course topics included:
management controls; decision making; bidding and strategy;
financial management for mechanical contractors; and methods
manual for the mechanical contractors.