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HR experts address recession, trends

Handling layoffs, maintaining employee morale and preparing for the future are some of the key issues facing today's HR professionals.

SHARON ASCHAIEK -- Special to Sun Media
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"When the economy turns bad, it's about, how do you facilitate terminations without discouraging everybody? And how do you operate with fewer employees?" says Claude Balthazard, director of HR excellence for the Human Resources Professionals Association (HRPA).

Doing effective HR work during a recession will be among the subjects discussed at HRPA's 2009 Annual Conference & Trade Show, which starts today and ends Friday at the Metro Toronto Convention Centre (visit http://www.hrpa.ca/ conf2009).

Featuring 283 exhibitors and 130 speakers, and expected to attract about 4,000 people from across Canada, the 66th annual event will cover current HR issues and feature the perspectives of some of the world's leading businesspeople.

Balthazard says that while the economic meltdown and its implications for the workforce will certainly be a hot topic, it's important for HR execs to remember that it will affect different sectors in different ways.


"If you're in the automotive industry, it won't be a good year. The same goes for manufacturing, tourism and other sectors that rely on discretionary income spending," he says.

Recessions tend to thrust HR professionals into survival mode, and lead them to think only about the short term, Balthazard says. But those who are able to be proactive and forward-thinking, he says, will be most prepared for when the economy improves.

"Some HR people are reactive and firefighting, and the downturn is 100% of their agenda. If you're entirely defensive, that's not good for the company," he says. "It's important that they save some time and energy to plan for when they come out of this stage. Smart companies do stuff now so that they're ready for when the economy picks up."

While the economy has a big influence on how HR is conducted, there are plenty of other substantive issues facing the profession.

Key among them is technology: the emergence of online recruiting, social networking sites and digital communication tools are continuing to reshape how companies hire and retain staff.

"Technology is having an ongoing impact on HR in all sorts of sectors. Some HR people struggle with how to harness it, and some are able to see it as an opportunity," he says.

Also a persistent trend affecting HR is addressing the shortage of skilled employees; while companies may not be hiring right now, Balthazard says that in better times, they should be prepared to access a variety of talent pools.

"Some experts say there will still be a skills shortage when the economy improves. HR professionals need to know how to access the expertise of internationally educated professionals," he says.

The HRPA conference will address these topics, and much more, including leveraging creative talent, corporate social responsibility, managing difficult employees, retirement planning, teambuilding and employee engagement.

Says Balthazard: "We'll have a great mix of speakers and presentations, and participants will leave with updates and useful ideas they can bring back to their workplaces."

sharon@summitmediagroup.com



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