The thing
CA software
Roxanne Lessard has sat on boards of admiration for six years and realized that many members were going through the same issues as her. With her team of developers, she took note of all the problems experienced by the CAs of NPOs and private organizations. “We developed tailor-made software to help CAs in their governance,” explains the founder of Panorama in an interview. The goal is to remove the backbone of all that is administrative burden, documentation, legal obligations that organizations must comply with. By better structuring the activities of a board, we can improve decision-making and facilitate access to financing,” she says. It is not a simple software for organizing meetings and taking notes, specifies Roxanne Lessard. Panorama automates the register of resolutions, standardizes the minutes and allows novice board members to acquire knowledge of governance and better understand their role and responsibilities. Panorama’s pricing is adapted to the use and needs of organizations. Roxanne Lessard wants to export her software. It also has an employee in the United Kingdom who is developing a version adapted to the country’s regulations.
The board
Focus on salary transparency
PHOTO PROVIDED BY STEPAN ARMAN
Stepan Arman, Senior Director of Quebec Sales at Indeed
Job seekers demand clear information on the salaries offered when posting jobs. According to a study by Indeed, 75% of Canadians are more likely to apply if the salary range is indicated in the job advertisement. “The more you are able to adopt a pay transparency policy, the better it is for your employer brand,” advises Stepan Arman, senior director of Quebec sales at Indeed in an interview with The Press. When a candidate applies, is interviewed, and learns that the salary is not what they were looking for, the process ends with a bad experience with the company or organization. “Even if the employer subsequently indicates salary information when posting jobs, there is little chance that the same candidate will apply again,” says Stepan Arman, who points out that a national movement towards transparency is in the process of being initiated. While in 2021, 60% of job offers in Quebec had information on salaries, this number rose to 68% in 2022 while in Canada, there were 74%.
The event
Career Fair at the Palais des Congrès
According to a survey of the 300 employers who will be present at the Career Event on April 19 and 20 at the Palais des congrès de Montréal, 75% of them prefer to receive applications for their vacant positions in person. In a context of historic labor shortages, it is true that employers want to find employees quickly. However, making a mistake when hiring entails costs in time, money and energy. Receiving resumes online is convenient, but not always successful. Employers therefore hope to meet thousands of future candidates during the job and continuing education fair. While in 2018, 3,000 positions were to be filled, this year, no less than 16,000 jobs must find takers in two days.
The study
AI as a discount employee?
Will AI serve as a tool for workers or rather to replace them? Artificial intelligence software company Beautiful.ai surveyed 3,000 managers across the United States about the use of artificial intelligence at work. The results were published in the American magazine Employee Benefit News (EBN), specializing in employee benefits, human resources and corporate culture. Nearly 70% of managers believe that artificial intelligence would be financially beneficial to their company if they could use it to replace employees. If AI could produce comparable work, 66% of managers say they would gladly replace their employees with AI tools. The magazine explains that these results reflect the pressure that business leaders are under in the face of inflation and an impending recession. However, managers are aware that the implementation of these tools frightens workers: 75% think that their employees fear being made redundant because of AI.
Source : Employee Benefit News (EBN)
The trend
The zero asshole policy
Despite what you might think, zero tolerance for talented assholes at work is risky, says The Economist. These characters are so corrosive that many companies have a zero asshole policy like Netflix, where director Reed Hastings repeats, “Don’t tolerate brilliant idiots. “However, in practice, the risk that you have to get rid of the next Steve Jobs is minimal, underlines the British magazine. Toxic behaviors are contagious and can quickly become the norm if left unchecked. However, a zero asshole policy involves subjectivity. The line between striving for high standards and pushing employees to burnout is thin, as is the one between the franchise and crushing them. Rather than having a policy enforced, the oblivious asshole, who doesn’t realize he’s bothering others, may just need to be told. While we can telecommute situational morons, who may be angry, alone at home.
Source : The Economist