When it comes to human resources management, the reality of the municipal sector is sometimes quite different from that of private companies. What’s more, many municipalities don’t have the scale required to keep this type of human resources specialist in-house. The Human Capital team at Amyot Gélinas Conseil Inc. has the experience needed to support municipal organizations in the many activities involved in attracting, developing and retaining their employees.
In addition to the support we offer in labor relations, headhunting specialized in the municipal sector and pay equity, our team can assist you with many types of strategic mandates.
Total compensation and salary structure
Total compensation is an important factor in attracting and retaining employees. In a competitive environment of scarce manpower, every organization must be able to make the most of its opportunities, despite budgetary constraints. In addition to direct compensation, non-monetary aspects of remuneration, such as flexible working hours, development opportunities or telecommuting, can play a major role when it comes to being an employer of choice.
However, municipal organizations face more challenges when it comes to direct compensation. In the absence of a salary structure, it’s difficult to avoid randomly assigning salaries to non-unionized white-collar and management employees. As part of our mandate to develop a salary structure, we study the municipal benchmark market (external equity), evaluate positions against each other (internal evaluation) and assess employee performance (individual equity), in order to propose a structure that is user-friendly, objective and fair.
Organizational diagnosis: an important municipal human resources tool
Sometimes, certain human issues surface, but from within the organization, it’s difficult to pinpoint the source of the problem. Organizational diagnosis not only enables us to analyze the functioning of the mechanisms as a whole, but also to target the obstacles at hand. Our analysis report includes recommendations and the implementation strategy for the intervention plan.
Among the types of interventions we can expect to see, internal communication processes, the review of organizational structure and roles and responsibilities, team building, interventions on work climate and management practices, or on total compensation, are just a few examples of strategic implementation.
Management coaching and leadership development
In order to retain your talented employees, you’re likely to focus on career progression within your municipal organization. Nonetheless, an employee with no previous management experience would benefit from support and coaching to help them develop and maximize their potential in their new role.
Management and leadership coaching enables new managers to reflect on their skills and potential, and to set individual development goals. Our coaching support enables future or new managers to develop engaging, caring leadership and up-to-date management practices.
Sound management of your human capital is an essential investment in maximizing the performance and success of your municipal organization, so don’t hesitate to adopt impactful practices.
An article from our Human Capital team.
