New Brunswick – Atholville – Campbellton
Corporation
www.r-2.ca
New Brunswick
Atholville
Campbellton
Corporation
active
Operating name: R2-Ressources Humaines
R2 Management is a professional services firm offering expertise in human resources.
We assist organizations seeking to maximize their HR investments by providing adapted solutions in planning, development and management.
Country of Ownership: Canada
Year Established: 2002
Exporting: No
Primary Industry (NAICS): 541612 - Human Resources Consulting Services
Alternate Industries (NAICS): 541611 - Administrative Management and General Management Consulting Services
541619 - Other Management Consulting Services
541720 - Research and Development in the Social Sciences and Humanities
611430 - Professional and Management Development Training
Primary Business Activity: Services
Total Sales ($CDN): $1,000,000 to $4,999,999
Number of Employees: 10
Services:
Hr, Vocational rehabilitation services, Work health - safety
Sector:
Unique Applications: D) EVALUATION - REVIEWS OF PROGRAMS - SERVICES
Labour Market Analysis Branch: Department of Post Secondary Education, Training and Labour (2008 ongoing) We have been on this standing offer list for the past two years and conducted many programs evaluation and market analysis for the French Community Colleges Network. (CCNB Campbellton, Bathurst, Dieppe, Edmunston - Caraquet)
PEI-CDS (Prince Edward Island Career Development Services) 2009 As the sponsoring partners in the PEI Labour Market Agreement, Human Resources Development Canada (HRCD) and the Province of Prince Edward Island (PEI) our evaluation for this client included: operations, client satisfaction, working environment, a comparison with other service models and non-tangible benefits for clients. We gathered information through multiple sources: data and document review, a client survey, interviews with staff and key stakeholders, interviews and document review related to other service providers in Nova Scotia, New Brunswick and British Columbia.
A portrait of trades occupation in Restigouche 2007 Funded by The Department of Training - Employment Development NB. The study methodology consisted of consultations with a number of target groups. The objectives were to identify the trades that currently face a labour shortage, or are likely to do so in the future, as well as to assess people's perceptions of trades
SAANB (Société des Acadiens et Acadiennes du Nouveau Brunswick) Clientele satisfaction
2005 - 2007 The data collection aspects of the study required two types of research activities: •Data research in the 2001 census to build a profile of the Restigouche french communities (bilingualism, socio-demographics, etc.)
•Face to face interviews with consumers from around the region. A survey questionnaire was designed by our team prior to conducting the interviews and approved by the client. Data was then compiled in a customized access database.
C) EXECUTIVE COACHING / LEADERSHIP, CHANGE MANAGEMENT - PROGRAM DESIGN
ACOA Nova Scotia (2006 – ongoing): In cooperation with Senior Human Resources leadership, developed, implemented and evaluated a Pilot Project on Career Development and Learning Planning and a subsequent ‘second round€™ involving two Executives, three Managers, thirty-two Officers and seven Administrative Support employees. Each participant completed a comprehensive Career Development Assessment, utilizing a battery of psychometric assessment instruments, Career Development Report preparation and extensive and candid feedback by a consultant. Discussion and reflection by participants resulted in the development of comprehensive and relevant Career Learning Goals. The program with the Executive and Management team included a 360 feedback process, using the Behavioral Competencies accepted by the Government of Canada and Leadership Competencies from other sources. Evaluation feedback of the Pilot Project was consistently positive, and feedback and evaluation information has been integrated into the process.
Annapolis Valley District Health Authority (2004 – ongoing) Currently facilitating a comprehensive Mentoring and Coaching project with a group of Health Professionals, aimed at enhancing leadership skills of incumbent managers, identifying gaps requiring development in new managers, and supporting the ongoing succession planning initiative within the organization. A previous Pilot Project included extensive discussions with participants regarding experience, strengths, etc and, an exhaustive assessment process to identify a broad spectrum of leadership related criteria; leadership style, decision making, communication and conflict management styles, personality factors, problem solving ability, vocational profiles and emotional intelligence. After preparation of a detailed report on the assessment results, including a report synthesis, participants received coaching, directed toward initiation of an individual development plan to further develop their strengths and improve the areas where there are performance gaps. These development plans, in collaboration with the participants€™ superiors, will include specific development goals, with action plans and timelines, which are aligned with the broader organization goals. The development plans, once in place, will be open ended, with new goals outlined each time a specific goal is achieved implying a continual raising of the performance bar.
Office of Economic Development, Province of Nova Scotia (2004) Delivered 360° feedback exercise for the five Senior Managers of this provincial government department. This engagement included the application of psychometric instruments to measure personality, relationship skills, conflict resolution skills, communication and decision-making skills, as well as emotional intelligence and general ability; along with interviews with referees chosen from the individual€™s superiors, peers, and subordinates. Each participant received constructive and candid feedback and was assisted in developing a dynamic action plan for further career development.
B) MARKET ANALYSIS
Annapolis Valley District Health Authority (2004 – ongoing) We have ongoing involvement in the development of a Succession Management Process for this health district which includes a major Leadership Development component. Our involvement includes working with a steering committee of Executive and Director level individuals to research develop and implement this process to support the organization and all levels of leadership, through leadership and career planning and development required to sustain their leadership into the future. This professional consultation includes human resources planning, competency development, assessment and integration, career and leadership assessment, development and planning, management and executive coaching, and support for change management. The process has included integration of leadership competencies into recruitment, promotion and leadership development practices which are aligned with the Mission, Vision and Values of the Health Authority. (We have partnered with members of the leadership team of AVH to present this project at the upcoming Human Resources Association of Nova Scotia Conference in May, 2007)
Halifax Regional School Board 2004 to 2008 Nova Scotia
Complete capture, scanning and data reporting for the Student Identification surveys (each run is approximately 57,000 surveys)
Complete capture, scanning and data reporting for the highly sensitive Employee Identification surveys which included strict guidelines on confidentiality.
Nova Scotia Department of Education 1997-2005, 2007-2009 Complete capture and data processing services for Subjects taught survey program (included edit and validity checks)
Nova Scotia Department of Education 2008/2009 Student Achievement Test
Complete capture and data processing services of French and English Student achievement tests.
A) PROJECT MANAGEMENT SERVICES
Shaw Group Limited: (2009): Performance Management : Developed performance management system for hourly workers to support supervisors in managing performance of individuals and work groups. Conducted workshops with supervisors to develop an
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