Governments

For the information of Federal, Provincial and Territorial governments, N2N is a 100% Aboriginal owned company. For Government of Canada mangers, N2N meets all criteria of the Procurement Strategy for Aboriginal Business and can be found in the Professional Services (PS) On-Line system.

Aboriginal Workforce Development
Marketing & Communications
Employment Management
Project Management
Project Management Services
Human Resources
Employment Equity HR
Needs Analysis
Financial Analyst

Aboriginal Workforce Development

The development of the aboriginal workforce, to levels that are on par or exceed that of the rest of the Canadian population is seen as a crucial factor in improving the standard of living of Aboriginal Canadians. N2N has in-depth experience in the development of the Aboriginal workforce from both supply and demand side perspectives. We have developed projects and programs that are recognized as achieving the best per capita results in the country. Our projects and programs link client capabilities, training, experience and opportunity to create long-term sustainable employment.

At N2N we are fully versed on both the program criteria and objectives of Human Resources & Skills Development Canada’s Aboriginal Skills Employment & Training Strategy initiative.

Marketing & Communications

The ability of businesses and governments to connect with consumers is critical to the success of their product, service, or program. Our services center on assisting clients in maximizing their connectivity with specific target market through the development of unique strategies. N2N marketing and communication strategies utilize proven traditional and modern marketing techniques to increase brand and product awareness within the selected target markets. We also work with clients to increase networking capabilities through the use of web development and social media.

Employment Management

  • Providing expert advice on and/or performing analysis of the HR strategic direction and assisting in the development of HR options, aligning and integrating the HR plans with the strategic direction of the organization’s business plan;
  • Participating in the development of potential HR models and, after an option has been selected, assisting in the implementation of HR requirements and a transition plan to meet HR needs;
  • Developing and implementing policies, programs and procedures regarding human resource planning, recruitment, collective bargaining, training and development, occupation classification, pay and benefit administration, performance management, employment equity and employee assistance programs;
  • Planning Human Resources in areas such as organizational development, organizational planning and design, human resources utilization, job analysis, performance planning, auditing and evaluating and forecasting;
  • Providing expert advice on and/or participating in the establishment of electronic means for time off reporting, expenses reports, routine administrative matters;
  • Providing expert advice on and/or participating in the development of new programs for employees to retain career mobility;
  • Identifying policy need/concerns;
  • Performing comparative analysis of policies;
  • Supplying expert advice on and/or assisting in the development/provisioning of new government programs relating to:

    • demographics, trends and forecasts-HR reports on labour market trends and forecasts;
      work description re-definition;
    • job competency/classification profiles;
    • employee relations and conflict management tools;
    • succession planning: programs for development of future managers and generic occupational groups;
      recruitment;


Project Management

The required services will usually be related to one or many of the following knowledge areas:

  • Project Integration Management
  • Project Scope Management
  • Project Time Management
  • Project Cost Management
  • Project Quality Management
  • Project Human Resource Management
  • Project Communications Management
  • Project Risk Management
  • Project Procurement Management

The required services will include, but are not limited to the following:

  • Planning and coordinating project management activities including financial, planning and contracting aspects;
  • Planning and organizing a project management office;
  • Giving briefings on progress and concerns of project;
  • Coordinating and preparing documentation in response to scheduled and unscheduled reports, returns and observations to update management on project progress;
  • Planning and coordinating the activities of project personnel, internal customers, contractors and other support providers;
  • Preparing formal Statement of Work, work breakdown structure and compliance charts;
  • Producing draft plans and sections for incorporation into the Project Implementation Plan or Request for Proposal;
  • Preparing draft evaluation plans, criteria and evaluation schedules;
  • Developing, planning, analyzing, evaluating and prioritizing deliverables and requirements.


Project Management Services

The implementation of the new classification system, or new organizational structures within current context, demands a coordinated “just-in-time” project management strategy and process through the application of project-based knowledge, skills, tools and disciplines to manage organizational transformation project activities.

Project Management Services may include, but are not limited to:

  • Providing project definition assistance including establishing goals and objectives;
  • Managing, monitoring and reporting on project progress and identifying any issues together with corrective actions;
  • Participating in the development of the communications plan; and
  • Participating in the development of an implementation plan/strategy.

Required Deliverables may include, but are not limited to:

  • Project Charter
  • Project Plan
  • Project Status Reports


Human Resources

The required services may include, but are not limited to the following:

  • Providing expert advice on and/or performing analysis of the HR strategic direction and assisting in the development of HR options, aligning and integrating the HR plans with the strategic direction of the organization’s business plan;
  • Participating in the development of potential HR models and, after an option has been selected, assisting in the implementation of HR requirements and a transition plan to meet HR needs;
  • Developing and implementing policies, programs and procedures regarding human resource planning, recruitment, collective bargaining, training and development, occupation classification, pay and benefit administration, performance management, employment equity and employee assistance programs;
  • Planning Human Resources in areas such as organizational development, organizational planning and design, human resources utilization, job analysis, performance planning, auditing, evaluating and forecasting;
  • Providing expert advice on and/or participating in the establishment of electronic means for time off reporting, expenses reports, routine administrative matters;
  • Providing expert advice on and/or participating in the development of new programs for employees to retain career mobility;
  • Identifying policy need/concerns;
  • Performing comparative analysis of policies;
  • Supplying expert advice on and/or assisting in the development/provisioning of new government programs relating to:
    • demographics, trends and forecasts-HR reports on labour market trends and forecasts;
      work description redefinition;
    • job competency/classification profiles;
    • employee relations and conflict management tools;
    • succession planning: programs for development of future managers and generic occupational groups;
      recruitment;


Employment Equity HR

The development of a diversified workforce is often seen as an important directive of businesses and governments. Whether the desire to create an Aboriginal workforce that is reflective of the surrounding or national population is based on either strategy, out of necessity, or part of a legislative requirement; it is most times easier said than done. At N2N we have worked both sides of the aboriginal recruitment and retention equation as a recruiter and developer of the aboriginal workforce.

N2N understands what employers want and what it will require for them to obtain aboriginal employees with the skills and abilities they require to meet the demands of their clients. We develop the diversified tools and systems needed to attract and develop aboriginal recruits and employees to achieve the performance standards expected by our clients.

Needs Analysis

Needs Analysis Services are concerned with identifying the requirements for carrying out various types of changes such as new organization of work, new occupational group structure or new classification standards.

Needs Analysis Services focus on gathering input from stakeholders to define organizational requirements for change and identify viable options or alternatives.

Needs Analysis Services may include, but are not limited to:

  • Conducting interviews, surveys and workshops;
  • Performing analysis of business processes to recommend the best option to address any concerns, gaps, etc. including the potential risks and benefits;
  • Providing input for the development of new processes; and
  • Carrying out analysis related to the development of business cases including the collection and analysis of cost data.

Required Deliverables may include but are not limited to:

  • Employee surveys and survey results
  • Workshop report
  • SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis report
  • New processes or workflow models
  • Business Case analysis report
  • Description of alternative solutions
  • Feasibility Study Report
  • Environmental Scan


Financial Analyst

The required services will include, but are not limited to the following:

  • Evaluating financial procedures;
  • Conducting cost benefit analysis and life cycle costing;
  • Developing business plans;
  • Developing models to carry out cost analysis of the resources required to perform specific inspections related to a project;
  • Performing risk analysis;
  • Determining the resources required for implementation of projects such as acquisition costs, operation and maintenance costs and both recurring and non-recurring costs; and
  • Assisting in developing costs for specific activities such as: direct project costs, project support overhead, corporate and administrative (C&A) overhead, costs of products and services, and other related costs.