"Customers are our most important visitor. They are not dependent on us. We are dependent on them. They are not an interruption in our work. They are the purpose of it. They are not an outsider in our business. They are part of it. We are not doing them a favor by serving them. They are doing us a favor by giving us an opportunity to work with them."
~Mahatma Gandhi
HR Measurements
How can I measure the effect of HR on my bottom line?
One measurement is your Human Capital return on investment (ROI). The calculation is
The Human Capital ROI illustrates the relationship between human capital investment and productivity and profitability. Human capital ROI is the pre-tax profit an organization generates for each dollar invested in regular employee pay and benefits after non-human expenses are removed.
Retention
How can we attract and keep good, qualified workers?
When surveyed, employees indicate their top reasons for leaving a position are:
- Not getting along with their direct supervisor.
- Desire for more money.
- Need for better work/life balance.
- Lack of career growth, challenging assignments.
Did you notice that three of the top four reasons for leaving are non-financial? So what's an employer to do? Actively demonstrate that you value the unique needs of each employee by…
- Tailoring your HR and benefit programs to your workforce (flexible work schedules, choices in health plan options, PTO banks, etc.).
- Publicly recognizing outstanding performance and employee achievements.
- Making sure employees understand what the organization values.
- Ensuring alignment between business goals and employee rewards.
Coaching
Can we reduce, even eliminate, absenteeism? How do I coach employees?
Dealing with an employee whose behavior is not aligned with the
organization's mission or policies can be a sensitive issue. Common
problem areas include not only absenteeism but poor work quality and a
reluctance to share skills. Performance problems must be addressed
quickly to avoid setbacks in work group performance and cohesiveness because
performance issues that continue for months lead to resentment and friction,
and drain energy from day-to-day performance.
An effective
organization defines what behavior is not in line with expectations and
delineates a process for resolving these individual performance problems.
The tone and intent of this process focuses on behavior improvement, not
punishment for employee wrongdoing. The performance improvement
process is intended to help the employee realign their behavior to meet
expectations. Any thoughts, behaviors, or feelings of a punitive tone
undermine the intent of helping the employee become successful.
In addressing performance issues, the supervisor and the work group help a
member improve his or her behavior. The employee must cooperate with
the performance improvement process. The ultimate responsibility for
modifying behavior, however, rests with the employee. He or she alone
must choose to realign thinking and behavior.
If you need
assistance in setting up a policy or process to coach employees to resolve
individual performance problems, please call us at 314.469.0477 or
314.494.9162, or e-mail us at
info@partneringp3.com.
Sexual Harassment
We don't have a problem with sexual harassment at our organization. Do we still have to train employees? Won't that just make them more aware?
It is recommended that you provide harassment and sexual harassment training annually. Supervisors should also be trained on how to receive and investigate a complaint if they will be handling this part of the process. Awareness is exactly what you are looking for in harassment training. Employees need to be aware of what actions are acceptable and what actions violate this area so they take responsibility for their actions. Employees should be given examples of acceptable and unacceptable behavior so they don't fall prey to or engage in harassment or sexual harassment. A formal policy helps and training on harassment and sexual harassment help employees understand how to work in a professional manner in their work environment.
Federal and State Law
I'm worried about complying with Federal and State laws. How do I even get started?
Contact us for an HR review of your Employee Handbook. For a fee of $100, we will review your Handbook and make recommendations to you. You will receive a report of the findings and an action plan for further progress. Please contact us at 314.469.0477 or 314.494.9162, or e-mail us at info@partneringp3.com.
Unsure where to start? Consider scheduling an HR Audit of your policies and procedures. For questions or to schedule your audit and receive a report of the findings with an action plan for further progress, please contact us at 314.469.0477 or info@partneringp3.com.
