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www.scorehiltonhead.com
Briefly introduce yourself:
• Peter Veneto
• 40 years as Human Resource
Professional in both Union and
non-Union environments
• Masters degree in Human
Resource Management
• College professor
• Certified Employee Benefits
Specialist Certification from
Wharton Business School
SCORE Introduction
www.scorehiltonhead.com
Briefly tell us a bit about you:
• Your name
• Your business
• Your business size and number
of employees
• Employee relations issues your
business is facing
• What you want to get from
today’s session
Nice to Meet You!
www.scorehiltonhead.com
What’s of Value to You
• Hiring the Right People
• What are Employee Expectations
• What Motivates Employees to
Perform Better
• Do Environmental Factors Affect
Motivation
• How do we Engage and Retain
Employees
• Monetary and Non-Monetary
Reward Systems
• Rules and Regulations
www.scorehiltonhead.com
Hiring the Right Person
• Before you even start this process ask yourself:
– What is your vision for your business?
– Where do you need help?
– Can you manage people?
– Can You Afford It?
• If you can answer these questions then let’s hire someone
www.scorehiltonhead.com
Can You Afford It?
It’s not just the wages
• Federal unemployment tax
• State Unemployment Tax
• Worker’s Compensation Tax
• Social Security
• Medicare
www.scorehiltonhead.com
Hiring the Right Person
• Define the Duties
– (Job Description)
• And What it takes to Do them
– Experience, skills
• Make it Worth their While
– Wages/salary
• Spread the Word
– advertising
• Interviews and Follow-up
• What will be their status as
an employee
www.scorehiltonhead.com
Full-Time Pros:
More committed
Longer hours
Long-term development
Part-Time Pros:
Lower cost
More flexible scheduling
Full-Time Cons:
Cost of benefits
Legal issues
Part-Time Cons:
Less committed
May not fill needs
Full Time vs. Part Time
www.scorehiltonhead.com
Pros:
Agency assistance
Simplified payment
Find workers for
specialized needs
Flexibility Cost savings
Cons:
Less reliable
Less committed
No long-term
development
Training may be needed
Temporary Workers
www.scorehiltonhead.com
Pros:
Cost savings
Specialized skills
Fast turn-around
Flexibility
Cons:
Communication
challenges
Accountability
Not sole client
Legal issues
(misclassifying)
Outsourcing to Independent
Contractors
www.scorehiltonhead.com
• What you can (and can’t) ask
• Be prepared
• Open-ended questions
• Take notes
• Let the candidate ask
questions
Interview Questions:
www.scorehiltonhead.com
• Check references
• Background checks
• Maintain records
• What you can get in trouble for
• Employee agreement
• Employee handbook
• SC REQUIRES all employers to
E-Verify
Legal Issues
www.scorehiltonhead.com
E- Verify
“South Carolina Illegal Immigration and Reform Act”
Requires all employers to verify the legal status of new
employees
Must enroll in the U.S. Dept of Homeland Security’s E-
Verify program and verify status of new employee within
three business days. Failure to use could cause
suspension/revocation of employer’s business license
www.scorehiltonhead.com
• Fair Wages
• Safe Work Environment
• Engagement &
Empowerment
• Training & Development
• Depends on age group
What are Employee Expectations
www.scorehiltonhead.com
Fair Wages
• It’s not just about the Money
– Actually it probably is
– Based on job description and job
duties. What is being paid for like
jobs in the market area
• Also may be about the Benefits
• Non-Tangible Rewards
– Working conditions
– Commute
• Your Management Style
www.scorehiltonhead.com
Safe Work Environment
• Not merely safe from physical harm, but emotional,
psychological and sexual harm
– OSHA (Occupational Safety and Health Act)
– Federal and State Laws and Statutes
• Discrimination
• Equal Pay
• Age Discrimination
• Americans with Disabilities Act
• And many more
www.scorehiltonhead.com
Engagement
• An "engaged employee" is one who is fully involved
in, and enthusiastic about their work, and thus will
act in a way that furthers their organization's
interests.
• According to Scarlett Surveys, "Employee
Engagement is a measurable degree of an
employee's positive or negative emotional
attachment to their job, colleagues and organization
that profoundly influences their willingness to learn
and perform at work".
www.scorehiltonhead.com
Skills Inventory
• What skills do your employees have?
• What skills do they need for their
current jobs?
• What skills and training do they need in order
to grow with your company?
• What are they interested in learning?
Employee Training and Development
www.scorehiltonhead.com
Cross-Training Your Staff Benefits:
• No outside assistance needed
• Do more with less
• Enhance employee skills
• Uninterrupted workflow
• Employees share knowledge
Methods:
• Rotation
• Job shadowing
• Group training sessions
Employee Training and Development
www.scorehiltonhead.com
Age Factors
• Young workers (18-28):
– Career opportunities, autonomy at work, training and
development, recognition, teamwork
• Middle age workers (29-45):
– Job security, recognition, monetary incentives
• Older workers (45 and above):
– Recognition, job security, positive work environment
www.scorehiltonhead.com
What Motivates Employees to
Perform Better
• Motivation is defined as:
• “Internal and external factors
that stimulate desire and energy
in people to be continually
interested and committed to a
job, role or subject, or to make
an effort to attain a goal .”
(Business Dictionary.com)
What is Motivation and
how do I get some?
www.scorehiltonhead.com
What Motivates Employees to
Perform Better ?
• Their Job
• Supervisor/Manager
• Communications/Feedback
• Pay/Benefits
• Environment
• Workspace
• Company Culture
• Teamwork
www.scorehiltonhead.com
Employee’s Job
• The nature and duties of
the job are important to an
employee.
• It doesn’t need to have a
status title to be important
as long as the work that
they do matters to them
and the company.
• It has a value, not just
monetarily but to the
company goals
www.scorehiltonhead.com
Employee’s Supervisor/Manager
• Leadership Ability/Style
– Autocratic, Democratic, Paternalistic, Delegative
• Plans and Delegates
• Expert in his/her field
• Sets Clear Expectations
• Reinforcement/Recognition
www.scorehiltonhead.com
Plans and Delegates
• Employees know what is expected of them
• Creates culture of accountability
• Frees business owner’s time
• Employees gain skills/confidence
• Business builds strength
www.scorehiltonhead.com
Communications/Feedback
• Regularly communicate with employees, and encourage them
to communicate with you
• Share everything regarding business issues
– Tell them the Good, the Bad and the Ugly (apologies to
Clint)
• Make yourself accessible and available
• Be an active listener
• Encourage employees to try new ideas or assume more
responsibility?
• When there’s a problem,work with employees on
understanding how and why it happened
www.scorehiltonhead.com
The Work Environment
• The Bob Cratchit Effect
• Worked in a dismal, drafty
little cell
• Had a very small fire that
looked like it had one coal
• Put on his comforter, and
tried to warm himself at the
candle
www.scorehiltonhead.com
The Work Environment
• Some tests in the late 1920’s
proved that changes to a
workers environment (lights,
break times, change of work
stations) improved employee
performance because:
• “Employees were getting
attention”
www.scorehiltonhead.com
Company Culture
• A culture is the values and practices shared by the
members of the group. Company Culture, therefore,
is the shared values and practices of the company's
employees.
• Company culture is important because it can make
or break your company. Companies with an
adaptive culture that is aligned to their business
goals routinely outperform their competitors.
www.scorehiltonhead.com
Company Culture
• Only a company culture that is aligned with your
goals, one that helps you anticipate and adapt to
change, will help you achieve superior performance
over the long run.
• Review your mission, vision and values and make
sure the company culture you are designing
supports them
www.scorehiltonhead.com
Employee Engagement
Employee Engagement is an Emotional Response
• It is the psychological and emotional attachment
people feel for their workplace.
• Based on the fulfillment of basic human needs in
the workplace
• More people feel those needs are met – the more
engaged they are
www.scorehiltonhead.com
Disengaged and Unmotivated
Employees Can Break You
• Gallup has tracked the engagement
levels of the U.S. working population for
the past decade.
• Its most recent employee engagement
research shows that 28% of American
workers are engaged, 54% are not
engaged, and 18% are actively
disengaged.
• Throughout the decade, the percentage
of engaged employees ranged from
26% to 30%, while the percentage of
actively disengaged employees ranged
from 15% to 20%.
www.scorehiltonhead.com
Engaged Employees Can Make You
• They are more productive
• Can make your business
more profitable
• Create stronger customer
relationships
• They tend to stay longer
with their company
• They think "outside-the-
box“
www.scorehiltonhead.com
Engaging Your Employees
• Provide frequent
feedback and recognition
• Encourage development
• Make expectations clear
• Help to connect their
efforts with company
mission and purpose
www.scorehiltonhead.com
Engaging Your Employees
• Engaged employees work
together to solve problems
• Get them to understand
how they are part of the
company’s future
• Create a “Culture of
Accountability”
• Delegate whenever you can
www.scorehiltonhead.com
Set goals and performance standards
Measurable and objective targets
Allow sufficient time to complete tasks
Responsible for results, not just tasks
Create a Culture of Accountability
www.scorehiltonhead.com
Monetary Incentives
• Pay enough to not make it an
issue
• Fulfills the basic and some of the
safety needs in Maslow’s theory
• Pay alone without recognition
may not be enough to keep an
employee
• More effective with middle age
employee group
• More effective with routine
mechanical jobs
www.scorehiltonhead.com
Low/No-Cost Benefits:
Flextime
Remote work
Wellness program
Credit union
membership
Casual/fun
Day care
Paid Benefits:
Health insurance
Life insurance
Retirement plans
401(k)
SEP
SIMPLE IRA
Profit sharing
Other Incentives/Benefits
www.scorehiltonhead.com
Employee Recognition and Appreciation
• A good way to increase
morale
• Do it in a group setting
• Real accomplishments
and goal achievement
• Often can be done at little
or no cost
• Makes employee feel
they are your most
valuable asset
www.scorehiltonhead.com
Required Postings
Federal
• Job Safety and Health Protection (OSHA)
• Equal Employment Opportunity Act
• Fair Labor Standards Act (FLSA)
• Uniformed Services Employment and Reemployment Rights
Act
• Employee Polygraph Protection Act
www.scorehiltonhead.com
Required Postings
South Carolina
• E-Verify
• Payment of Wages Act
• Child labor
• Right-to-Work
• Immigrant Worker
• Safety and Health protection on the Job
• Discrimination
www.scorehiltonhead.com
Helpful Resources
Management
• American Management Association:
(www.amanet.org)
• HRTools.com: (www.hrtools.com)
• National Association of Professional Employer
• Organizations (NAPEO): (www.napeo.org)
• National Employment Law Institute: (www.neli.org)
• Society for Human Resource Management:
(www.shrm.org)
• TalentScan: (http://talentscanapp.com)
www.scorehiltonhead.com
Helpful Resources
Benefits
• Benefits Link: (http://benefitslink.com)
• Business.gov: (www.business.gov/business-
law/employment/employee-benefits)
• Healthcare.gov: (www.healthcare.gov)
• HealthInsuranceInfo.net:
(www.healthinsuranceinfo.net)
• Small Business Administration (www.sba.com)
www.scorehiltonhead.com
Helpful Resources
Tax/Legal
• Employment Law Information Network: (www.elinfonet.com)
• Findlaw’s Small Business Center:
(http://smallbusiness.findlaw.com)
• Nolo.com: (www.nolo.com)
• Occupational Safety and Health Administration (OSHA):
(www.osha.gov/dcsp/smallbusiness)
• IRS: (www.irs.gov/businesses) Small Business
• U.S. Department of Labor eLaws Advisors:
(www.dol.gov/elaws)
• U.S. Equal Employment Opportunity Commission (EEOC):
(www.eeoc.gov)
www.scorehiltonhead.com
Helpful Resources
South Carolina
• Business One Stop: (www.scbos.com)
• Dept. of Employment and Workforce:
(www.dew.sc.gov)
• Human Affairs:) (www.state.sc.us/schac)
• Workers’ Compensation Commission:
(www.wcc.sc.gov)
• E-Verify (https://verify.llronline.com/)
www.scorehiltonhead.com
Helpful Resources
Job Search/Outsourcing
• Careerbuilder.com
Elance.com
• Freelancer.com
• Guru.com
• Monster.com
• Odesk.com
• SimplyHired.com
www.scorehiltonhead.com
Key Takeaways From This
Module
• Hire Smart
• Treat Them Fairly
• Pay Competitively
www.scorehiltonhead.com
Assessment of the Workshop
Let’s Talk- How Did We Do ?
• Did the workshop meet the learning
objectives identified at the outset ?
• Was the material presented useful to you as a
small business owner ?
• Did you get an opportunity to participate in
the discussion ?
• Did you get the answers to the questions you
raised ?
• Did this workshop meet your own
expectations?
• How could we improve this workshop ?