Transcript Welcome to the Human Resources exchange

April 9, 2015
Goal of the Exchange Process
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Help each Member professional to expand their business
networks in order for you to improve the efficiency and
effectiveness of how you tackle you job functions.
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Provide Members with a dynamic and reliable resource to
help you solve problems and find new implementable ideas
Rules of Engagement
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Do not use your HOLD button on your telephone – hearing
elevator music in the next 60 minutes is not good!
No body language signs – please be aggressive and speak
your mind and thoughts.
Please identify yourself with name and company before
speaking.
Take Notes about who is saying what…
Warning: My goal is to facilitate aggressively so we can cover
as many topics as possible.
Last but not least, I need your feedback on how to make this
process better for you and the participants.
Question: How to make safety a priority for
everyone? (Jenny Gasper)
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Kristen Hanes: Intec Group:
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Gain a little knowledge on what is required from OSHA; maybe the 10 hour course
Senior leadership should be engaged.
Examine annual compliance requirements
Creating a safety committee (Safety Champions) with representatives from each department and each
functional area.
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Kelly Dill: Plastikos
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Bonuses paid quarterly
Computer based training on a monthly basis. Not doing CBTs took you out of the bonus program
T-Shirts with Safety First
Supervisors grew awareness by having a safety talk before anyone hit the production floor
Theresa Dewing:
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Monthly safety / risk reminders / safety talks and the safety champions deliver the messages to their teams
Quarterly audits
Put the green safety crosses: Marking off every day if we’ve had no incidents: yellow for near misses; Red
for incidents. Each day of the month. Highlights awareness
Working toward the safety committee; annual safety review process
Michael Antras
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Do Safety Crosses for the year.
We celebrate when we accomplish our objectives
We do one major safety topic every week; like tornado safety
Question: What is your process for safety training during orientation? How long
does this take?; How do other companies deal with safety out in the plant
when employees are being neglectful? When is it safe to write them up for
unsafe practices? (Melissa Horvath)
Question: Any easy inexpensive, morale
boosters? (Jennifer Watters)
Question: What was your companies average
salary increase for 2014? (Theresa Turula)
Question: What resources are others using for hard to
fill skilled positions in manufacturing? (Kelly Dill)
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Diane: INDEED has been used successful; Worse case would be
using a recruiter.
Kelly: Working with schools and temp services targeting auto
mechanics…
Doug: Using INDEED and have had pretty good response. Have
used Craig’s list in the past and targeting the vocational schools.
Renae: Metro Plastics: Used a smaller radio station and had an
open house on a Saturday. We targeted 30 for 40 program. We
don’t staff meal periods and breaks. Work for a straight 6 hours.
All skilled positions work 8 hours.
Question: What are some pre-boarding activities that
are being used by other companies to give the “wow”
experience? (Nanette McFadden)
Question: Are smaller companies (100 or less) using
outside vendors to complete their ACA paperwork, or
are they completing it internally? (Kyle Godhard)
Question: How do you handle employees who miss a day every
month with a dr. note (if this is allowed?) (Michael Antras)
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Diane – Anderson: If you have chronic attendance issues, you can
still be terminated. Chronic is not defined.
Angela – Ice Miller: Issues not covered on the ADA or FMLA, your
policy needs to back issues related to discipline.
Kelly: Attendance policy is very generous. Every 6 months points
are dropped to zero.
Jenny: 10 point system. The Doctors not only excuses one point.
Theresa: Couple repeat offenders and coach / council.
Question: When do you roll out the objectives for the year?
How do you cascade down? When do you do the performance
evaluations? (Laura Gayton)
Question: Does anyone use an online performance review
system? If so, which one? How do you handle production
employees who don’t have a PC? (Ed Chappel)
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Kelly: I used online with a former employer but felt it was less
effective as the manager simply used the verbiage from the
templates. Now, at Plastikos, we do reviews twice per year.
Managers are told 2-months in advance of the due dates. Selfappraisals are distributed.
Rita: Written template used to review
Kristen: the focus should be on an annual basis not just during
the review process
Question: Are you seeing an exodus of employees as the
unemployment rate drops (here it is 4.4%) and jobs appear to be
plentiful? (Scott Mavin)
Question: What are some successful ways to increase
teamwork and working together? (Suzie Thomas)
Question: Any creative ideas for recognition
programs that have been successful? (Stacy
Evans)
Question: Have any companies had any success finding
Manufacturers Representatives? (Teri Woodward)
Question: How does your company show
associates that they are appreciated? (Lori
Fisher)
Question: How many companies have
Employment Practices Liability Insurance?
(Diane Hiles)
Issue: Wellness, creative ideas, 5k run, walk in
the area? (Renae Hedelius)
Question: Electronic document delivery
procedure for employees without email access?
(Rita Johansson)
Additional Questions?
THANK YOU!
Save the Date for the Benchmarking
Conference – Oct. 22-23, 2015