Transcript Welcome to the Human Resources exchange

February 12, 2015
Goal of the Exchange Process
1.
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.
2.
Provide Members with a dynamic and reliable resource to
help you solve problems and find new implementable ideas
Rules of Engagement
1.
2.
3.
4.
5.
6.
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: Ideas for formalized plans for new
employees? (Marcia Lee)





Quality, part awareness, machine, material operation, safety, the
basics
Theresa, Ironwood: TS requires a much more detailed check list.
The first 4 weeks are all mapped out and we have a training
mentor. i.e. show we’ve taught an employee how to tape a box and
use a utility knife.
Diane, Anderson: Not doing a great deal of things, but we are
certifying employees on each part and on each job. Parts are in 3
different categories.
Kristen, Intec: Higher skilled positions is more of an individual
plan. (PLC, Extra Press Training, Leadership Training-local
affiliation with a leadership excellence program)
Suzie Thomas: Orientation program with a base line check list.
(We bring in parts and they try to find bad ones in the orientation,
And we prove that we are doing the training that we are..)
Question: Are long, detailed, structured reviews better or worse
than 3-4 unformatted review questions? (John Rousseau) Use a 1-5
rating system. (Job knowledge, Quantity and Quality, Initiative, Relationships,
Dependability)


Marcia: Take core values, integrity, improvement…how do you rate yourself
against the values. Keyne Link: Helps you to set goals and time lines. Requires
you to prescore yourself. We meet every other month as a management team.
(Below 60-100 rating) You must justify your rating. New 90 Days than annually after
that.
Shelly, PMC: What are my goals? We use a two page form.








Kelly: Do you use for all employees?


Accomplishments or New abilities since last evals
Improvements: What, where, how
Specific goals, objectives for next eval period
Managers than cover the three objectives from their perspective.
THERE IS NO RATING SYSTEM
“We have these conversations throughout the year…We already know who is getting the raises and who is
not! This helps employees grow! This helps us accomplish things together.
(Anybody in an indirect role goes into this segment.)
Shelly: PMC: Quality, Productivity, Safety, Reliability, Teamwork (We track metrics on a daily basis so they
know if their productivity meets the standard. Use Operational Equipment Effectiveness (OEE)
[email protected]
Question: How to approach management’s resistance
to the time used for reviews? (Cathy Ward)
Question: How are you responding to the Anthem
Cyber attack? Employee concerns of massive security
breach? (Shelly Carter)





Marcia: Use to have Anthem: We have been distributed all
information to the employees.
Tricia: How far back does this go?
Shelly: The breech goes back years. (Some blue cross blue
shield, the blue link network)
Faith: Link of the Anthem website:
Shelly: A portal to allow individuals to get updates and put a
security lock on your own ssns. The link is: www.anthemfacts.com
(free credit monitoring and ID protection services)
Question: How much are you spending on Wellness
Programs, and how are you measuring their ROI?
(Gustina Sell)
Question: How do most companies engage their
employees and reduce absenteeism rate? (Denise DaGaiu)







Suzie: We just started a new incentive for absenteeism with a monthly drawing. (We
communicate perfect attendance on a monthly basis.) You don’t know what you are going
to get. $250 bonus for 3 months perfect. (We have 175 employees) If you can stay
consistent.
Diane: We gave employees extra vacation days. This seems to work better for the
company.
David: Offering incentives to the temps?
Kelly: Could be issues of crossing lines of treating temps like FTEs…
Shelly: 3-months perfect attendance = an award day. We on average give out 60 award
days at of 95 employees. They get a full day off. They can cash it in for a day’s pay or
take the day off.
David: Possible pitfalls may conflict with FMLA.
Suzie: Must be perfect attendance. No vacations, no court days, nothing…
Question: We are looking at developing an
online training for all employees. Can anyone
refer a company to help us develop this training?
(Tamera Talaski)
Question: How do you use social networking in
your recruiting process? (David Carey)
Question:
How do you help supervisors and other
managers engage in approaching conflict resolution with
their employees? (Kelly Dill)
Issue: Health Insurance renewals – how do companies
allocate the cost of coverage to employees? (Mark
Ziegenhorn)
Question: How can I help engage employees & get
them to pay attention to their surroundings which will
increase safety occurrences? (Melissa Horvath)
Question: Are companies still conducting preemployment physicals and drug screens? Is it
beneficial? (Diane Hiles)
Question: How are other (50+ full time) companies
handling the rising costs of health insurance and the
cost sharing to employees? (Mark Ziegenhorn)
Question: What specific measurables do others
use to measure the performance of the HR
dept.? (George Hauser)
Question: What are some quick and easy ways to
promote more teamwork and cooperation? (Suzie
Thomas)
Issue: How frequently does everyone evaluate
non-exempt personnel performance? What
capabilities do you evaluate on? (Kyle Godhard)
Question: What are some useful tips to handling and
upset employee over a poor review? (Vallencia Stark)
Additional Questions?
THANK YOU!
What TOPIC would you like to focus on
for next session?
Save the Date for the Benchmarking
Conference – Oct. 22-23, 2015