Comments on: Workforce Stimulus Plan http://www.workforceinstitute.org/blog/workforce-stimulus-plan/ The Workforce Institute Helps Empower Organizations to Address Human Capital Management Issues Tue, 31 Aug 2010 18:56:33 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Kevin Su http://www.workforceinstitute.org/blog/workforce-stimulus-plan/comment-page-1/#comment-478 Kevin Su Tue, 24 Feb 2009 07:12:59 +0000 http://www.workforceinstitute.org/?p=731#comment-478 I would add one point as "New Corporate Culture ". Because in the tough situation, we need streamline all employee to the right attitude and direction we expected. In the enconomic crisis, company need to change or adjust the corporate culture to meet the new situation and competetion. Before all things on operation level, we need establish a right attitude for empoyee and workforce to make sure the collabrative and efficient business they could run. I would add one point as “New Corporate Culture “. Because in the tough situation, we need streamline all employee to the right attitude and direction we expected. In the enconomic crisis, company need to change or adjust the corporate culture to meet the new situation and competetion. Before all things on operation level, we need establish a right attitude for empoyee and workforce to make sure the collabrative and efficient business they could run.

]]> By: Lisa Disselkamp http://www.workforceinstitute.org/blog/workforce-stimulus-plan/comment-page-1/#comment-429 Lisa Disselkamp Thu, 22 Jan 2009 00:39:54 +0000 http://www.workforceinstitute.org/?p=731#comment-429 I would add to the list of leadership pointers that leadership must stay deeply engaged whenever technology dollars are spent. Assigning an implementation to a project team and hoping for positive ROI is not enough. Technology teams must be held accountable just like engineering teams with routine design reviews where C Level Goals for the technology are mapped down to the end users tasks built into the system. Someone must be able to answer HOW the system & users will drive expected results. Just as this article suggests, what frontline employees do is crucial. Secondly, companies can find immediate savings by re-evaluating their compensation configuration. There is ample opportunity to reduce payroll leakage seeping out of accurate but ineffective rules. There could have been a disconnect between the people who understand the intent of your compensation practices, wage & hour laws, and the people who set up the system. There is often more than one way to set up a rule to pay accurately, but only one "best way" to minimize the financial burden on the payor (employer). These economic times call for a close assessment of payroll overspend. I would add to the list of leadership pointers that leadership must stay deeply engaged whenever technology dollars are spent. Assigning an implementation to a project team and hoping for positive ROI is not enough. Technology teams must be held accountable just like engineering teams with routine design reviews where C Level Goals for the technology are mapped down to the end users tasks built into the system. Someone must be able to answer HOW the system & users will drive expected results. Just as this article suggests, what frontline employees do is crucial.
Secondly, companies can find immediate savings by re-evaluating their compensation configuration. There is ample opportunity to reduce payroll leakage seeping out of accurate but ineffective rules. There could have been a disconnect between the people who understand the intent of your compensation practices, wage & hour laws, and the people who set up the system. There is often more than one way to set up a rule to pay accurately, but only one “best way” to minimize the financial burden on the payor (employer). These economic times call for a close assessment of payroll overspend.

]]> By: Derek Irvine, Globoforce http://www.workforceinstitute.org/blog/workforce-stimulus-plan/comment-page-1/#comment-428 Derek Irvine, Globoforce Wed, 21 Jan 2009 22:11:53 +0000 http://www.workforceinstitute.org/?p=731#comment-428 Getting creative with rewards is important -- but it's even more important to do it in a fiscally responsible way. Now more than ever, company leaders need to know where every dollar, euro or pound is spent. Giving managers gift cards to distribute at will makes it impossible to track these for proper taxation from payroll -- a nightmare for HR and accounting. Gift cards are a terrific solution, if done through a program that makes "grossing up" for taxation a simple, intuitive process in compliance with taxation laws -- everywhere in the world. Charity contributions are another brilliant employee reward suggestion -- as long as the employee being recognized gets a say. Again, this is easily solved through a program that lets employees make the choice to donate their well deserved recognition to charity. Ice cream/pizza parties at work do not deliver the return many employees expect. Often, employees would rather share their rewards with friends and family outside work -- people they may not see as often as they like due to their diligent efforts on the job that earned them the recognition. I blog extensively on these topics here: http://globoforce.blogspot.com. Getting creative with rewards is important — but it’s even more important to do it in a fiscally responsible way. Now more than ever, company leaders need to know where every dollar, euro or pound is spent. Giving managers gift cards to distribute at will makes it impossible to track these for proper taxation from payroll — a nightmare for HR and accounting. Gift cards are a terrific solution, if done through a program that makes “grossing up” for taxation a simple, intuitive process in compliance with taxation laws — everywhere in the world.

Charity contributions are another brilliant employee reward suggestion — as long as the employee being recognized gets a say. Again, this is easily solved through a program that lets employees make the choice to donate their well deserved recognition to charity.

Ice cream/pizza parties at work do not deliver the return many employees expect. Often, employees would rather share their rewards with friends and family outside work — people they may not see as often as they like due to their diligent efforts on the job that earned them the recognition.

I blog extensively on these topics here: http://globoforce.blogspot.com.

]]> By: Stephen J. Gill http://www.workforceinstitute.org/blog/workforce-stimulus-plan/comment-page-1/#comment-427 Stephen J. Gill Wed, 21 Jan 2009 15:54:44 +0000 http://www.workforceinstitute.org/?p=731#comment-427 I would add two points to this excellent list of suggestions. One is that communication should be highly proactive. In difficult economic times, it is more important than ever to push the information out and make sure that everyone in the organization hears the messages. Keeping open lines of communication is good, but don't wait for questions and concerns; anticipate what employees want to know and get that information to them. The other point is that simply listening to employee concerns is very powerful. Managers should offer opportunities for individuals and small groups to express their worries and concerns even if there is nothing that can be said at the moment to allay their fears. I would add two points to this excellent list of suggestions. One is that communication should be highly proactive. In difficult economic times, it is more important than ever to push the information out and make sure that everyone in the organization hears the messages. Keeping open lines of communication is good, but don’t wait for questions and concerns; anticipate what employees want to know and get that information to them. The other point is that simply listening to employee concerns is very powerful. Managers should offer opportunities for individuals and small groups to express their worries and concerns even if there is nothing that can be said at the moment to allay their fears.

]]>