If you are fortunate enough to have an approved budget for employee training and development programs, you probably already have some great ideas for 2010 and perhaps have started implementation. Granted, in today’s business economy, everyone needs to remain flexible and recognize that those funds may “go away,” but now is the time to get started. It is more important than ever to make sure that you use those training dollars wisely.
Jumping on the latest and greatest training bandwagon usually isn’t the most effective way to use your training dollars. Before you design a program, send people off to seminars, hire in a trainer, or purchase a bunch of videos and workbooks, learn what is needed specifically in your organization. This isn’t as difficult as what it may seem and even the smallest of organizations can make a good plan based on good information.
Training around products and services is often part of the plan, but what about those other things, like teamwork, communication, leadership? Maybe you have noticed an overabundance of negative competition among employees and you believe teamwork should be encouraged. Or maybe the CEO has indicated a desire to improve internal communication. Perhaps the executive team feels that people are not productive enough. Some of these things can be quite nebulous, so find out exactly what it is about teamwork that your team needs training on. What is meant by communication problems, and what productivity issues need to be addressed exactly?
Your organization probably already has some great information available for you to sort through and analyze. A good place to start is to examine the feedback gathered from employee performance appraisals completed during the past 12 months. Look for trends, commonalities between departments, functional areas, or organizational levels. Another source to consider is any type of data gathered from surveys conducted with customers. This feedback may show where skills are lacking and where you have an opportunity to help employees improve in those “gray areas” like communication and teamwork.
Conducting an internal survey to better assess where improvement opportunities exist is essential to gaining the buy-in and the support you will need to have a successful year of training and development. The “survey” can be as simple as interviewing your internal customers. Remember to ask open ended questions, use non-defensive interviewing techniques, and listen very well to what is said. Beginning an interview with pre-conceived notions won’t help anyone. Other options include a written survey that can be distributed by hard copy or electronically. Planning in advance how the results of the survey will be used can be helpful in designing the questions. When you learn what is important to your management team and where the weaknesses lie, you will have some important tools to build a great training program.
Training programs play a big part in the annual budget and often are one of the first areas cut when revenues have diminished, yet training is widely recognized as an important step to achieving organizational goals. In the 2009 State of the Industry Report, released by the American Society for Training & Development (ASTD), key findings show that in 2008, U.S. organizations spent $134.07 billion on employee learning and development. This is an average of $1,068 per employee. Learning expenditures as a percentage of payroll increased in 2008 to 2.24 percent, up from 2.15 percent in 2007. Completing some research and gathering information prior to spending money will help to ensure that you get a return on your investment.
Thursday, January 28, 2010
Friday, December 11, 2009
Your Career and the Office Holiday Party
Chances are you have already heard advice to avoid drinking too much alcohol at the company Christmas party. You have maybe even observed the results of co-workers that did imbibe too much. Hopefully you haven’t personally experienced this career stopper. Advice is cheap and easy, but the trick is to follow that advice!
So, maybe you are a real “party animal” and rather than risk drinking too much you think that perhaps you should just not go to this party? Think again. For the most part, this is an obligation. There are very few reasons that warrant skipping out on this party.
One of the most important tips to remember: this is a business event. You are being observed by not only your boss, but your boss’s boss! Do your career goals include “moving up” at your company? This is your chance to demonstrate that you can handle the social aspects of a business function, a requirement of anyone at a senior level. Following are some tips to make the best of this event.
Be prepared with some interesting conversation topics before you arrive and don’t encourage in-depth business discussions. This is an opportunity to get to know others, so don’t just hang out with your co-workers. Although it may be tempting to spend a good amount of time with the boss, don’t dominate the time of any one person. Mingle!
Along with the advice of don’t drink much, don’t eat too much. Avoid the messy foods and don’t ever make negative comments about the food or the drink. The CEO probably didn’t prepare the food, but criticism of the refreshments will be taken personally.
You should understand that the catchy phrase about Las Vegas doesn’t apply in this case; things that happen at the office Christmas party don’t stay at the office Christmas party! If you care anything about your career, remember the same rules (written and unwritten) that apply during business hours apply at this social function.
Dress appropriately. Those tight pants, the low cut sweater, or the sparkly clingy dress may entertain others for the evening, but that is what everyone will remember. The fact that you are intelligent, a hard worker, a loyal employee, and an individual with “upward potential” will be lost. Your sexual allure is not a required job skill unless you work at Hooters or the local strip joint. This is not the time to flirt with anyone. You may think that you are being “fun,” but there is a good chance that you are making someone uncomfortable and that you are looking like a fool to others.
When the party is over, it’s time to leave. There may be wine left in the bottle and food still out on the buffet, but don’t stay too late unless you are helping to clean up!
So, maybe you are a real “party animal” and rather than risk drinking too much you think that perhaps you should just not go to this party? Think again. For the most part, this is an obligation. There are very few reasons that warrant skipping out on this party.
One of the most important tips to remember: this is a business event. You are being observed by not only your boss, but your boss’s boss! Do your career goals include “moving up” at your company? This is your chance to demonstrate that you can handle the social aspects of a business function, a requirement of anyone at a senior level. Following are some tips to make the best of this event.
Be prepared with some interesting conversation topics before you arrive and don’t encourage in-depth business discussions. This is an opportunity to get to know others, so don’t just hang out with your co-workers. Although it may be tempting to spend a good amount of time with the boss, don’t dominate the time of any one person. Mingle!
Along with the advice of don’t drink much, don’t eat too much. Avoid the messy foods and don’t ever make negative comments about the food or the drink. The CEO probably didn’t prepare the food, but criticism of the refreshments will be taken personally.
You should understand that the catchy phrase about Las Vegas doesn’t apply in this case; things that happen at the office Christmas party don’t stay at the office Christmas party! If you care anything about your career, remember the same rules (written and unwritten) that apply during business hours apply at this social function.
Dress appropriately. Those tight pants, the low cut sweater, or the sparkly clingy dress may entertain others for the evening, but that is what everyone will remember. The fact that you are intelligent, a hard worker, a loyal employee, and an individual with “upward potential” will be lost. Your sexual allure is not a required job skill unless you work at Hooters or the local strip joint. This is not the time to flirt with anyone. You may think that you are being “fun,” but there is a good chance that you are making someone uncomfortable and that you are looking like a fool to others.
When the party is over, it’s time to leave. There may be wine left in the bottle and food still out on the buffet, but don’t stay too late unless you are helping to clean up!
Monday, November 23, 2009
Debt Collection in the Workplace
In today’s economy, many people have fallen behind on payments. Employers are not obligated to put telephone calls through or allow bill collectors on their property to contact employees. These calls would fall under any policy you may have about personal calls and/or visits. Employees should inform the bill collectors that they do not want to be contacted at work.
In Michigan, a debt collector is prohibited from “Communicating information relating to a debtor's indebtedness to an employer or an employer's agent unless the communication is specifically authorized in writing by the debtor subsequent to the forwarding of the claim for collection, the communication is in response to an inquiry initiated by the debtor's employer or the employer's agent, or the communication is for the purpose of acquiring location information about the debtor.” Act 70 of 1981 regulates collection practices in Michigan and section 445.252 lists what is prohibited. More can be found at www.legislature.michigan.gov.
A debt collector can contact an employer to verify employment. If a judgment has been obtained against an employee, then the order for garnishment of wages will be delivered to the employer. As an employer, you are legally obligated to follow the order for garnishment, so read all of the instructions carefully.
In Michigan, a debt collector is prohibited from “Communicating information relating to a debtor's indebtedness to an employer or an employer's agent unless the communication is specifically authorized in writing by the debtor subsequent to the forwarding of the claim for collection, the communication is in response to an inquiry initiated by the debtor's employer or the employer's agent, or the communication is for the purpose of acquiring location information about the debtor.” Act 70 of 1981 regulates collection practices in Michigan and section 445.252 lists what is prohibited. More can be found at www.legislature.michigan.gov.
A debt collector can contact an employer to verify employment. If a judgment has been obtained against an employee, then the order for garnishment of wages will be delivered to the employer. As an employer, you are legally obligated to follow the order for garnishment, so read all of the instructions carefully.
Thursday, November 12, 2009
401(k) Fees
Caterpillar Inc. has reached a tentative settlement to pay $16.5 million in a case involving a dispute with employees and retirees regarding excessive 401(k) fees. With the current economy, investments are being looked at in a new light. Although Caterpillar maintains that it complies with ERISA, this litigation has been going on since September 2006. Can you imagine the legal fees? Do you know what the fee structure is for your 401(k) plan? Whether a participant or a provider, I think it is important for you to understand all the details!
For some basic, easy to understand information about 401(k) fees, check out: http://www.dol.gov/ebsa/publications/undrstndgrtrmnt.html
For some basic, easy to understand information about 401(k) fees, check out: http://www.dol.gov/ebsa/publications/undrstndgrtrmnt.html
Wednesday, October 28, 2009
Gender Based Insurance Premiums
Do you know that your health insurance premium is determined by looking at a number of risk factors? It is a complex formula that can include things like health history, age, geographical location, and gender. Insurers claim that this is necessary to be fair in their pricing policies. But others feel that basing premiums on gender is unfair. The extra money that an employer gets charged because they have a higher number of women employees gets passed along to those employees either through higher premiums or deductibles. Some feel that charging women more than men is discriminatory and should be illegal and this battle is now being played out on Capitol Hill.
The insurance industry says that if coverage is required for all Americans, then they would stop basing their rates using gender and health status to individuals and small groups. House legislation and the Senate health committee bill would treat the large group market much the same as the individual and small group markets. They would prevent insurers from setting rates based on the gender and health status. Plus, they would limit how much more insurers could raise premiums based on age.
"Discriminatory insurance practices, such as gender rating, should be abolished across all markets — individual and group," says Sen. Barbara Mikulski, D-Md., a senior member of the health committee. "A woman should not face discrimination based on something arbitrary like the size of the employer she works for."
Do you have an opinion?
The insurance industry says that if coverage is required for all Americans, then they would stop basing their rates using gender and health status to individuals and small groups. House legislation and the Senate health committee bill would treat the large group market much the same as the individual and small group markets. They would prevent insurers from setting rates based on the gender and health status. Plus, they would limit how much more insurers could raise premiums based on age.
"Discriminatory insurance practices, such as gender rating, should be abolished across all markets — individual and group," says Sen. Barbara Mikulski, D-Md., a senior member of the health committee. "A woman should not face discrimination based on something arbitrary like the size of the employer she works for."
Do you have an opinion?
Thursday, October 22, 2009
"Hot Goods" Provision
In June, a cherry processing plant in Williamsburg, MI closed its doors. Cherry Blossom LLC did not pay their employees for all of their hours before the plant closure. The cherries that were produced during that time period were sold to a company in Indianapolis for delivery to customers throughout the country.
The U.S. Department of Labor (DOL) oversees the Fair Labor Standards Act (FLSA) which sets wage and hour laws. They were notified when the employees didn’t receive their final paychecks from Cherry Blossom LLC. If employees are not paid in compliance with the FLSA, employers cannot deliver, sell, or ship in interstate commerce the goods that were produced by those employees. This provision in the FLSA is called the “hot goods” provision.
“We informed the buyer that it is illegal to sell goods worked on by employees who were not paid in compliance with federal wage laws,” said James Smith, district director of DOL’s Wage and Hour Division in Detroit, Mich. “Due to the investigation, the buyer agreed to pay $38,700 in back wages owed to workers at the plant.”
If you know of anyone that worked for Cherry Blossom LLC at the time they closed their doors, the DOL has their pay. Contact the Wage and Hour Division at 313-226-7448.
Employers should make it their business to understand FLSA rules and regulations.
The U.S. Department of Labor (DOL) oversees the Fair Labor Standards Act (FLSA) which sets wage and hour laws. They were notified when the employees didn’t receive their final paychecks from Cherry Blossom LLC. If employees are not paid in compliance with the FLSA, employers cannot deliver, sell, or ship in interstate commerce the goods that were produced by those employees. This provision in the FLSA is called the “hot goods” provision.
“We informed the buyer that it is illegal to sell goods worked on by employees who were not paid in compliance with federal wage laws,” said James Smith, district director of DOL’s Wage and Hour Division in Detroit, Mich. “Due to the investigation, the buyer agreed to pay $38,700 in back wages owed to workers at the plant.”
If you know of anyone that worked for Cherry Blossom LLC at the time they closed their doors, the DOL has their pay. Contact the Wage and Hour Division at 313-226-7448.
Employers should make it their business to understand FLSA rules and regulations.
Tuesday, September 22, 2009
Working Sick & Swine Flu
There is a lot of talk about the H1N1 “swine flu” virus. Two surveys provide a glimpse into how many of us go into work even when we are sick and legislation is currently being considered that would mandate paid sick leave for U.S. employers.
Out of 605 U.S. respondents to a recent Society for Human Resource (SHRM) management poll, 48% said that during the past 12 months “they felt they had to” report to work sick or else their work would not get done. One out of 10 respondents said they feared they would be subject to discipline for staying home.
Monster.com conducted a poll in May 2009 and nearly 12,000 U.S. workers responded. Although results are not scientific, 71% said they report to work even when ill; 33% because they fear losing their job, 38% because their workload is too busy. Respondents to both surveys also said they cannot afford to take a day off or didn't want to use a paid vacation day.
A bill (H.R. 2460) sponsored by Rep. DeLauro has been referred to committee and it would “allow Americans to earn paid sick time so that they can address their own health needs and the health needs of their families.” The legislation as introduced by DeLauro would require employers with 15 or more employees to provide up to seven days of paid sick leave. There is a related bill in the Senate (S.1152).
I’m not convinced that mandated paid sick days will address the desire to keep employees from reporting to work sick. I think it is more of a cultural issue in the workplace. What do you think?
Out of 605 U.S. respondents to a recent Society for Human Resource (SHRM) management poll, 48% said that during the past 12 months “they felt they had to” report to work sick or else their work would not get done. One out of 10 respondents said they feared they would be subject to discipline for staying home.
Monster.com conducted a poll in May 2009 and nearly 12,000 U.S. workers responded. Although results are not scientific, 71% said they report to work even when ill; 33% because they fear losing their job, 38% because their workload is too busy. Respondents to both surveys also said they cannot afford to take a day off or didn't want to use a paid vacation day.
A bill (H.R. 2460) sponsored by Rep. DeLauro has been referred to committee and it would “allow Americans to earn paid sick time so that they can address their own health needs and the health needs of their families.” The legislation as introduced by DeLauro would require employers with 15 or more employees to provide up to seven days of paid sick leave. There is a related bill in the Senate (S.1152).
I’m not convinced that mandated paid sick days will address the desire to keep employees from reporting to work sick. I think it is more of a cultural issue in the workplace. What do you think?
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