SHRM STL Increasing Your Value Live Presentation · Increasing the Value of Human Resources for the...

Increasing the Value of Human Resources for the Lewis & Clark SHRM Chapter

6/12/2019

Sarah Davidson, PHR, SHRM‐CP [email protected] 417‐569‐7710 1

Increasing Value

• Metrics

• Significant Risk Factors

• Conflict

• Resources


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• Strategic leader

• Seat at the table

• Super contributor


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POLLHow long has HR been established in

your organization?

‐ Ummm… I guess that’s me, but I also perform several other roles

‐ less than 2 years‐ 2 – 5 years‐ 5+ years


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Metrics That Matter

• # of Employees

• Turnover• Average Time to Fill

• Cost per Hire•Workers Compensation Claims


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Number of Employees

Turnover

= (# of Terminated Employees ÷ Average # of Employees During the Month) x 100

Why do you want to know this?

•Good indicator to you and your business partners

Remember: This # is specific to roles that are meant to be replaced


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Average Time to Fill

= Total # of Days of Open Jobs ÷

Total # of Jobs Open

Why do you want to know this?• To evaluate the speed of your recruitment processes

• Provide managers with realistic time frames for their vacant positions

Cost per Hire

= Total Recruiting Costs ÷

# of New Employees

Why do you want to know this?• Assess the cost effectiveness & efficiency of your recruiting process

• Identify areas for improvement

• Help guide your recruiting budget

• Make smarter investment decisions

• Define your referral bonuses

• Save your organization money in the long run


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Workers Compensation Injuries

1. # of Hours without a recordable accident2. # of Hours without a lost time accident

Why do you want to know this?• These #s are used to calculate your Total Recordable Incident Rate (TRIR), Employer Modification Rate (EMR), and more

• These #s are used to determine your insurance rates, if you can obtain additional business, and qualify for investors

• Strong safety culture is connected to high profits and productivity

What do I do with these numbers?


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Synopsis

What to include in your email

Jim, Jack, Johnny, and Jose,

Attached is a copy of the HR CNR for October. Highlights:

• Turnover in location 2 is up to 14%; primarily due to 2 employees moving & 3 employees returning to ABC (they laid 50+ ees off last year)

• Location 6 recruiting costs are high due to headhunter fees. If we use headhunters for our next 5 hires, I am anticipating this # to be $85k+ by YE; we budgeted $50k.

• We were just granted a $18k training grant for location 1


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What are the most significant risk factors for a Company with a

HR Department of One?

Wage & Hour

Most Common:

• Not calculating overtime correctly

• Not properly calculating time worked

• Not paying employees correctly

• Not paying commissions and bonuses correctly

Questions to ask yourself:

• How are you tracking time?

• Are you paying for breaks? Lunch? Travel time?

• Are you employees categorized correctly?• Exempt / Non‐Exempt


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Most Common Questions

• Paid Time Off

• Attendance Policies

• What policies do we need

• Onboarding documents

• I‐9 process

• Proper posters

• Initial employment agreements

Managers


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Benefits of Effective Conflict Resolution

To You

• Improved relationships

• Better thinking

• Enhanced management / leadership effectiveness

To Your Organization

• Savings of time & money

• Improves employee engagement

• Increases productivity• Improves working relationships / teamwork

• Creative solutions• Competitive advantage

• Manage risk

• Retain your top performers


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Conducive Conflict Discussions

Active Listening

• Listen for understanding

• Listen for feelings

• Listen for themes

• Listen for points of agreement

Guidelines

• Look at the person

• Focus on what the speaker is trying to say

• Encourage the speaker by nodding your head, smiling, saying “uh huh”

• Pay close attention to the content and feelings

• Restate in your own words

Ground Rules

• No personal attacks

• Focus on the issue

• Use “I” statements

• Avoid judging actions or motives

• Specifically describe behavior

• State real needs

Open the discussion by describing the…

• Situation• Here’s where we are

• Behavior • Here’s how we got here

• Impact• The impact if we don’t resolve

Facilitation of Conflict Discussions

• Greet participants• Promise your neutrality

• Have participants take turns• Encourage positive, open exchange• Support participation to identify possible alternatives & solutions

• Seek and document agreements

• Set boundaries• Determine follow‐up steps


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Six‐Step Conflict Resolution Process

Clarify Goal Alternatives Barriers Agree Acknowledge

Six‐Step Conflict Resolution Process

• Clarify what the disagreement is• Goal is to get both side to agree on what the disagreement is

• Goal• Goal is have both sides to agree on the desired outcome of the conflict

• Alternatives• Goal is to listen, brainstorm, communicate ways they can meet the goal in step 2

• Barriers• Goal is to talk about what problems may prevent a resolution

• Agree• Goal is to have both parties agree on the best way to resolve the conflict

• Acknowledge• Goal is to acknowledge the agreed upon solution and determine the responsibilities each party has in the resolution


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What resources are out there to help you overcome resource challenges – both time and money?


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Grants ‐ Missouri

•Missouri Works Program• Program Benefits: retention of state withholding tax of the new jobs and/or state tax credits

•On‐the‐Job Training (Show Me Heroes and other programs)• Program Benefits: reimbursed up to 50% of the wages of workers hired through this program

•Missouri Works Training• Program Benefits: reimbursed for the cost of qualified training

•Agricultural Employment Services for Employers• Program Benefits: No cost employment services; includes: recruitment and job posting assistance, pre‐employment screening, free migrant housing inspections, etc.

• Shared Work Unemployment Compensation Program• Program Benefits: Employees receive a portion of their unemployment benefits while working reduced hours; in lieu of layoff

Grants – Illinois & Federal

• Illinois• Incumbent Worker Training Program Grant

• Program Benefits: reimbursed for the cost of qualified training

• On‐the‐Job Training• Program Benefits: reimbursed up to 50% of the wages of workers hired through this program

• Apprenticeship Program• Program Benefits: will help you set up qualified apprenticeship programs through the Federal government

•Federal•Work Opportunity Tax Credit

• Program Benefits: business can earn up to $9,600 in business tax credits per eligible worker; no limit to the # of workers


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Grants & Scholarships

•SHRM Foundation• Scholarships for certifications and education

•Vendors & Customers• Scholarships for employees pursuing education

• Grants for safety incentives from Insurance providers• Example: Missouri Employers Mutual (MeM) Safety Grant program

• Program Benefits: provides financial reimbursement for the purchase of approved products and equipment that can reduce or eliminate injuries and illnesses

• Grants for employees with large medical expenses• Example: UHC Grant Program

Department of Labor (DOL)

•Opinion Letters• https://www.dol.gov/whd/opinion/guidance.htm• Fair Labor Standards Act• Family and Medical Leave Act•Migrant and Seasonal Worker Protection Act• Youth Employment

•WHD Fact Sheets• https://www.dol.gov/WHD/fact‐sheets‐index.htm

•Statistics• https://www.bls.gov/regions/mountain‐plains/mo_stlouis_msa.htm


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Department of Labor (DOL)

•Reporting & Disclosure Guide for Employee Benefit Plans https://www.dol.gov/sites/default/files/ebsa/about‐ebsa/our‐activities/resource‐center/publications/reporting‐and‐disclosure‐guide‐for‐employee‐benefit‐plans.pdf

•SHRM version(s): https://www.shrm.org/resourcesandtools/tools‐and‐samples/exreq/pages/details.aspx?erid=535


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Health Insurance Broker

•Free legal resource for benefits‐related issues or questions

•Free insurance regulations updates and seminars; certification credits

•Serve as an extension of your HR Department to:• Answer employees insurance related questions

• Research and provide real insight on benefits enrollment systems

• Complete ACA Reporting

•Wellness advocate

Accounting Firm

•Free legal resource for HR related issues

•Free seminars and training opportunities; certification credits


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Law Firm

•Regularly receive brief updates on new regulations

•Host free webinars, in‐person seminars, and conferences; certification credits

•Negotiate free management training

Occupational Medicine Providers

•Keep you up‐to‐date on drug screen tactics

•Drive more positive relationships with employees & the employer


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Network of Professionals & Peers

Paul Falcone’s Books

• 101 Sample Write‐Ups for Documenting Employee Performance Problems

• 96 Great Interview Questions to Ask Before You Hire

• 2600 Phrases for Effective Performance Reviews: Ready‐to‐Use Words and Phrases That Really Get Results


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Cheat Sheet Books

• Perfect Phrases series

• Creative Onboarding Programs

Good Reads

•HR or any business‐related books (audio books too!)• “Crucial Conversations”• “The Five Dysfunctions of a Team”

• “Who Moved My Cheese”

• LinkedIn – HR groups• “Linked:HR (#1 Human Resources Group)”

• “SHRM Official Group”

• LinkedIn, Facebook, and Twitter – HR topics and authors•@Hrdotcom

•@SHRM

•@Paul Falcone


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Good Reads

•HR Blogs• https://www.hrbartender.com/• https://www.tlnt.com/• http://www.evilhrlady.org/

•HR articles (Huffington Post, Forbes, Fast Company, etc)• Why We Hate HR

• https://www.fastcompany.com/53319/why‐we‐hate‐hr

• Ten Reason Everybody Hates HR• https://www.forbes.com/sites/lizryan/2016/07/27/ten‐reasons‐everybody‐hates‐hr/#73b28fff5af4

• Best HR Articles in 2018• https://www.hrexchangenetwork.com/hr‐talent‐management/articles/best‐hr‐articles‐of‐2018

Other Sources

•HR Radio / Podcasts• HR Happy Hour

• http://www.blogtalkradio.com/steve‐boese

• DriveThruHR• http://www.blogtalkradio.com/drivethruhr

•Collegiate Connections• HR Professors• Counselors• Classmates


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Questions

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