Newsletter
February 2012 |
| From Janelle's Desk |
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A New Year always begins with great resolutions to work smarter, be more efficient and any number of other positive aims. Over the course of a few weeks, the pressures of routine build up and soon the plans and promises are forgotten in the need to keep running faster just to stay in the same place. This can affect efficiencies in any department of a company, but when it affects HR, the cascading impact is felt throughout the organization. |
Routine is the bane of HR. Payroll, W2s and W3s, federal, state and local taxes and all kinds of statutory compliances take up a huge amount of time, manpower and mindshare. But they are all important functions and need to be given importance and handled carefully. Stop and think about the time you devote to controlling these operations, even if you are not directly supervising. Suppose you could use this time for the creative thinking that HR needs to innovate and stay fresh – a stale and boring HR set up will result in stale and boring people who will affect productivity.
Every HR manager has ideas he or she would like to experiment with or implement. And even more that he or she knows will emerge if there was time to think and be creative. But how can this be done? Increasing the size of the HR department is not the answer – there will just be more people to supervise and more time required for it. The solution is to offload the routine and give the HR manager and the whole department the time and resources to be truly creative and introduce systems and policies that will energize the organization. That is the prime function of HR – to motivate and energize, not to merely administer.
Being able to do this is now amazingly simple. Direct Personnel Leasing (DPL) is a division of Locate Staffing. It is a Professional Employer Organization (PEO). A PEO is a company that contractually assumes and manages critical human resource responsibilities and employer liability for businesses. Direct Personnel Leasing employs Human Resources, Payroll, Benefits, and Safety & Workers Compensation to provide a customized solution for its clients.
When you engage DPL as your PEO we become joint employers of the staff in your organization. You retain complete administrative control and there will be no interference in this. But DPL will take over all the nonproductive operations that take up so much of your time and manpower. This means that the HR department can focus on its core operational criteria without the distractions of the routine which DPL will manage and be responsible for.
It is an innovative solution for an age old problem – safely managing the routine and legal requirements without having to devote scarce time and mindshare to them. When HR is free to be creative, the results can transform an organization and place it in a position of continued long term growth.
If this sounds like the breakthrough you have been looking for, contact us and we'll show you the many benefits that will accrue to you. Whatever be the administrative needs and functions, DPL has a solution for you.
Until next month...
- Janelle |
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Are Workshops And Seminars A Waste Of Time? |
All businesses appreciate the need to keep employees efficient and up to date on new systems and procedures. The functioning and profitability of the company depends on it. So employees, at all levels, are sent off to attend workshops, seminars and training sessions. These could be for a few hours in the conference room or a few days in the wilderness for a team building exercise. Qualified trainers are engaged at a huge cost. Operations across the company are affected as those attending the events are not available for normal work. But it's all worthwhile because people come back from these workshops etc. energized and better equipped so they perform more efficiently. Or Do they?
There are three typical reactions among employees being sent for training:
• It's a paid holiday where I can relax for a few hours or days away from the pressure of work while I pretend to listen to some guy telling me stuff I already know.
• It's an utter waste of time. I know my work and taking me away from it so that I have a big backlog when I return is nonsense. I'll go because I have to.
• I'm glad to have this opportunity to improve my skills and learn something new which I can use to perform better.
Obviously the third response is the one the company wants, but the fact is that the first two are the most common. And the cynicism that the first two reactions engender is usually so strong that those who would like to use what they have learned often lose their enthusiasm. And that is why these training programs and workshops are never as productive as they should be.
The solution lies in developing a system of follow up. Obtaining immediate feedback after the workshop is a common practice but the follow up usually ends there. What is needed is a long term plan where post seminar performance is monitored and any lack of improvement is noted and discussed with the employee. At the same time, appreciable improvements in performance should be rewarded. And both of these should be done in a manner that the whole organization knows that the company is serious about getting a return on the investment they have made in the training.
Every organization will have different evaluation parameters and can work out its own system. But by ensuring that staff knows that workshops and seminars are serious parts of their assignments, management is prodding those who do not take them seriously to start being more attentive. And within a surprisingly short time this value given to learning and refining skills – as demonstrated by the discreet yet vigorous follow up - will become an integral part of the business' work culture. And then people will be vying for opportunities to learn and improve their performance and prospects.
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Corporate Office: 1520 Saemann Avenue, Sheboygan WI 53081 | Phone 920-451-1313 | Fax 920-451-1526 | Site Map
