5 tips for HR: Employee communications during coronavirus outbreak

March 17, 2020 | 128 views

The new coronavirus pandemic is a historical event likely to reshape the future of work in both subtle and overt ways. HR leaders have a critical role in creating empathetic, open communication to address employee experience and prevent a drop in morale. For many workers, telework is new territory and that means HR needs to guide the transition and pay special attention to how the move is communicated. "HR needs to own the practice of remote work," said Daniel W. Rasmus, founder and principal analyst at Serious Insights, an industry analyst firm. "They need to facilitate the discussion about how people work, how measurements change, and lead collaboratively with IT to put the right toolset in place."

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Toonmedia Technologies Pvt ltd

The TOONMEDIA Consultants, TOONMEDIA Technologies Pvt,Ltd. & TOONMEDIA Global Pte.Ltd. are Unit of TOONMEDIA Group of Companies for the Sofwware Services, Bilingual HR Consulting / Recruitment & Business / Management Consulting Service.

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TALENT MANAGEMENT

Why Do Companies Hire on Third-Party Payroll?

Article | July 20, 2022

While most operators would suggest that salaries and payments are the business’s strategic components since it populates the Sales, General & Administrative line item, a significant portion of businesses across the globe outsource it to third-party service providers. As per a Deloitte survey, 24%-27% of firms across North America, Latin America, EMEA, and APAC outsourced their payroll management function to third-party vendors. Payroll management services generally include a basket of services like: Integrating time-sheets into payable salaries and tax liabilities. Managing tax-deducted at source, tax filings, and deductions. Providing management reports. Managing wage garnishments and other ad hoc requirements. Processing payment discrepancies.

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HR PRACTICE

HR Compliance: Get Back to Basics During the Great Reset

Article | July 15, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

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HR PRACTICE,HR STRATEGY

What Unconventional People Analytics Looks Like?

Article | August 8, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

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EMPLOYEE EXPERIENCE

Purposeful Employee Well-being: Making Data-based Decisions

Article | May 19, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

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Toonmedia Technologies Pvt ltd

The TOONMEDIA Consultants, TOONMEDIA Technologies Pvt,Ltd. & TOONMEDIA Global Pte.Ltd. are Unit of TOONMEDIA Group of Companies for the Sofwware Services, Bilingual HR Consulting / Recruitment & Business / Management Consulting Service.

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PAYROLL

Elements Launch GoGlobalGov, a Holistic Employment and Expansion Program for OCONUS Government Contractors

Elements Global Services | February 19, 2021

Elements Global Services, Inc., a global HR technology provider and pioneer of the direct Employer of Record (EOR) model, has announced the launch of GoGlobalGov, a holistic employment and expansion solution for Outside [the] Contiguous United States (OCONUS) government contractors. The program is exclusively designed for the U.S. Department of Defense (DoD) and United States Agency for International Development (USAID) Contractors. Elements Global Services is present in over 135 countries, has become the foremost resource for government services providers. The program was designed by Elements Global Services and its team of specialists to exclusively cater to the needs of government contractors. GoGlobalGov offers prime and sub-contractors a customized solution of Elements' award-winning direct EOR, Administrative Services Outsourcing (ASO), Business Process Outsourcing (BPO) services, and Global Business Consulting services which are proven to help win and rapidly scale up global bid-to-win projects. Rick Hammell, CEO and Founder of Elements Global Services, said, "Elements partners with the industry's leading experts and has a unique understanding of what government services providers are looking for when it comes to winning and executing projects on a global level. We continue to see demand for a solution that offers contractors access to services and expertise under one platform. GoGlobalGov is designed to simplify the process and provide the infrastructure needed to bid and execute projects throughout the world." GoGlobalGov is powered by Elements', has recently launched leading-edge HR tech tools, namely, Expandopedia - a global business intelligence platform ApprovPay - its proprietary global payroll and benefits management platform GoGlobalGov offers an all-inclusive solution that allows contractors to quickly onboard and manage projects in over 135 countries globally, while consulting all regulatory and legal necessities globally, regionally, and locally. Rick Hammell, also added "Elements has worked hard to become the first-choice subcontractor for government services contractors looking to win and execute projects around the globe. As contractors look to take advantage of the incoming USAID and Department of Defense projects made possible by the newly freed-up funds, GoGlobalGov and Elements are ideally situated to help contractors succeed with our collection of the right solutions, tools, and expertise."

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Private Sector Employment Increased by 365,000 Jobs: ADP National Employment Report

ADP | November 05, 2020

Private sector employment increased by 365,000 jobs from September to October according to the October ADP National Employment Report®. Broadly distributed to the public each month, free of charge, the ADP National Employment Report is produced by the ADP Research Institute® in collaboration with Moody's Analytics. The report, which is derived from ADP's actual payroll data, measures the change in total nonfarm private employment each month on a seasonally-adjusted basis. Total U.S. Nonfarm Private Employment: 365,000 By Company Size - Small businesses: 114,000 1-19 employees 63,000 20-49 employees 51,000 - Medium businesses: 135,000 50-499 employees 135,000 - Large businesses: 116,000 500-999 employees 32,000 1,000+ employees 83,000 By Sector - Goods-producing: 17,000 Natural resources/mining 3,000 Construction 7,000 Manufacturing 7,000 - Service-providing: 348,000 Trade/transportation/utilities 53,000 Information 0 Financial activities 6,000 Professional/business services 60,000 - Professional/technical services 19,000 - Management of companies/enterprises 2,000 - Administrative/support services 40,000 Education/health services 79,000 - Health care/social assistance 68,000 - Education 11,000 Leisure/hospitality 125,000 Other services 23,000 * Sum of components may not equal total, due to rounding. - Franchise Employment** Franchise jobs 49,600 "The labor market continues to add jobs, yet at a slower pace," said Ahu Yildirmaz, vice president and co-head of the ADP Research Institute. "Although the pace is slower, we've seen employment gains across all industries and sizes." The matched sample used to develop the ADP National Employment Report was derived from ADP payroll data, which represents 460,000 U.S. clients employing nearly 26 million workers in the U.S. The September total of jobs added was revised from 749,000 to 753,000. The November 2020 ADP National Employment Report will be released at 8:15 a.m. ET on December 2, 2020. About the ADP National Employment Report® The ADP National Employment Report® is a monthly measure of the change in total U.S. nonfarm private employment derived from actual, anonymous payroll data of client companies served by ADP®, a leading provider of human capital management solutions. The report, which measures nearly 26 million U.S. workers, is produced by the ADP Research Institute®, a specialized group within the company that provides insights around employment trends and workforce strategy, in collaboration with Moody's Analytics, Inc. Each month, ADP Research Institute issues the ADP National Employment Report as part of the company's commitment to adding deeper insights into the U.S. labor market and providing businesses, governments and others with a source of credible and valuable information. The ADP National Employment Report is broadly distributed to the public each month, free of charge. The data for this report is collected for pay periods that can be interpolated to include the week of the 12th of each month, and processed with statistical methodologies similar to those used by the U.S. Bureau of Labor Statistics to compute employment from its monthly survey of establishments. Due to this processing, this subset is modified to make it indicative of national employment levels; therefore, the resulting employment changes computed for the ADP National Employment Report are not representative of changes in ADP's total base of U.S. business clients. About the ADP Research Institute The mission of the ADP Research Institute is to generate data-driven discoveries about the world of work, and to derive reliable economic indicators from these insights. We offer these findings to the world at large as our unique contribution to making the world of work better and more productive, and to bring greater awareness to the economy at large. About Moody's Analytics Moody's Analytics provides financial intelligence and analytical tools to help business leaders make better, faster decisions. Our deep risk expertise, expansive information resources, and innovative application of technology help our clients confidently navigate an evolving marketplace. We are known for our industry-leading and award-winning solutions, made up of research, data, software, and professional services, assembled to deliver a seamless customer experience. We create confidence in thousands of organizations worldwide, with our commitment to excellence, open mindset approach, and focus on meeting customer needs. About ADP (NASDAQ – ADP) Designing better ways to work through cutting-edge products, premium services and exceptional experiences that enable people to reach their full potential. HR, Talent, Time Management, Benefits and Payroll. Informed by data and designed for people. ADP, the ADP logo, and Always Designing for People, ADP National Employment Report, ADP Small Business Report, ADP National Franchise Report, and ADP Research Institute are registered trademarks of ADP, Inc. All other marks are the property of their respective owners.

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Tesla will cut California factory workforce after coronavirus shelter-in-place order

The Verge | March 18, 2020

Tesla will reduce its workforce at its Fremont, California, car factory after the local Sheriff’s Office said the company was not complying with a three-week shelter-in-place order meant to curb the spread of the novel coronavirus, BuzzFeed News is reporting. The Silicon Valley automaker will drop from around 10,000 employees to 2,500, though it’s unclear when the scaleback will take place, or what the company is doing to prevent those workers from being infected with or spreading the virus. The shelter-in-place order was announced on Monday in six counties in the San Francisco Bay Area, and it went into effect early Tuesday morning. All nonessential businesses were told to close down, and millions of residents were told to only leave their homes for essential activities like buying food. But Tesla continued to operate at full capacity in the interim. That prompted the Alameda County Sheriff’s Office to tweet late on Tuesday that the company’s automotive factory was “not an essential business as defined in the Alameda County Health Order.”

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PAYROLL

Elements Launch GoGlobalGov, a Holistic Employment and Expansion Program for OCONUS Government Contractors

Elements Global Services | February 19, 2021

Elements Global Services, Inc., a global HR technology provider and pioneer of the direct Employer of Record (EOR) model, has announced the launch of GoGlobalGov, a holistic employment and expansion solution for Outside [the] Contiguous United States (OCONUS) government contractors. The program is exclusively designed for the U.S. Department of Defense (DoD) and United States Agency for International Development (USAID) Contractors. Elements Global Services is present in over 135 countries, has become the foremost resource for government services providers. The program was designed by Elements Global Services and its team of specialists to exclusively cater to the needs of government contractors. GoGlobalGov offers prime and sub-contractors a customized solution of Elements' award-winning direct EOR, Administrative Services Outsourcing (ASO), Business Process Outsourcing (BPO) services, and Global Business Consulting services which are proven to help win and rapidly scale up global bid-to-win projects. Rick Hammell, CEO and Founder of Elements Global Services, said, "Elements partners with the industry's leading experts and has a unique understanding of what government services providers are looking for when it comes to winning and executing projects on a global level. We continue to see demand for a solution that offers contractors access to services and expertise under one platform. GoGlobalGov is designed to simplify the process and provide the infrastructure needed to bid and execute projects throughout the world." GoGlobalGov is powered by Elements', has recently launched leading-edge HR tech tools, namely, Expandopedia - a global business intelligence platform ApprovPay - its proprietary global payroll and benefits management platform GoGlobalGov offers an all-inclusive solution that allows contractors to quickly onboard and manage projects in over 135 countries globally, while consulting all regulatory and legal necessities globally, regionally, and locally. Rick Hammell, also added "Elements has worked hard to become the first-choice subcontractor for government services contractors looking to win and execute projects around the globe. As contractors look to take advantage of the incoming USAID and Department of Defense projects made possible by the newly freed-up funds, GoGlobalGov and Elements are ideally situated to help contractors succeed with our collection of the right solutions, tools, and expertise."

Read More

Private Sector Employment Increased by 365,000 Jobs: ADP National Employment Report

ADP | November 05, 2020

Private sector employment increased by 365,000 jobs from September to October according to the October ADP National Employment Report®. Broadly distributed to the public each month, free of charge, the ADP National Employment Report is produced by the ADP Research Institute® in collaboration with Moody's Analytics. The report, which is derived from ADP's actual payroll data, measures the change in total nonfarm private employment each month on a seasonally-adjusted basis. Total U.S. Nonfarm Private Employment: 365,000 By Company Size - Small businesses: 114,000 1-19 employees 63,000 20-49 employees 51,000 - Medium businesses: 135,000 50-499 employees 135,000 - Large businesses: 116,000 500-999 employees 32,000 1,000+ employees 83,000 By Sector - Goods-producing: 17,000 Natural resources/mining 3,000 Construction 7,000 Manufacturing 7,000 - Service-providing: 348,000 Trade/transportation/utilities 53,000 Information 0 Financial activities 6,000 Professional/business services 60,000 - Professional/technical services 19,000 - Management of companies/enterprises 2,000 - Administrative/support services 40,000 Education/health services 79,000 - Health care/social assistance 68,000 - Education 11,000 Leisure/hospitality 125,000 Other services 23,000 * Sum of components may not equal total, due to rounding. - Franchise Employment** Franchise jobs 49,600 "The labor market continues to add jobs, yet at a slower pace," said Ahu Yildirmaz, vice president and co-head of the ADP Research Institute. "Although the pace is slower, we've seen employment gains across all industries and sizes." The matched sample used to develop the ADP National Employment Report was derived from ADP payroll data, which represents 460,000 U.S. clients employing nearly 26 million workers in the U.S. The September total of jobs added was revised from 749,000 to 753,000. The November 2020 ADP National Employment Report will be released at 8:15 a.m. ET on December 2, 2020. About the ADP National Employment Report® The ADP National Employment Report® is a monthly measure of the change in total U.S. nonfarm private employment derived from actual, anonymous payroll data of client companies served by ADP®, a leading provider of human capital management solutions. The report, which measures nearly 26 million U.S. workers, is produced by the ADP Research Institute®, a specialized group within the company that provides insights around employment trends and workforce strategy, in collaboration with Moody's Analytics, Inc. Each month, ADP Research Institute issues the ADP National Employment Report as part of the company's commitment to adding deeper insights into the U.S. labor market and providing businesses, governments and others with a source of credible and valuable information. The ADP National Employment Report is broadly distributed to the public each month, free of charge. The data for this report is collected for pay periods that can be interpolated to include the week of the 12th of each month, and processed with statistical methodologies similar to those used by the U.S. Bureau of Labor Statistics to compute employment from its monthly survey of establishments. Due to this processing, this subset is modified to make it indicative of national employment levels; therefore, the resulting employment changes computed for the ADP National Employment Report are not representative of changes in ADP's total base of U.S. business clients. About the ADP Research Institute The mission of the ADP Research Institute is to generate data-driven discoveries about the world of work, and to derive reliable economic indicators from these insights. We offer these findings to the world at large as our unique contribution to making the world of work better and more productive, and to bring greater awareness to the economy at large. About Moody's Analytics Moody's Analytics provides financial intelligence and analytical tools to help business leaders make better, faster decisions. Our deep risk expertise, expansive information resources, and innovative application of technology help our clients confidently navigate an evolving marketplace. We are known for our industry-leading and award-winning solutions, made up of research, data, software, and professional services, assembled to deliver a seamless customer experience. We create confidence in thousands of organizations worldwide, with our commitment to excellence, open mindset approach, and focus on meeting customer needs. About ADP (NASDAQ – ADP) Designing better ways to work through cutting-edge products, premium services and exceptional experiences that enable people to reach their full potential. HR, Talent, Time Management, Benefits and Payroll. Informed by data and designed for people. ADP, the ADP logo, and Always Designing for People, ADP National Employment Report, ADP Small Business Report, ADP National Franchise Report, and ADP Research Institute are registered trademarks of ADP, Inc. All other marks are the property of their respective owners.

Read More

Tesla will cut California factory workforce after coronavirus shelter-in-place order

The Verge | March 18, 2020

Tesla will reduce its workforce at its Fremont, California, car factory after the local Sheriff’s Office said the company was not complying with a three-week shelter-in-place order meant to curb the spread of the novel coronavirus, BuzzFeed News is reporting. The Silicon Valley automaker will drop from around 10,000 employees to 2,500, though it’s unclear when the scaleback will take place, or what the company is doing to prevent those workers from being infected with or spreading the virus. The shelter-in-place order was announced on Monday in six counties in the San Francisco Bay Area, and it went into effect early Tuesday morning. All nonessential businesses were told to close down, and millions of residents were told to only leave their homes for essential activities like buying food. But Tesla continued to operate at full capacity in the interim. That prompted the Alameda County Sheriff’s Office to tweet late on Tuesday that the company’s automotive factory was “not an essential business as defined in the Alameda County Health Order.”

Read More

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