USAA offers its employees curbside meal service during COVID-19 pandemic

HR Dive | April 02, 2020

USAA is teaming up with Sodexo to offer a curbside meal service to nearly 35,000 employees across the country, the company announced March 31. With the food delivery service, employees can place daily weekday orders for same-day curbside pick-up of prepared meals and grocery food items, such as produce. The pre-made meals are offered at half-price, while the grocery items are sold at cost. Melinda Castaneda, a director in USAA's bank contact center, voiced concern for coworkers unable to obtain essential food items during the COVID-19 pandemic and came up with an idea for a food support program, a USAA spokesperson told HR Dive in an email April 1. As a result, USAA and Sodexo are offering a new curbside meal service, in a time of social distancing, to support nearly 35,000 employees across the country. The curbside pick-up service is available to USAA employees working remotely, and those who remain at the company's offices. However, USAA said nearly 100% of its workforce is working from home. After a pilot program at company headquarters in San Antonio, the service was expanded to regional campuses in Plano, Texas; Tampa, Florida; Phoenix, Arizona; and Colorado Springs, Colorado. USAA is also providing up to three weeks of emergency pay for COVID-19 related illness, childcare issues or situations where employees are unable to work from home, the company said in a statement.

Spotlight

As a business owner, it’s important to put the customer first, but equally important is making sure your employees are engaged, meaning they feel a connection with your company and are motivated to do a good job. Amazingly, only 15% of employees worldwide are engaged.

Spotlight

As a business owner, it’s important to put the customer first, but equally important is making sure your employees are engaged, meaning they feel a connection with your company and are motivated to do a good job. Amazingly, only 15% of employees worldwide are engaged.

Related News

HR STRATEGY

Employees in Payroll to Take the Lead on Payday Accuracy

Paycom | July 15, 2021

Payroll errors are a surefire way to irritate employees, and in an era where professionals have ushered in a new era of mass resignations and job-switching, employers must do all they can to keep their best staff. While payroll FinTech has driven considerable innovation in the area, some longstanding paradigms can cause employee friction. Among these is the habit of completing payroll without the employee's involvement, a procedure that Paycom Vice President of HR Jennifer Kraszewski says may create a slew of issues. Kraszewski discussed the benefits of a self-service approach to payroll and how changing the payroll process away from decades-old patterns can help employers align how they reward employees in workflows in other areas of human resources, expenditure management, and more. Employees Take the Lead The most pressing issue with HR-directed payroll is that employees can only see their paychecks and associated data once payroll has been processed. Unfortunately, that means that any changes to wages, benefits, and cost reimbursements were made before an employee was ever aware of a potential problem. These errors can be costly, and not just for the employees. According to a 2017 study from The Workforce Institute at Kronos, 49% of professionals would start looking for new jobs after only two payroll errors. Four years later, the pressure on employers to keep their teams together has only grown due to what experts call a "Great Resignation." As more professionals want better pay and more valuable benefits, businesses face a labor shortage that experts predict would last until the fall. Meanwhile, employers cannot risk making payroll errors and losing critical talent as a result. Redirecting The Data Flow According to Kraszewski, by empowering employees to manage payroll data, the burden on HR and payroll departments is reduced. While that responsibility is then shifted to the employee, she thinks that professionals will have less time wasted. This is the idea behind Paycom's new solution, Beti. The tool guides workers through entering essential payroll data and viewing paychecks before payroll is done, giving them the chance to correct any problems or mistakes ahead of time. Meanwhile, employers retain control over how much workers are paid to enhance compliance, security, and transparency while reducing the danger of fraud. A self-service strategy is the latest in a series of attempts to disrupt payroll traditions such as the weekly, bi-weekly, or monthly payroll cycle and the widespread use of actual paper checks. Employees, who want more flexibility in the time and method of payment, are increasingly driving payroll innovation. However, some employees may be wary of being assigned yet another job. Such a pain point has motivated organizations to reduce the burden on employees in other self-service areas, such as expense management. For example, organizations switch to corporate card and spend management tools to eliminate the need for workers to create and file their expense sheets. However, for professionals who have had payroll issues, such as late or inaccurate pay, having the opportunity to review payroll before payday can be essential to resolving personal cash flow issues before they occur.

Read More

RECRUITMENT & RETENTION

Cielo Acquires Talent Function to Strengthen Market Leadership and Expand its Service Offerings

Cielo | December 04, 2020

Cielo, the world's leading Recruitment Process Outsourcing (RPO) provider, has acquired Talent Function to reinforce its market leadership and grow its service contributions. Talent Function is a consulting organization helping organizations around the globe with far reaching and forward-looking talent strategies and technology answers to deliver ROI and improved business execution. This acquisition formalizes the strategic partnership between Cielo and Talent Function that was reported in October. Elaine Orler, CEO and Founder of Talent Function, has helped worldwide organizations change their recruiting organizations with actionable techniques and technology executions since 1993. Orler is a worldwide recognized idea pioneer who is enthusiastic about improving HR and talent acquisition, validated by her founding of Talent Function and co-founding of Talent Board, the association which drives the CandE award program. Orler will assume the role of Senior Vice President – Technology Consulting at Cielo. This acquisition reinforces Cielo's investment in innovation to guarantee clients stay on top of things. In the last year, Cielo has expanded into extra geographies and services to find new and better approaches to attract and engage talent for the world's leading organizations.

Read More

Human Experience Management (HXM) Builds Momentum as More Organizations Select SAP® SuccessFactors® Solutions

SAP | November 03, 2020

SAP SE today declared that Kmart Australia Limited and Celeros Flow Technology LLC are among the most recent associations to choose SAP® SuccessFactors® Human Experience Management (HXM) Suite. Modernizing human resources (HR) frequently expects associations to smooth out cycles and bring together information over numerous frameworks and nations to convey more natural, connecting with experiences that help efficiency and backing worker improvement. HXM carries experience to the center of these innovative cycles by joining experience information and making individualized associations. With restriction in 99 nations, SAP SuccessFactors HXM Suite gives adaptable, versatile arrangements while supporting workers along their individual vocation ventures. "By delivering innovations that put people at the center of work, we continue to build momentum in the market," said Jill Popelka, president, SAP SuccessFactors. "In the third quarter, we completed more than 190 go-lives and surpassed 100 customers with over 100,000 users. As changes to work accelerate, SAP SuccessFactors solutions deliver the scale, agility and creativity HR leaders need to ensure their workforce is set up for success." Companies to have selected SAP SuccessFactors solutions in the third quarter of 2020 include: Atento S.A., a provider of customer relationship management (CRM) and business process outsourcing (BPO) services in Latin America, continues its road map of transformation with SAP. With an employee base of 135,000, the company will adopt SAP SuccessFactors solutions to unify its HR processes globally. This will enable it to increase operational efficiency by automating manual tasks and ensure data accuracy while respecting regional differences in the 16 countries in which they operate. Bahrain Airport Services (BAS) provides fully integrated ground handling services at Bahrain International Airport. The company selected SAP SuccessFactors solutions to streamline HR operations and implement a talent strategy that contributes to the company's growth. By choosing SAP SuccessFactors solutions, BAS also expects to reduce operational costs and boost productivity. Garney Construction is a leader in water and wastewater systems in the United States. As a rapidly growing organization, it realized that its current HR processes and tools could not support future expansion. Garney chose SAP SuccessFactors solutions over competitors, impressed by the "start anywhere, go everywhere" methodology. By enabling the company to prioritize where to begin automating the HR organization, Garney's HR teams can focus on strategic goals. MBO Partners Inc. delivers innovative solutions that enable organizations and talent to thrive in the independent economy. It chose SAP SuccessFactors solutions and the SAP S/4HANA® Finance solution over competitors to automate manual tasks and standardize business processes. Adopting SAP Best Practices packages will allow for quick deployment and the ability to grow to scale. Mingyang Smart Energy Group Co. Ltd., a wind turbine manufacturer and clean energy integrated solution provider, chose SAP SuccessFactors solutions to build an enterprise-wide HR management platform to meet the needs of domestic business development and support the rapid expansion in the global market. Rappi, the Latin American unicorn with presence in nine countries and more than 200 cities, continues to innovate with SAP software. With the adoption of SAP SuccessFactors solutions, the company will strengthen its human capital management strategy in countries such as Argentina, Brazil, Colombia and Mexico, where most of its workforce is based. The company will streamline its payroll management and consolidation processes and promote employee professional development. SAP SuccessFactors HXM Suite assists associations with assuming responsibility for change by adjusting how they convey HR – moving from conventional exchanges to basic, drawing in, start to finish worker experiences. For more data, visit the HR and People Engagement region of sap.com and the SAP News Center. About SAP SAP's strategy is to help every business run as an intelligent enterprise. As a market leader in enterprise application software, we help companies of all sizes and in all industries run at their best: 77% of the world's transaction revenue touches an SAP® system. Our machine learning, Internet of Things (IoT), and advanced analytics technologies help turn customers' businesses into intelligent enterprises. SAP helps give people and organizations deep business insight and fosters collaboration that helps them stay ahead of their competition. We simplify technology for companies so they can consume our software the way they want – without disruption. Our end-to-end suite of applications and services enables business and public customers across 25 industries globally to operate profitably, adapt continuously, and make a difference. With a global network of customers, partners, employees, and thought leaders, SAP helps the world run better and improve people's lives. Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as "anticipate," "believe," "estimate," "expect," "forecast," "intend," "may," "plan," "project," "predict," "should" and "will" and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP's future financial results are discussed more fully in SAP's filings with the U.S. Securities and Exchange Commission ("SEC"), including SAP's most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.

Read More