Using GPS as a way to monitor employees

Cloud-based technology and the use of social media has created a new technology channel for HR to attract and manage current employees in the workplace. Are there any specific technologies that have been found to be more efficient than others in your place of business? . “Cloud computing promises benefits in numerous functional areas, but in few has the impact been felt as keenly as in human resources. Particularly for core "back office" HR areas such as benefits, time and attendance, and systems of record, decades spent using -- and customizing -- on-premises software have created considerable inertia” (Noyes, 2016).

Reference:

Noyes, K. (2016). How the Cloud is transforming HR. Computerworld. Retrieved From. http://www.computerworld.com/article/3049420/cloud-computing/how-the-cloud-is-transforming-hr.html

 

 

 

 

 

 

Ideas on how to apply the information presented in Week 4 and working with HR:

 

I see using social media tools in HR as a way to enhance the overall onboarding and follow up experience with employees. I would encourage HR to use tools such as Facebook and LinkedIn to research and post for openings in the company and then do some follow up on the potential candidates to see how they portray themselves on these public forums. By using a cloud based payroll and benefits system I can see the employees being more engaged by taking advantage of their retirement and payroll options and becoming more savvy in their decisions with their future and how they want to positon their savings plan. I see our employees as our customers in some respects as they are needing services to perform their jobs and these types of cloud based or mobile services that we can offer them will enhance their signature experience with the bank and make them a happier employee and want to continue to work here.

 

A product that I found that uses an internal social media was Jostle. This product is a intranet based module that offers several features that keep employees engaged and on task. Jostle uses a town hall forum to give employees a place to ask questions, both public and confidential, and the employee can join the conversation from their smartphone or tablet. Another feature is that it allows you to create teams and smaller groups so if there a specific project or task that is being done, it does not need to be shared to all employees. For new employees it provides a search feature by name so that other employees in larger companies can see photos and bios of their peers and create relationships based not only on job duties, but outside interests as well. A library feature allows all company resources and data to be accessible in one place as a reference tool for employees in all areas of the company.

I see a parallel to this similar to Facebook, but with more detail and contained only to employees of the company. This is a product that I found very interesting and am going to seek it out further for the Bank as a way for staff to communicate and connect. I would like to see the HR department here at the Bank use this tool to do an overhaul of our current technology channels to share communication and information. As a manager in concert with HR,  I would use this tool to post employee promotions and upcoming dates of project milestones as well as maybe birthdays and anniversaries. I would also want to start to incorporate a online monthly newsletter that departments can post and share what happened in their area monthly and share any personal or professional information. HR can post new hire information with a picture and contact information for the new hire. I would also ask HR to help me with questions regarding open enrollment and coverages as that is an issue at the end of the year as the medical insurance and dental insurance and open a discussion forum so employees can ask questions about their coverage or if their status has changed from last year. 

 

Socialcast is another internal social media tool that I found interesting. Socialcast is more project based and connects people within the company and is a centralized hub of business driven functions. Employees can seek out and post thoughts and ideas and receive real time feedback. The information is centralized and is easy to access with everything relating to the project is in one place. It offers a reports tool that can be used to track a project's progress and highlight deadlines. This appears to be a more functionality platform that one that entertains more human related issues like Jostle. I can see a use for this when you are heavily project based and have multiple events running simultaneously and need to have the ability to track and monitor progress on all levels. As a manager I would use this tool to navigate through a new project. We recently added new loan product and this would be a great way to vet employee feedback on the product and HR could help with the way we hire new people for the department to handle the marketing and production of the new initiative.

 

I see the training function in HR becoming more and more mobile and web based which I have to say I think is somewhat detrimental only because in some cases it is better to have an instructor in a setting face to face with their undivided attention. As you stated earlier there is a benefit for not have the expense of hotels, meals, and mileage for employees to attend training "A poll of senior HR professionals has revealed that online learning will form the single, largest part of their organisations' future training delivery" (ELearning Age, 2007). What I have seen in other organizations is that when times get tough, the training budget is usually the first to get shaved down. I do think there is a line that should not be crossed when considering budget cuts in training and at some point the organization may suffer "there is no replacement for a properly funded, carefully constructed and professionally delivered training programme - and your employees might be in need of that now more than ever" (Blyth, 2009).



 

In more recent posts with classmates the idea of GPS as a tool to be used in HR.  A GPS device can be helpful for managers who have employees that have to drive as part of their job "there are a lot of good reasons why employers might want to track company vehicles through a GPS monitoring device - from managing logistics and efficiency, to enforcing compliance with company policies and procedures, to ensuring employees' safety" (Meneghello, 2014). I think there is a fine line that should not be crossed. Employers need to be extremely clear and let their employees know that their driving will be monitored and there will be ramifications if there are any instances that are outside the business route that cannot be explained and of course this should be in a document that is signed by the employer and the employee. Using GPS tracking I think is fairly new to the industry with regards to tracking employees so as a manager I would stay on top of the regulations that may develop as a result of this technology becoming more utilized.

 

 



 

 

References:

 

Blyth, A. (2009). Number crunching training budgets. Personnel Today, , 20-21. Retrieved from.

http://search.proquest.com.prx-necb.lirn.net/docview/229901181?accountid=33575



 

HR executives predict the future of learning is online. (2007, 02). E.Learning Age, , 2. Retrieved from http://search.proquest.com.prx-necb.lirn.net/docview/200930201?accountid=33575 (Links to an external site.)

Meneghello, R. (2014). OP-ED: Tracking employees via GPS may generate TMI. Daily Journal of

Commerce, Retrieved from
http://search.proquest.com.prx-necb.lirn.net/docview/1543248038? accountid=33575   





 



 

 

 

 

 

 

There are several companies that have a unique corporate culture and it is interesting to see what they do to attract and retain talent. Nordstrom Department Stores is a company that is know for an 80 year corporate culture that sets them apart from other retailers:


"Retail department store giant Nordstrom has four key values:
* Service to the customer above all else
* Hard work and individual productivity, never being satisfied
* Excellence in reputation
* Being part of something special " (Goldman, 2013).

I am curious what are other industries recognize as their leader in corporate culture. Disney seems to come to mind when I think about parks and entertainment.

Reference:

Goldman, J. (2013, Jun 21). Guiding your company. Baltimore Jewish Times, 332, 45. Retrieved from http://search.proquest.com.prx-necb.lirn.net/docview/1399690100?accountid=33575  

Companies that have a great culture for employees

I am looking for suggestions for companies that have created a culture that is unique and make people want to work for them. If you know of any companies that provide a interesting way to attract talent or if they have a different way of making their employees want to stay and grow with them I would appreciate any thoughts or feedback of experiences you may have heard of or participated in.

Communications Audit

I have chosen to reach out to the SHRM community to see what feedback I can get regarding the implementation and results. I would also like to hear about the success rate of the audit and if the audit findings are still in place.

Based on the response to the above thread, I found the expanded blog when I clicked on the link.



 

 

Based on Mary's response I have learned that the communications audit is not only a tool to initiate a process to improve communication, but it can also be used as a way to identify deficiencies in an existing platform. The triggers that she mentions can be applied to all areas not just HR as she mentions and they can be paralleled to other business functions where HR takes an active role in the strategic solution. I appreciate the feedback that Mary provided and it has me thinking of communication audits as a function of the business overall and not just the HR function. In hindsight, I could have used a communications audit as part of a new loan software product we were launching and could have included other areas of the bank in addition to the loan staff to get more of a global sense of what methods, such as surveys or how to roll this out would have created the most benefit to the bank and those involved. I now see how the audit can be not only a function of HR, but a function of the bank in any strategic process going forward and I will definitely use this in the future.

 

 

 

 

 

SWOT Analysis analyzing communication

I am looking to see if anyone has conducted a SWOT analysis as part of a communications audit and if so was it useful to your company as a learning tool in your human resources department. I am thinking of implementing one where I work, but would like some feedback before I dive into this venture.

Although I did not receive any feedback through SHRM Connect, I think that taking the approach by using SWOT analysis with regards to communications would be a structured and visual aid for the HR department to use in meetings with senior management or branch staff to engage them in the process of improving communication channels. "A SWOT summary can be useful for strategy development in a communication project or program as well as in an annual communication plan. It is especially useful for deciding the key points in your messaging" (Harrison, 2016). I see our HR department finding this approach useful because it breaks out the strengths, weaknesses, opportunities and threats so they can be addressed separately , but then melded together to create an overall strategic plan. I also see this as a cost friendly way to get the communications audit in motion without any high priced software or paying for outside webinars or other electronic means.

I read an article from the library titled 7 Steps to a Successful Communications Audit by Sue Zoldak and found the steps very insightful and a great roadmap for a conducting a rewarding audit.

1. Remind Yourself of the Mission: " Elevate the purpose of your communications to serve that mission. It's this higher level framework that allows you to properly evaluate the purpose of each communications tactic. Without it, you run the risk of misjudging the purpose of your communications materials" (Zoldak, 2014). This keeps the HR department cognizant of the audit truly convey the company's reason they are in business and be able to carry that into the future.

2.  Decide What You Are Auditing: All areas of communication can fall under this audit, you just need to be aware of the scope so that your can share the information with your employees without overwhelming them. Keeping the audit focused is key in the process.

3. Lay Out All Your Materials: This step is very visual and involves actually placing all materials on a table and asking if everything is consistent and is there a brand that is presented that is recognizable. Also we need to ask if the content is relevant or out dated and if there is anything that should be taken out due to age or lack of use. In addition, can the materials be converted into a digital or electronic format to accommodate new social media channels.

4. Ask for Feedback: This step can involve creating and administering a survey that ensures the employee can provide answers anonymously. We can also hire a 3rd party to conduct the survey and analyze the data and provide a report of the results. We would need to find out what is the best fit for our company and maybe see what other banks are using being in the same industry.

5. Take A Step Back: By turning on our eyes and ears we can gather information and start to recognize any patterns , both good and not so good, on how effective the communication is and identify any challenges that may need some tweaking.

6. Define the Steps to Get Where You Want to Be: By thinking about what the end result is that you want from the audit. I think by setting long term and short term goals, we can make lists of challenges and objectives that fit not only budgetary constraints, but also be realistic in their end result.

7. Set the Date for Your Next Audit: This is critical to the audit's long term success. We would need to set the date for the following audit so that milestones are kept out on the horizon as a way to keep the process ongoing. Also, the more that is noted in the current audit can be some of the first items addressed going forward and then it only can improve from there.

References:

Harrison, K. (2016). Make the Most of SWOT analysis for communication projects. Cutting Edge PR. Retrieved From. http://www.cuttingedgepr.com/articles/swot-analysis-communication-projects.asp

Zoldak, S. (2014). 7 steps to a successful communications audit. Campaigns & Elections, (323), 13-14. Retrieved from http://search.proquest.com.prx-necb.lirn.net/docview/1518923373?accountid=33575  





These were some responses that I received for my question regarding my HR department of one. They were sent via email :

The following message has been sent to you in response to your Discussion message

Message From: Dharma Rebecca Funder

Hi Lori,

 

it really depends on how much the HR department is doing.

 

 

I have a few things that I use often:

 

Through our Benefits Broker we have access to legal advice at BizAssure. Highly recommend that. As well as managers trainings for: Sexual Harassment, EEOC, FMLA and ADA.

 

Through our Workers Comp, I have access to HR365, Safety Trainings, Emergency Preparedness and Disaster Plan guidance, as well as Workplace Violence. That is also done in coordination with our local Fire and Sheriff's Departments. HR 365 has quite a few things available that can be useful, however I find them to be more of a guidance where as mentioned below, the Chamber or SHRM has a lot more specific supporting materials.

 

For payroll and HR tracking, we have Paychex Flex and the HR Portal. Not doing the recruiting through the site, as we are doing that all manually and through local job posting sites. This allowed me to track all OT, Sick Time, PTO, EEO, and much more. Made it much easier to focus on all the other things but were also very helpful when analysing needs and plan/prepare surveys, strategies and determine true needs.

 

Recruiting really depends on what you are looking for. I have accounts with The Ladder, Indeed and LinkedIn. They all offer free job postings. For some more extensive regular recruiting, I would probably look into services such as ADP as they have a HR platform with WorkForceNow. Quite useful.

 

Personally I have memberships with our state Chamber, CalChamber, SHRM and HRCI. Great resources for EE Handbooks, procedures, Checklists. Well worth the money, especially SHRM and the Chamber as they are state specific. Especially helpful for California.

 

Hope this is helpful.

 

Have a great day.
------------------------------
Dharma Rebecca Funder
HR Manager
Boulder Creek Pharm/New Leaf
Felton CA

This was another response:

The following message has been sent to you in response to your Discussion message

Message From: Patrick McNealy

I am an HR Manager of a five company organization with 180 employees. I get help from the office managers when face-to-face interaction is necessary for administrative tasks. The key, in my role, is automation. We use an HRM system that integrates with applicant tracking, background, and drug screening. 

 

If you use technology, you can easily manage 70 employees. 

 

 

I hope this helps.
------------------------------
Patrick McNealy
Outdoor Network

HR Department of One

 

 

 

 

 



 

We have one HR Director to handle all the functions of the department and I was curious to see what other areas businesses outsource to make the time and efficiency of the position operate at its full potential. Communication appears to be a component that cannot be outsourced. An effective department of one in the HR arena has to keep their communication skills at the top of the list of priorities "communication is essential in a one-person HR department because no one is there to back you up if you do not or cannot communicate effectively. During change efforts, poor communication can lead to loss of confidence from the leadership team (particularly as to HR's effectiveness and value), loss of trust from employees, and mistakes in the change process affecting time, cost and effectiveness" (Jones, 2016).

 

Reference:

 

Jones, J. (2016). Managing organizational change with an HR department of one. HRNews, Retrieved from http://search.proquest.com.prx-necb.lirn.net/docview/1823523707?accountid=33575

 

 

 

 

 

 

 

 

Lori,

 

I cut my HR teeth on the Employers' Association.  I used them more for consultation on specific projects, and they have a good hotline.  I haven't used them for too many outsourced functions, although if I get to that point they would be my first choice.

 

AIM seems to be more involved on the legislative level, advocating for employer issues in the Commonwealth.  They are a good resource for information and I've be satisfied with the training sessions I've attended, but I've never outsourced to them.

 

Good luck.  Let me know if you have any other questions,

 

Kathleen

_________________________________

 

Kathleen S. Monast

Director of Human Resources

East Coast Tile Group

P.O. Box 909, Ludlow, MA 01056

Desk:  413.583.4246, extension 1033

Fax:  413.589.1969