Where can you hear over twenty HR professionals from all different types of businesses share their best practices on everything from compensation to employee wellness to administrative meetings? At KY SHRM, of course! For the past few years, Hanna Resource Group has hosted two modules on Best Practices for High Impact HR and, after HRG staff members present some of their favorites, the floor is opened up for those in attendance to flip the tables and share their own ideas. Attendees were also incentivized to get up and present by the offer of prizes – $100 for first place, $50 for second place, and $25 for third place. Attendees voted for their favorites at the end of the session, and there was no shortage of great ideas to choose from!
The winner by a landslide in one of the sessions was Eileen Coleman with New Mather Metals. In order to ensure consistency with their HR and administration processes in general, they would schedule a ‘consistency meeting’ at the same time each month in order to compare notes, check progress, and keep things headed in the right direction. For those folks tasked with keeping systems and processes in order, a meeting focused solely on consistency seemed quite appealing.
For specific processes and procedures that weren’t going according to plan, Elizabeth Walker with the University of Kentucky presented on weekly meetings to create standard operating procedures, standardize templates for certain documents used often, and consolidate teams and tasks to help streamline operations.
Improving processes was also the goal in the incentive Kaizen process, presented by Clarissa Williams with Idemitsu. If employees could come up with ways to improve processes that either saved time, saved money, or increased profits, the employee would receive a bonus for their idea, both as a reward and as an incentive to keep the creative juices flowing.
The disbursement of money was addressed in several other presentations as well, but in different capacities. The idea of allowing employees to volunteer up to 8 hours a year and still be paid for that time was presented by Robin Clark of Wellpoint. Called “Dollars for Doers,” the program allows employees to pursue a cause they are passionate about during work hours while also increasing company visibility in the community.
Perry Sholes, the KY SHRM Conference Chairman, discussed the use of PayCards for those employees who want to participate in direct deposit programs but have no bank accounts. Using PayCards can save money for the employer by reducing paper and mailing costs in addition to decreasing errors, but it can also be a great option for employees who might otherwise have to pay a high check-cashing fee.
The most common topic, though, was employee wellness and ways to improve or incentivize employee health. With everything from the Affordable Care Act to an aging workforce affecting healthcare costs at the moment, employee health and wellness programs become a valuable tool for employees and employers alike. The clear winner of the first session, Tamara Clark with Century Aluminum talked about their wellness and safety program called ‘Club 100.’ Employees gain points for doing pre-defined health-related tasks or avoiding work-related injuries , and once the points threshold is reached they can be entered to win a large prize (a John Deere Tractor!) or use the points for smaller prizes along the way.
Along with creating new programs, a periodic revisiting and reevaluation of your benefits is always a great idea as evidenced by Mike Pacheco with the University of Pikeville. As Pikeville reviewed their benefits, they were able to find a broker who got them a better deal and offered a larger variety of plans so employees were able to get only what they felt they needed, saving money for the employees as well as for the University itself.
Bill Martin with Winterwood also spoke about health plans, but they revisited the administration process instead of the plans themselves. After implementing a new HRIS system that involved online enrollment, employee satisfaction was increased while staff costs and the possibility for human paperwork errors went down, saving money and increasing morale all around.
There were numerous other great ideas presented that covered everything from internship programs to “fun committees” to programs to help get employees back to work faster after an injury or illness. Hopefully, though, this selection will help inspire you to revisit some of your current practices and see if there’s a way to revamp them to turn them into best practices. And don’t forget – if you attend KY SHRM next year, attend one of the Best Practices modules and share what you’ve done!