1 / 25

By: Yaakov Bloch, Michael Ramsey, and Raymond Gaylord

Employee Effectiveness: Through Employee Development, Educational Development, and Wellness Programs. By: Yaakov Bloch, Michael Ramsey, and Raymond Gaylord. Employee Effectiveness Through Development. Best practice techniques: Set high expectations. Evaluate regularly and make it balanced.

romeo
Download Presentation

By: Yaakov Bloch, Michael Ramsey, and Raymond Gaylord

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Employee Effectiveness:Through Employee Development, Educational Development, and Wellness Programs By: Yaakov Bloch, Michael Ramsey, and Raymond Gaylord

  2. Employee Effectiveness Through Development Best practice techniques: • Set high expectations. • Evaluate regularly and make it balanced. Based on research of ETHAN M. RASIEL and PAUL N. FRIGA authors of “The McKinsey Mind”. The research consisted of interviews of management consultants largely from McKinsey and company. McKinsey & Company- Successful strategic consulting firm. Has more than 84 offices. It employs more than 7,000 professionals in more than 89countries

  3. Development as a Continuous Cycle • Set objectives • Meet organizational and individual needs • Assess the employee’s performance • Provide feedback • Based on that feedback, set new objectives • Start the cycle over again

  4. Setting High Expectations • Setting a “stretch” target • High target expectations • Deploy creativity and energy • Communicate these expectations

  5. Evaluation • Assigning formal mentors • Formal evaluation forms • 360-degree feedback programs

  6. Feedback is a double-edged sword • What people think of us? • Feeds ego • Confronts weaknesses

  7. Balancing Feedback • Comment quantity • Comment type (i.e. positive or negative).

  8. Feedback Impact Model Source: The McKinsey Mind

  9. Performance Assessment • Discuss performance review in detail • Address Key Skills Meet three criteria: • Objective • Based on expectations set in advance • Account for controllable events only

  10. EDUCATIONAL DEVELOPMENT To promote productivity, foster independence and develop excellence. • Tuition Assistance Program • Corporate Universities • Conventions and conferences • Professional licensures and certifications

  11. Tuition Assistance Programs • IRS stipulates employers can contribute $5,250 annually on a tax free basis. • Restrictions may apply as to the degree and length of time to completion. • Reimbursement policies may stipulate the company’s contribution percentage is made based on the grade received upon completion. • Common out of pocket expenses such as textbooks and activity fees often still apply.

  12. Corporate Universities • Designed to assist parent organizations • First CU designed by G.E. in 1950 • Practice that emerged in the 90s and has grow exponentially in the last two decades. • Viewed as a superior alternative because of the customized training employees receive. • “Graduates” further customize programs by providing short-term and long-term feedback.

  13. Professional licensures and certifications • Licensures are granted by the state • Certifications are granted by the governing body of an association. • Often recognized with a time limitation attached, requiring renewal and retraining

  14. Conventions and Conferences • Typically less expensive and less time consuming than other alternatives. • Can be highly effective for those that already have substantial knowledge of a topic, but wish to learn detailed perspectives. • Technology enables global real-time interaction via video chat, allowing people in remotely accessible places the same information traditionally only available in office.

  15. Wellness Programs (WP) • Employer sponsored • Employees improve health and well-being • Employees reduce medical expenses • Employer increases productivity • Employer increases profits and reduces costs • Program starts with employee information sheet Source: “Managing Human Resources” by Snell and Bohlander

  16. WP – Acceptable Standards • HIPAA – General Information • HIPAA – Participation Only WP • HIPAA – Standard Based WP • Limit on reward • Promote good health prevent disease • Annual opportunity • Available to all alternative standard • Disclosure requirements • DLO program check list Source: Final HIPAA Regulations Governing Wellness Programs by “The Horton Group”

  17. WP – Employee Engagement • Be relevant • Make it social • Stay positive • Integrate program sources • Due diligence Source: “Rules For Successful Wellness Programs” Article by SHRM

  18. WP – Tips Promoting Health And Fitness • Periodic breaks • Verbal commitment • Mobile meetings • Start small • Upgrade to healthier snacks • Make It social Source: “Rules For Successful Wellness Programs” Article by SHRM

  19. WP – Financial Understanding • Program launch and support • Incentives and procedures • Employers understand benefits • Employers concerns economy health care • Long term outlook vs. short term savings • A step by step approach Source: WP Value Is Financially Misunderstood” Article by SHRM

  20. WP – Financial Understanding • (ROV) Return On Value • Soft savings • Reduced absenteeism • Increased morale • (ROI) Return On Investment • Hard savings • Reduced premiums • Reduced health plan costs Source: Wellness Program Value Is Financially Misunderstood Article by SHRM

  21. WP – Health Care Reform Law • Increased incentives • $200 billion five year program • Meet HIPAA requirements Source: “Wellness Program Get A Boost In Health Care Reform Law” Article by SHRM

  22. Wellness Program: Quick Summary • Benefits employer • Increased productivity • Lower insurance premiums • Employee more focused • Benefits employee • Better, healthier Life • Reduced insurance premiums • Less out of pocket medical expenses

  23. Thankyouand remember to be Effective!

  24. Sources The McKinsey Mind: Understanding and Implementing the Problem-Solving Tools and Management Techniques of the World’s Top Strategic Consulting Firm by Ethan M. Rasiel and Paul N. Friga, 2002. http://www.finaid.org/otheraid/employertuitionassistance.phtml http://en.wikipedia.org/wiki/Tuition_Assistance_Program http://suite101.com/article/getting-an-education-in-the-workplace-a131251 http://www.fastweb.com/financial-aid/articles/709-employer-tuition-assistance-programs http://en.wikipedia.org/wiki/Corporate_university http://www.postcardmania.com/pr/?mod=article_detail&id_art=100 http://www.corpu.com/site_media/journal/2006/1.pdf http://www.authorstream.com/Presentation/aSGuest135492-1423822-corporate-university-model/ “Managing Human Resources” text by Snell and Bohlander. (Pages 491-492) “The Horton Group” article on internet. (DOL Field Assistant Bulletin {FAB} 2008-02) “SHRM – Rules for Successful Wellness Programs” article on internet. (SHRM Online Staff 6/10/11) (Mr. Albrecht, CEO of Limeade, Inc., provider of an online corporate Wellness platform) “SHRM – Wellness Program Value is Financially Misunderstood” article on internet. (SHRM Stephen Miller 11/16/10) “SHRM – Wellness Programs Get a Boost in Health Care Reform Law” article on internet. (SHRM Stephen Miller 3/25/10)

More Related