The Power of Lean for HR

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The Power of Lean for HR

Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer organizations of all types and sizes methods to identify and reduce waste, which positively impacts your employees, customers, and the bottom line.

Tom Ault, ERC's Director of Technical Training, brings a wealth of industry and technical experience to our members and clients' fingertips. With a solid understanding of the financial and organization-wide impacts training has on a business, Tom works to identify continuous improvement needs and deliver custom solutions based on each company's specific situation.

The following interview with Tom reveals some of the basic principles and benefits of Lean, how it impacts the HR function, and why Lean should be an initiative to consider for your business.
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July 4th and Other Paid Holiday Trends

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July 4th and other Paid Holiday Trends

With July 4th nearly upon us, it is interesting to note that 4% of the 164 participating Northeast Ohio organizations in the 2014 Holiday Survey will be extending the already long-weekend by granting their employees additional paid holiday time-off, i.e., either a full or half day off on Thursday, July 3rd.

Other summer time-off that is approaching at a small proportion of local manufacturing organizations is a summer shut-down. Of the 74 manufacturing companies that participated, only 5 reported closing their doors for an (unpaid) summer shut-down. Although summer shut-downs are on the decline in recent years, those that do take place tend to fall during the first 1-2 weeks of July.
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5 Key Types of Executive Compensation

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5 Key Types of Executive Compensation

Executive compensation plans come in a wide variety of shapes and sizes depending on what business objectives the organization is aiming to achieve, the desired complexity of the plans, the demographics of the organization in terms of size, revenue, and industry/sector, as well as the various legal stipulations that apply to executive pay.

However, many of the basic structural elements of executive compensation are more constant, with variations occurring in terms of strategy and implementation. Below, we provide examples of several of these key types of pay based on the results of the EAA National Executive Compensation Survey.
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Guide to Identifying and Dealing with Workplace Harassment

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what is considered workplace harassment Guide to Identifying and Dealing with Workplace Harassment

Harassment is a form of discrimination protected under Title VII of the Civil Rights Act of 1964. For employers, harassment which is protected under law is defined as any unwelcome verbal or physical conduct based on race, color, religion, sex, national origin, age, disability, sexual orientation, or retaliation (such as retaliating against an individual for filing a harassment complaint or participating in an investigation) that occurs in the workplace.

Specifically, verbal or physical behavior is considered harassment when:
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Most Employers Offer Pay Incentives, Shift Focus to Short-Term

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short term incentive definition Most-Employers-Offer-Pay-Incentives-Shift-Focus-to-Short-Term

In May of 2014, pay incentives, primarily at the uppermost executive levels, have been seeing quite a bit of negative press due to push-back from shareholders over the size of the incentives, concerns over company performance, and even internal scandals and abuses to artificially inflate the incentive amounts distributed.

From Chipotle to Staples, and now the Veteran’s Affairs Department, the power and perils of pay incentives have been front and center. Of course, most organizations are looking at pay incentives at a much more basic level for the vast majority of their employees and with much more well-meaning goals in mind. Two recently published examples of incentive pay research help to shed light on the current landscape of incentive pay including, which incentive plans are being offered, to whom, and based on what metrics. Key findings from both surveys, one at the national level and one at the local level, are outlined below.
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The Cleveland Museum of Art: An Aesthetic Treasure

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Now HR Director at the Cleveland Museum of Art, Sharon did not originally go to school to become a Human Resources professional. She comments that in her day, that would have been relatively uncommon. Instead, she studied law, and after her initial experience and internships, Sharon decided to turn to business.

After being recruited by the Allstate Insurance Company to enter into their Supervisory Training program, Sharon had the opportunity to find out what areas in the business she could supervise, and this led her to Human Resources.
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10 Summer Activities for the Workplace to Enjoy

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10-Summer-Activities-for-the-Workplace-to-Enjoy

Now that the warm weather is here to stay (hopefully), it’s time to start planning those summer outings for your workplace. But why not do something a little outside of the usual picnic in the park idea? Here are some exciting and relatively inexpensive ideas, for you and your employees to enjoy this summer.

Beach Volleyball Game

Three things always go together in the summer—sun, sand, and water. So why not enjoy all three with a friendly game of beach volleyball? Your employees can bring hot dogs and hamburgers to cook out on at the local park’s grills while working up a sweat playing volleyball. Beaches, such as Battery Park, offer great volleyball courts, as well as benches and a pergola for those employees who just wish to be a cheerleader and soak up some sun. Either way, your employees will have fun playing or watching a game of volleyball, while enjoying the sun, Lake Erie, and some good food.
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Beyond Flip-Flops: Dress Code Policies for All Seasons

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Beyond Flip-Flops: Dress Code Policies for All Seasons

With a long hard winter behind us and summer temperatures finally arriving in Northeast Ohio, now is an ideal time to take a good look at your dress code and perhaps provide your employees with a little refresher as well.

You’ll probably want to touch on the eternal flip-flops or no flip-flops in the workplace debate, but enforcing dress code goes far beyond weather related clothing choices to some much more serious considerations that could have legal and safety related implications for your organization and your employees.
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Conflict Resolution Tips Every Manager Should Know

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Conflict Resolution Tips Every Manager Should Know conflict resolution manager

Working in any organization means working with people that have a variety of opinions, perspectives, and/or work styles. And while organizations who foster such diversity are the strongest type of organizations, it doesn’t always mean everyone will get along 100% of the time.

Managers need to be able to recognize when problems are brewing and feel comfortable and equipped to work with staff members in resolving these issues.

Below we discuss why it’s important for managers to understand how to resolve problems that occur in the workplace, what are some common problems, and four conflict resolution skills that every manager should know.
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4 Tips for Reading and Analyzing Salary Ranges

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creating a salary structure

A key aspect of any healthy compensation plan is transparency. Due to the potentially charged nature of pay, very few organizations share the individual rates of pay for each employee, but there are certainly other ways to help your employees understand how and why their paychecks are what they are even if you aren’t quite ready to email your payroll out to the whole office.

One way to do this is to help your employees understand how you are creating a salary structure and where they fall within this structure. Clearly each structure will vary from organization to organization, but here are a few of the basic questions that you may want to address in order to increase transparency.
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