welcome to the human resources peer networking conversation

WELCOME TO THE HUMAN RESOURCES

PEER NETWORKINGCONVERSATION

July 11, 2014

Goal of the Exchange Process1. Help each Member professional to expand their

business networks in order for you to improve the efficiency and effectiveness of how you tackle you job functions.

2. Provide Members with a dynamic and reliable resource to help you solve problems and find new implementable ideas

Rules of Engagement1. Do not use your HOLD button on your telephone –

hearing elevator music in the next 60 minutes is not good!

2. No body language signs – please be aggressive and speak your mind and thoughts.

3. Please identify yourself with name and company before speaking.

4. Take Notes about who is saying what…5. Warning: My goal is to facilitate aggressively so we can

cover as many topics as possible.6. Last but not least, I need your feedback on how to make

this process better for you and the participants.

Question: I am looking at creating a HR Dashboard with weekly metrics. What HR elements are you evaluating in your metrics? (Shelly Carter)

Teresa: Track training hours (monthly) Company goal per employee

Erin: Track employee engagement Do this with employee surveys Workplace Dynamics sends surveys via email and with paper copies with

return envelopes done anonymously ○ Recommend the company to another person○ If supervisors give them the tools they need○ Local newspaper runs an article = top 100 places to work in the area

Frequency: Annually Jamie: Measuring T/O by both hourly and salary employees

Number of employees / number lost Kyle: Track attendance using time track: Planned / Unplanned and

seek trends to prepare in advance Engagement (used ERC) = Annually

Mandy (NBP): T/o and Training at monthly management Lost Time relative to safety and injuries

Question: I am looking at creating a HR Dashboard with weekly metrics. What HR elements are you evaluating in your metrics? (Shelly Carter)

Any thing for recruiting? Missy: In house temp agency that provides a comprehensive report including applications, who has

been accepted, what shifts are filling up and the difficulty in filling those positions, job fair success, and what special things for the month.

Question: Mandy: How do you respond and use the results? Erin – Thogus: Communication across the organization was a

weakness so the company took action to greatly improve the outreach to all employees. Monthly communications meetings are now held with extreme transparency. Much effort is put into recognition.

Survey Results are posted in common areas! CI is tracked in Red and Green Comments on Progress 2 Second Lean Book by Paul Akers: Using Pre-shift meetings with

management in the meeting. Again, great transparency in the meeting setting. This is done every day! We have a specific agenda that is followed Every Friday next week’s commo topics are sent out and the supervisors are up-to-

speed on what is happening in the company. Teresa: Base Camp Software: Anybody at anytime can see what is

happening with any job. It has greatly improved our communication and allows all employees to be on top of what is going on.

Question: What is the extent of your security system? Pictured IDs to badge in/visitors register? Conceal and carry policy? (Nick Scibona)

Teresa: Use a badge system. Only have access to certain doors.

Cameras are in place and supervisors can only allow those w/o badges to access the facility. (No weapons in the building) Have signs at the parking lot that ID’s the policy.

Dave: Legal perspective: Of all the areas to employment law suites, the most rapidly increasing topic. Courts and states are taking more of a universal approach to companies taking action to ensure employment security. Think about your security policy and put it down in a short written summary to demonstrate you are not negligent.

Shelly: are you CT PAT Certified? System security requirements are mandated by this cert. Currently related to freight going out of the country.

Mike: HK: We do an annual audit. Border crossings are so much easier for us being certified in this area.

Question: Other than MAPP’s compensation survey what other resources/surveys would you recommend for benchmarking compensation? (Mandy Kiefer)

State of TN: Great resources on the govt website. Teresa: Try to gather local information from different HR

representatives. (Use MAPP as are we close???) Use of regional reports

Shelly teaches course on compensation management. DOL / IN Dept Resources / National SHIRM Resources / Local SHRIM compensation database / MAPP – using these resources to compile so we obtain a large venue and perform a statistical analysis on where PMC should be at.

Question: What are some effective reward/recognition programs to implement? (Amie Winegeart)

Employee recognition day: 300 attendees with 85 children. All sorts of activities. Rented out the local minor league baseball stadium. HR durby along with a pitching machine. Great way for people to grow relationships together. Great number of new people which helped to reduce the barriers of meeting others in the company.

Teresa: We do an open house where families are invited into the facility so they can see what the employee actually does. The mgmt team is all there to meet the family. Do this every other year. The other thing we do is Employee Recognition in all performance agreements. Super Star recognition. Single out an employee and the mgmt team recognizes the employee and this small exercise has made a world of difference to an employee.

Shelly: We do some big things which are great; but the small things really do matter. We just started PMC Bucks which are given to employees to purchase PMC wear, vending machines, etc… Somebody recognizes the outstanding “small things” and that turns into big recognition.

Missy: High Five Program: Employees are nominated and it is put on a Paper Hand and the employees are awarded prizes.

Question: Does anyone use a HR management company to get a better work comp rate, manage work comp claims and benefits, etc.? (Missy Albert)

PEO Services:

Question: What efforts are being made to find qualified candidates for open positions? (Jamie Robinson)

Issue: Attending for advice. (David Campbell)

Question: Has anyone dealt with the Michigan Exchange? (Theresa Turula)

Question: I-9 compliance? (Faith Adair)

Teresa: Use E-verify that goes directly into homeland security and is FREE! Very easy to use. Asks for the forms of identification and provides instant verification.

Missy: Takes a stamp and puts on the destroy date. 3 year from hire or 1 year from term date. Puts on the I-9.

Question: How do I get the most of my membership – I’m new to organization? (Stacey Evans)

Question: What is your interview process for entry level operator positions? Who interviews them? (Erin Hlavin)

Question: Does anyone have a training outline for Material Handlers they could share with me and others? (Carol Donahey)

Question: Are you using staffing companies or direct hires to fill production openings? (Michael Antras)

Issue: Returning to HR duties, sitting in to get up to date information. (Diane Hoffman)

Question: What is best way to find talent – new to plastic industry? (Marcia Lee)

Additional Questions?

The next scheduled Peer Networking Webinar will be in 6 weeks – August 22

Also, Early Bird Pricing is now availableFor the Benchmarking Conference

Register online at www.mappinc.com/conferencewww.arpminc.com/conference

THANK YOU!