It is important for organizations to know how to financially handle terminated employees

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Terminations are common in organizations across the world. The emotional aspect of handling a termination could be a little unsettling at times, depending on the kind of person terminated. Yet, there are a few financial issues that need to be sorted out in the proper manner when settling a terminated employee’s financial connections with the organization.

When termination has been carried out legally, meaning that legally justifiable grounds have been provided for a termination and due process has gone into it, the important element that comes up for consideration is settling the terminated employee’s finances.

The reason for termination is a major factor

There are several components of the employee pay that come into play when a financial settlement is being made after termination. The important ones among these include benefits like accrued holiday benefits, health insurance coverage, severance pay, and other perks and benefits like education allowance for children, etc. In many instances, the employer has to pay a few mandatory benefits to terminated employees, which again is based on the State and also on the employing organization’s policy towards terminated employees.

Different States have different rules for what benefits a terminated employee receives. In some States, employers are bound to pay some benefits. In some western countries, the State also plays a role in the terminated employee’s finances, making some kind of temporary allowance till the next employment is found. In some instances, a few benefits may simply pass over to the next employer. Pension, payment for vacation and health insurance under the terms of COBRA are some of these. This is just one of the aspects of financial settlement that a terminated employee goes through.

Almost invariably, the causes for dismissal play the deciding role in what kind of financial settlement a terminated employee is entitled to. An employee who is fired for reasons of performance rather than for acts of dishonesty is likely to get relatively more benefits than one who has been terminated for misconduct.

Learn the elements of financial settlements for terminated employees

All the intricacies of the financial settlement for a terminated employee will be discussed at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry.

At this webinar, Dayna Reum, who is Payroll Tax Manager at PetSmart Inc., will offer complete understanding of the topic of the right method of financial settlement for terminated employees. In order to gain a thorough perspective of this topic, please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701664LIVE?wordpress-SEO .

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Issues facing employers

The important learning this webinar will offer is on the issues employers face when paying terminated associates. Dayna will review everything to final pay to stock options and payments to employees that may occur years after they terminate. She will explain the matter of paying the terminated employee’s legal settlements. Another important learning this webinar will impart is the tax implications for terminated employees, and how to handle taxes for several different types of termination pay.

Given the complex nature of laws concerning payments in several states in dealing with terminated employees; payroll has to understand the complete nuances of these laws. If payroll falls short of meeting compliance requirements, it lands the organization in trouble.

At this webinar on handling terminated employees’ finances properly, those concerned with this aspect, such as Payroll Professionals, Compensation Professionals, HR Professionals and Benefit Professionals will gain insights into how to deal with this issue in a legally compliant manner.

At this session, Dayna will cover the following areas:

  • Review of different types of term pay from vacation pay to golden parachute payments.
  • Discussion around Stock options and deferred compensation after termination
  • Taxation concerns in regard to payments made to terminated employees
  • Timing of final pay for terminated employees including state law requirements
  • Yearend concerns
  • Discussion around death payments paying and reporting
  • How to handle legal settlements
  • Record Retention Concerns
  • Best Practices.

https://www.hg.org/article.asp?id=31293

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Understanding the roles of mentor, coach and manager

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The mentor, coach and manager are all important in an organization. Although to a lay person, these terms appear similar; in reality, there is quite a difference between each of these. There exists not only a difference in what each term is; there is considerable difference between each of these as regards what role each has in an organization.

Each has a role to perform in bringing about team engagement in the organization and in helping the organization reach greater heights. A mentor, coach and a manager are all required to perform different roles and display their skills in helping the employees produce high quality work and stay motivated while doing so.

Generally, these are how the three roles are performed:

Managing: A manager is well-suited for helping the organization carry out its day-to-day functions. A good manager is a good operations person. A manager is one who helps the organization attain its goals in a systematic and disciplined manner. In the course of helping the organization do this, the manager could be performing a number of tasks, managing people being one of them. The manager is also required to manage a whole host of other functions and activities.

Coaching: A coach is one who partners with the employees and motivates them to reach their goals and enhance their performance. A coach puts various coaching theories into practice and helps the team overcome challenges and obstacles, but rarely sets the goals herself. Coaches are focused on motivating the team and helping the team members attain their specific, set goals. A coach need not be an expert in the skill needed for helping the organization; it is enough if she knows the art of helping people get there.

Mentoring: Mentoring is a process by which the wisdom and intelligence needed for performing are imparted by a person.  Mentoring usually involves “give and take”, meaning the mentor, in the process of mentoring employees in helping them reach their goals, also gains from the mentees in some or another way. Mentors usually do what managements term as handholding for a while after they have identified the talents that needs to be mentored. Usually, mentoring is done over long periods of time.

In all these, it goes without saying that the factor of commonality of the goal and the desired outcome has to be present. Although one may theorize about the nature and role of each of these; each of these is required for organizations for different purposes and for meeting different goals.

Learn the ways of knowing the roles of mentor, coach and manager

How does an organization decide which of these is what it needs? Does it need a mentor, or a coach, or a manager? What is its expectation about each of these roles at different points of time? These and related aspects will be the learning a webinar from TrainHR, a highly popular provider of professional trainings for the human resources area, will be offering.

At this webinar, Valerie Pelan, who has been consulting and providing Executive coaching for over 10 years, at which she has been combining her business experience working in Fortune 100 companies and her experience as an entrepreneur, will be the speaker.

To gain insights on how to understand the nature and role of coaching, mentoring and managing, please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701694LIVE?wordpress-seo.

The differences between mentor, coach and manager

At this webinar, Valerie will show the difference between being a mentor, coach and a manager, and how one can use the skillsets of each of these to engage employees better. She will explain how to manage one’s career using a mentor, coach or a manager.

She will cover the following areas at this session:

  • Learn the different skills to Mentor, Coach, and Manager.
  • Learn the role of a Mentor, Coach and Manager in team engagement and employee loyalty
  • Successful career management by employees means accountability and getting formal and informal feedback
  • Learn how to use all three skills and what to expect from each different role in providing career enhancement
  • Learn the role of feedback from the three different types that can enhance your career.

 

 

 

https://www.business.com/articles/manager-coach-or-mentor-different-roles-for-different-goals/

https://www.integralcoachingcanada.com/sites/default/files/pdf/coachmentor.pdf

https://fortress.wa.gov/cjtc/www/administrator/class/692_2.pdf

http://www.archwaygroup.com.au/Assets/78/1/BusinessTopicsNov08.pdf

 

Tips for successful Payroll Management

 

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Tips for successful payroll management are necessary to ensure that the organization’s payroll function goes on smoothly and without hiccups. Tips for successful payroll management are necessary because an error from the payroll manager can send the payroll system into utter turmoil.

The basic function of a payroll manager is to administer the financial aspects of all the employees’ wages, salaries, allowances, bonuses, benefits, and deductions. This is where the need for tips for successful payroll management arises. These functions are rather complex and need expertise. Tips for successful payroll management are necessary to help understand how to compute the various kinds of taxes at different levels.

Complex types and levels of payroll management

For instance, certain kinds of wages are part of the payroll in some States, while they are not in others. Also, some kinds of wages are deducted when the work is carried out in a State different from the one in which the company is based. The same goes for certain kinds of allowances.

Payroll rules regarding travel are another category in which there is sufficient diversity. When it comes to social security, child protection and garnishment, as well as for alimony, payroll has a very major role to play. Wage and Hour is a crucial component of payroll, as well. In this way, there are a number of aspects that need to be studied and kept in mind when dealing with payroll management.

Tips for successful payroll management as a learning session

Useful tips needed for being successful at payroll management will be imparted at a webinar that is being organized by TrainHR, a very well-known provider of professional trainings for the different disciplines of human resources. Dayna Reum, who is currently the Payroll Tax Manager at PetSmart Inc. and has been heavily involved in the payroll field over 15 years, will be the speaker at this session. To gain the advantage of her experience in payroll, register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701666?wordpress-seo .

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Making sure mistakes don’t happen with payroll

The aim of this TrainHR webinar is to familiarize participants with the nuances of payroll management. The tips for successful payroll management from the speaker will go a long way in helping them understand the aspects of payroll management to the extent that payroll does not go wrong at any point.

The tips for successful payroll management offered at this webinar will help participants understand how to overcome the challenges of being a payroll leader/manager. With these tips for successful payroll management, Payroll Professionals, Compensation Professionals, HR Professionals and Benefit Professionals will be able to handle payroll in a much smoother manner.

Helping to lead and manage a payroll department

The tips for successful payroll management offered by Dayna at this webinar will explain the details of what it takes to lead and manage a payroll department. She will explain the responsibility of a payroll manager, along with how to build a strong payroll team.

These tips for successful payroll management will help participants understand the ways of properly prioritizing tasks and analyzing processes to make effective improvements to the payroll processes. A proactive manager is one who anticipates and acts rather than do the firefighting after the fire breaks out. This webinar will show how to acquire these skills.

Dayna will show how to properly communicate for success and how to run a meeting for the most efficient outcome. The most important outcome of these tips for successful payroll management is that payroll managers will learn to become more effective.

This webinar will offer Payroll Managers of all levels, the new and the experienced ones alike, a tool kit of skills to handle specific challenges in leading a payroll team. These tips for successful payroll management will arm them with the knowledge and common sense required to face some of the challenges of payroll management.

During the course of this discussion, Dayna will cover the following areas:

  • Responsibility of a Payroll Manager
    • Suggestions of a Payroll Manager
    • Primary Duties
    • Building a Strong Payroll Team
  • Payroll Specific Management Skills
    • How to prioritize tasks and/or issues
    • Following state and federal laws and how to keep up to date
    • Reporting Compliance
  • Management Tool kit
    • Fixing inefficient processes
    • Building strong relationships with vendors and/or other departments.

https://www.entrepreneur.com/encyclopedia/payroll-management

http://www.hrpayrollsystems.net/payroll-systems/

 

Technical writing for HR professionals

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Technical writing and HR professionals? Could one think of a link between the two totally disparate disciplines? Well, strange as it may seem, there is a link between technical writing and HR. Technical writing for HR professionals is a skill that needs to be perfected and a field that needs to be pursued to its logical end, because HR professionals, especially those who work in technology companies, need to draft many write-ups that are of a technical nature.

These write-ups could be in the form of instructional guides, technical reports, procedures, many kinds of correspondence, and sometimes just emails. Throwing the hands up and giving up is of no help or value to either the organization or to the HR professional who shows this kind of negativity. Rather, the need for HR professionals is to learn the art of technical writing. This is what makes technical writing for HR professionals an important learning.

Understanding the reader’s mind and needs

Any write-up of a technical nature from HR has to be tuned to the needs of the reader. Technical writing for HR professionals is important for a number of reasons. Technical writing from HR professionals has to be polished to make sense and be readable. Getting the people for whom it is intended to pay attention is a challenge, which is why technical writing is important for HR professionals.

Moreover, when technical writing goes out from HR to some destination outside the organization, it will make or break the impression created about the organization. Even a shabbily worded email can damage the reputation that HR has with the organization. The technical writing from HR professionals has to be absolutely error-free, very precise and pleasing. This is why technical writing skills for HR professionals are a must.

How are technical writing skills for HR professionals to be honed?

Technical writing for HR professionals can be practiced and honed in a number of effective ways. A highly educative webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will explain the importance of technical writing for HR professionals.

At this webinar, Mandi Stanley, who brings more than 16 years of experience on the seminar circuit and is Mississippi’s first ever Certified Speaking Professional, a designation conferred on one in eleven speakers worldwide, will be the speaker. Want to gain the benefit of the experience Mandi brings and understand how technical writing benefits HR professionals? Just log on to http://www.trainhr.com/control/w_product/~product_id=701667?wordpress-seo to register for this webinar.

Making technical writing from HR more effective

At this webinar on technical writing for HR professionals, Mandi will explain that the secret to a writer’s success lies in segmenting the prewriting, writing, and rewriting phases to produce shorter, and clearer, more meaningful documents. She will show participants of this webinar on technical writing for HR professionals how they can learn to “Write It So They Read It”, even with technical documentation.

This webinar on technical writing for HR professionals will benefit professionals such as Human Resources Professionals, Administrative Professionals, Training Specialists and Learning and Development Specialists immensely. Mandi will cover the following areas:

  • A proven technique for writing crystal-clear reports, including good and bad examples
  • How to describe a complicated subject in clear and concise terms
  • What to do when you can’t avoid using technical jargon
  • How to eliminate clichés, wasted words, and “smothered verbs” in technical writing
  • AUDIENCE FAVORITE: The five new guidelines for using bulleted lists in your message
  • Language guidelines for better receptivity such as non-inflammatory language, gender-neutral references, and attention to tone
  • How to use mapping for instructional writing in technical documents
  • The secret to organizing your ideas quickly
  • How to distinguish among the prewriting, writing, and rewriting phases for reports and projects
  • A step-by-step process for editing and proofreading your final draft (it works every time)
  • How to make sure technical documents with your firm’s name and seal on them are absolutely error free.

Understanding cues from customers is vital for enhancing customer service

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Understanding cues from customers is the most important rule for enhancing customer service, although it is often unwritten one. Why and how is this so? This is because customers, being humans like everybody else, throw up certain cues, voluntarily or involuntarily, about how they feel about the customer experience. Their body language, mannerisms, gestures and many other such actions can explain what they are going through or what they are looking for. Cues from customers are a direct indication of the emotional state the customer is in when they have made up their mind to buy a product or service.

If a business is poor at understanding cues from customers, it means it does not know the art of building a good customer relationship, which is the soul of the business. Understanding cues from customers involves being deeply, but not intrusively involved in the customer’s thinking processes and patterns. For example, understanding cues from customers could mean being aware of whether they have a frown on their face about some aspect of the product or the service.

Understanding cues from customers by studying them

Understanding cues from customers also involves a number of actions and gesticulations that could convey a lot about what the customer is going through. Entering a shop, a customer may look for the ceiling, indicating that she is looking for some air. Understanding cues from customers involves studying this body language and switching the fan or air conditioner on, without being asked to. This unobtrusive way of knowing the pulse of the customer’s need is what understanding cues from customers is essentially about.

Understanding cues from customers is very important in determining the customer’s need, which is the basis to building a relationship. Many businesses, however, fail to realize the importance of understanding cues from customers. This is unforgivable for a business. They need to understanding cues from customers by having the instinct to pick up either visual or audio clues from their customers. If the example explained above is an example of a visual cue from customer, a simple thing such as clearing the throat may signal that the customer is looking for attention.

Understanding cues from customers is instinctive and intuitive

If a business fails to notice these small but extremely significant actions from customers, it simply means that it is poor at understanding cues from customers. Having said this, understanding cues from customers is not something that can be taught from a textbook. It is an art that an attentive customer service person wires into her system through observation and practice, and more importantly, willingness to understand the customer and serve her needs better. Understanding cues from customers is not a prescriptive set of practices, instances or definitions. It is acquired and honed by keeping the ear to the ground.

Cultivating the ways of understanding cues from customers will be the topic of a valuable webinar from TrainHR, a very popular provider of professional trainings for the human resources industry. At this webinar, the founder of Your Life, Unlimited Speaking & Coaching Services and author of When Enlightening Strikes: Creating a Mindset of Uncommon Success and Your Life, Unlimited: A Guided Journal, Stephanie Staples, will be the speaker.

Understanding the nuances of cues from customers is easy. All that is needed is to enroll for this webinar from Stephanie. To gain the benefit of this session and to learn to understand cues from customers, please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701669?wordpress-seo .

The dynamics of understanding cues from customers

Attendance at this webinar is beneficial for those whose work involves sharing creative ways to improve customer service, attaining a culture of respecting, helping and caring amongst the staff and offering a supportive environment for optimal personal growth of employees. The major benefit this session will offer is that it will equip participants with the insights and ideas needed for inspiring and motivating staff into positive, pro-active action.

At this webinar, Stephanie will cover the following areas:

  • How to use cues to enhance situations
  • Learn creative ways to provide advanced customer service
  • Discover new ideas for staff appreciation
  • How to inspire, motivation your staff to go the extra mile.

http://www.inc.com/john-brandon/4-audible-cues-that-can-kill-customer-service.html

http://www.changefactory.com.au/our-thinking/articles/customer-cues-and-peripheral-vision/

http://smallbusiness.chron.com/consumer-cues-71493.html

An inseparable link exists between customer loyalty and employee engagement

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Customer loyalty depends directly on employee engagement. There is an inextricable link between customer loyalty and employee engagement. If there is one factor that is more effective and powerful than the most creatively crafted advertisement for a product or service, it is employee engagement.

Customer loyalty is directly proportionate to one most single factor, and that factor overrides every other. This factor is employee engagement. This is not something of an opinion or an observation. The link between customer loyalty and employee engagement has been testified and corroborated time and again by various studies and research studies.

How are customer loyalty and employee engagement connected to each other?

Customer loyalty and employee engagement are deeply and intimately related to each other. Studies have shown that businesses in which employees are engaged result in a doubling of customer loyalty, in terms of repeat purchases, recommendations to others, etc.

Customer loyalty and employee engagement play out in a few more important ways. Highly engaged workers are more likely to speak highly about their company’s products and services and create a better perception and opinion of their brands in the minds of the customers. They make the business more customer-centered, provide customers a better brand experience without being asked to, and needless to say, offer superior customer service.

Indirect spinoff of customer loyalty and employee engagement

Customer loyalty and employee engagement are linked in other indirect ways, as well. When employees are highly engaged, they are likely to be more productive by nearly half. This enables them to devote the extra time for other tasks, thus enabling them to become more productive.

Another key factor driving customer loyalty and employee engagement is that when employees are engaged, they are less likely to take off from work. This results in the business being able to give more time to its customers, leading in turn to more loyalty from them.

Conversely, a lack of employee engagement can lead to a sense of disconnect between customer loyalty and employee engagement. It is estimated that this factor alone results in a loss of $ 300 billion to the American economy annually. A workforce in which there is no employee engagement results in more employee turnover and increased absenteeism, as a result of which the company, being unable to give more time to its customers; loses them eventually.

Learn the nuances of how customer loyalty and employee engagement are related to each other

Want to know how leadership can bring about a closer customer loyalty and employee engagement? Then, you need to attend a webinar from TrainHR, a leading provider of professional trainings for the human resources areas. At this webinar, Lisa Barrington, a certified coach, certified HR consultant, and speaker with over 25 years of experience, will be the speaker.

Please visit http://www.trainhr.com/control/w_product/~product_id=701673?wordpress-seo to enroll for this highly interesting webinar and get an understanding of customer loyalty and employee engagement.

The link between customer loyalty and employee engagement is irrefutable

At this webinar, Lisa will explain the findings of these researches to explain the connection between customer loyalty and employee engagement. Some of the important studies that she will take up to explain the relationship between customer loyalty and employee engagement include:

  • The 1994 Harvard Business Review study’s Service-Profit Chain, which showed how employee satisfaction impacted job design and leadership practices, which gave way to superior customer service, driving customer satisfaction and loyalty, resulting in greater revenues and profits;

 

  • The 2010 study from Harvard Business Review, at which Davenport, Harris, and Shapiro observed that nearly every company they studied, including Starbucks and Best Buy, emphasized employee engagement. These companies have understood the connection between customer engagement and the bottom line. This study showed that at Best Buy every 0.1% increase in store-level engagement scores results in a corresponding $100,000 increase in the store’s annual operating income.

This webinar on customer loyalty and employee engagement is immensely useful for HR Leaders, HR Senior Managers, HR Directors, Organizational Supervisors, Managers and those in Leadership.

During the course of this very lively interaction on customer loyalty and employee engagement; Lisa will cover the following areas:

  • Service Profit Chain/Gallup studies (set the stage for the connection between engagement and service/loyalty)
  • The Proof-companies who took action and their results(e.g. Best Buy)
  • What to do? What leadership actions are the most impactful and doable.

https://www.sweettoothrewards.com/blog/employee-engagement-leads-customer-loyalty/

http://www.insyncsurveys.com.au/resources/articles/employee-engagement/2012/10/impact-of-employee-engagement-on-customer-loyalty/

Deriving the best out of Microsoft Outlook

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Few can dispute Microsoft Outlook’s position of primacy among personal information managers. Organizations around the world, big, small or medium, and employees of almost all designations, and employers alike use Microsoft Outlook at their means of office communication. For over a decade and a half, Microsoft Outlook has entrenched itself as the world’s leading personal information manager.

All the changes that Microsoft has brought about into Outlook from the time of its introduction have been aimed at introducing newer features and improving user experience. However, given the innumerable features that Microsoft Outlook comes with and incorporates afresh with almost every new edition; many users are all at sea in understanding how to use it fully and derive the best use out of it.

Helping gain clarity on the use of Microsoft Outlook

How does one gain a clearer and better understanding of putting Microsoft Outlook into the best use for their organization’s communication? This will be the learning that a webinar from TrainHR, a highly popular provider of professional trainings for the HR industry, will offer.

At this session, Kimberly Medlock, who owns Smarter Training Matters, is a Board Certified Professional Organizer and Microsoft Certified Outlook Specialist, and speaks and trains about productivity issues with the goal of helping others to be their best at work, will be the speaker. The special characteristic of this webinar is that the training will be offered not from a techie, from a technical perspective, but from a user, purely from a user’s perspective. This will deprive the session of the technical jargon and wavelength that could bring about a sense of disconnect in the participants.

Want to understand the ways by which to improve and elevate your understanding of Microsoft Outlook? Want to be sure about how to use all its features for better facilitation of communication and organization at the workplace? Then, registering for this webinar is the solution. To do this, just log on to http://www.trainhr.com/control/w_product/~product_id=701674?wordpress-SEO

Understand how to use Microsoft Outlook fully and better

Because of the varied features available with Microsoft Outlook, not many executives, even those who use Microsoft Outlook on a daily basis, are fully aware of how to use it. If many of its features are left unexplored, many executives may feel that Microsoft Outlook is not fully serving their needs, even though the program could be having the features they need. Their lack of knowledge of how to use it could be preventing them from deriving the fullest use of Microsoft Outlook.

Kimberley will teach participants the ways of using Microsoft Outlook more confidently and efficiently, so that they end up organizing their information and commitments better.

A technical topic sans the technical element

Since this TrainHR session is from a purely nontechnical perspective, it will go a long way in helping the participants relate to this learning. The speaker will offer a few valuable smart tips, tricks and systems that will help them to better manage their tasks, follow-ups, contacts, notes and calendar items.

She will show ways by which emails, contacts, tasks, calendars and notes, can all be managed, all in one program. Of course, not a moment at this session will be boring, because Kimberly will lace the session with fun and interactivity. Managers, Human Resource Professionals, Trainers, Consultants and Supervisors are sure to find this session on Microsoft Outlook interesting and lively.

Kimberly will cover the following areas at this webinar on Microsoft Outlook:

  • The six kinds of email to get out of your inbox
  • The “What-When-Where” processing system
  • How to create and use an Outlook “To-do” list
  • How to easily build your contacts list
  • How to keep your notes and ideas in email folders
  • Tricks for automating your emails
  • Calendar tricks that save you time.