hr best practices, hr management training, HR management trainings, hr policies, hr training, Human Resources Training, Technology in HR

Not Calculating Overtime Correctly Can Prove Fatal

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Failure to correct common areas of errors in calculating overtime pay correctly, such as misclassifying non-exempt employees as exempt, not tracking time properly, not paying overtime as required, not paying for break time, travel time, and improperly classifying employees as independent contractors will lead to loss of millions of dollars.

An area in which there is considerable disagreement between employees and employers is on the topic of calculating overtime pay. The reason for this is that the Fair Labor Standards Act (FLSA), which is the guiding document on this topic, is nebulous.

Features of overtime pay disagreements

  • Pay is calculated on an hourly basis
  • There is no agreement on what constitutes hourly pay.
  • Dispute centers around which of the employees’ working hours need to be compensated.
  • Problem arises when an employee legally challenges an organization over lower-than-agreed pay.
  • The Department of Labor added 200 more auditors to handle the increased volume in their investigations
  • Of late, escalated audits have resulted in millions of dollars in back wage payments as well as penalties, fines and interest.
  • This constitutes a clear threat to businesses

Possible Solutions: Overtime Pay Disagreements

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hr best practices, hr management training, hr policies, Human Resources Training, Technology in HR

Timing and Purposefulness are the Hallmarks of Employee Recognition and Incentives

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Employee recognition and incentives form what is perhaps the most important factor in making employees stay in an organization. Also sometimes referred to as rewards and recognition; employee recognition and incentives strike at the very heart of employee morale. It is at the very core of human nature to crave for recognition and to get rewarded for good work. When an organization does that, the feeling of gratification it arouses in the employee is simply inestimable.

The two are different from each other

Employee recognition and incentives are sometimes treated differently from each other, although there is a strong relationship between the two. Incentives are in the form of gifts or other short term benefits. They are more like a prize that an employee gets for doing well at a point of time. An example of an incentive is “Employee of the Month”, which is a small reward that the employer gives an employee who worked best during a particular month. A symbolic gift or vouchers are usually given as incentives.

A recognition award is a different ball game. It is awarded in recognition of the fact that the employee is a valuable contributor to the organization. Employee recognition and incentives have a stronger meaning when the employee feels that the management is constantly observing and appreciating her performance. The fact that such employee recognition and incentives are given out at specific occasions and is made known to the entire organization is a great booster.

Employee recognition and incentives need to be very inventive

An employee recognition and incentives program can carry extra punch if it is timed and executed to a nicety. Here is where the employer’s finesse comes to the fore. Instead of the usual gifts – these can be good motivators too – a more powerful gesture such as announcing to the whole organization the work that an employee did carries far greater impact.

A simple but effective method of recognizing the employee through an effective employee recognition and incentives program could be to send out a Thank You mail in which every employee, or every employee who was part of the project for which the recognition is being made, is marked.

The purpose of an employee recognition and incentives initiative should not be lost

The point to be noted about employee recognition and incentives is that it is not the enormity of the gift, but rather the timing, meaning and the way in which it is done that matters to make the employee recognition and incentives a successful one. The aim should be to give the employee her due for her diligence or hard work or inventiveness and make her feel special about it and cherish it for a long time to come.

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hr best practices, hr management training, hr policies, Human Resources Training

Employee Payroll Best Practices

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Adapting and implementing Employee Payroll Best Practices is in everyone’s interest, because payroll, despite the enormous amount of automation that has gone into it lately, is quite complicated. It takes up a significant part of the company’s revenue and time, but yet has to be implemented at various stages of the organization’s work.

Why instill employee payroll best practices?

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The answer is simple: to avoid clogging of data and muddling of other functions. Once the payroll is clear and fine, it follows for the company that most of its other functions relating to finance fall into place. Payroll is at the very core of financial operations, and it costs the average organization a lot. It is estimated that the payroll costs organizations anywhere between just under $100 to over $700 a year per employee. When projected to the overall size of the company, this is certainly a whopping cost. So, if organizations can implement a few employee payroll best practices, it goes a long way in helping them save on costs.

Integration

Integration is the soul of payroll practices. Once payroll practices are integrated into other practices such as HR, administration, tax, electronic attendance monitoring and so on, the result is that there is a lot less effort, time and cost that are involved in carrying out day-to-day payroll practices, which become a lot more lubricated and easy.

Avoid duplication

This of course, is a very obvious statement. Banal as it might sound, it makes enormous sense for organizations to carry out this one simple best practice. Duplication may sound innocuous compared to frauds, but its impact on the work an organization has to do to sort it out is baffling. Avoiding duplication at all levels of the payroll is a major one among employee payroll best practices.

Streamline pay cycles

Instead of paying employees or other owed parties on an ad hoc basis, it makes sense for an organization’s finance department to allocate a day or date for payments. This simple employee payroll best practice goes a long way in saving effort and resources such as effort and paper.

Adapt and implement smart automation

Payroll professionals could instill one of the best employee payroll best practices by implementing smart automation systems. An automated system must be capable of offering good insights into the payroll practices. It should also help Finance understand and analyze trends and traits.

Attitude is the key

Of course, on top of these stated ideas for employee payroll best practices, the organization has to make sure it approaches the topic with an open mind. It should first identify the need for initiating employee payroll best practices. It should be aware of what is happening in the market, and should identify the challenges it faces before implementing employee payroll best practices.

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hr best practices, hr management training, hr policies, Human Resources Training

Conducting Consistent and Periodic HR Audits is a Healthy Practice

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It is essential for HR to audit a host of its practices and functions. This audit is meant to ensure that the organization stays on course with its goals.

HR, which conducts the organization’s various coordination functions, has to have its house in order. It should have its own machinery well lubricated, so to speak. Being the cog in the organizational wheel, which oversees an organization’s whole set of processes, HR should be well equipped to carry out periodic and set audits.

Why does HR need to carry out Regular Audits?

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  • It helps the organization keep up-to-date with employment laws and regulations;
  • It needs to ensure compliance with employment rules and best practices;
  • These HR audits are a means to ensuring that the organization is on track with its goals and visions;
  • Regular Audits ensure that the organization’s work processes are streamlined;
  • They help to identify issues before they snowball into crises.

Commonly Accepted HR Audit Techniques

HR audit techniques concern the techniques used by HR to carry out audit of its department. Some of the commonly accepted HR audit techniques consist of:

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hr best practices, hr management training, hr policies, Human Resources Training, leadership and management

Habits can Build a Dream, Elite Team

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The ultimate aim of an organization has to be to build a dream team that can synchronize, coordinate and communicate with the confidence and aplomb of elite SEAL teams of the US navy, which are known for these qualities. This certainly is not wishful thinking. Corporate teams that go on to become this can indeed be built.

It takes time, effort, practice and perseverance to do it. Elite teams are a dream objective of any organization, but building and achieving such a team is by no means a dream. With all the qualities mentioned above, it is possible to mold a team to elite levels. It takes time, repetition and expert coaching and execution to do so.

Elite at all levels

An organization that does this is an elite employer, because the employer who coaches a team to such levels finds the task of having built such a team for the organization extremely rewarding and satisfying. Coaches and motivational gurus find nothing more valuable gratifying than in building another person by giving that person sincere, caring, thoughtful and accountable one on one time.

On the other hand, the team or individual that is raised to that level by persistent coaching feels that the effort has been worth the while, because the effort has helped the employee raise the bar of performance.

The result is that the organization is a valued one, which everyone likes to be a part of. It becomes known for its ability to leverage the talent of its employees through effective coaching and make them better professionals and employees.

Learn the ways of building an elite team

The ways of doing this important exercise of building elite teams will be taught at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, David Rohlander, author of Amazon-bestselling book, The CEO Code and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, will be the speaker.

In order to gain the benefit of this valuable learning session, please visit TrainHR

to enroll for this webinar and start implementing this important learning into your organization so that it has elite teams in its ranks.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Contents of the learning session

Building and nurturing an elite team is a kind of step-by-step process that builds over time. It requires proper focus and channelization of talents and energies. It starts with inculcating a valuable and useful habit that will transform every person the coach directly works with. David will show how this can be done.

In time this habit will pervade the whole organization. As a result, communication will improve, and each member of the team will define the clarity of purpose. This will lead to dynamic results that will translate to an improved bottom line. The skills necessary for building and using this habit will be demonstrated at this webinar.

Breaking down the elements for effective implementation

This learning will lead participants to gradually enhance their ability and impact by constant practice. Since quality communication skills are a prerequisite for effective team building, David will break down each element to smaller pieces so the team is able to quickly implement this learning.

The habit that David will bring about among the participants is already being used by successful companies and has differentiated them from their competition. Participants of this webinar too, will have the chance to learn this habit and become unique in their settings, be it their industry or peer group. This will equip them with the ability to stay ahead of any kind of competition. It is all about the power of unlocking the potential of the organization’s people.

David will cover the following areas at this webinar:

  • Deliberate and Planned Appointment Setting, one on one
  • Having an Agenda that Matters
  • Exhibiting and Practicing TRUER Communication
  • The Art of Asking Questions
  • Reading Between the Lines and Hearing what’s not being said
  • Record Keeping, Responsibility, Accountability and Initiative
  • Feedback, 360s and Performance Metrics, Charts & Graphs
  • Organizational Culture, Values and the big Picture
  • Measuring Results and Training the Trainer
  • Let’s look at how to Form a habit. Why bother?

This webinar will be of very high value to anyone who wants to become part of or build an elite team, such as CEO, Vice President, President, Manager, Supervisor, and any high potential employee who is interested in self-improvement.

hr best practices, hr management training, HR management trainings, hr policies, hr training, Human Resources Training

Understanding payroll fraud and preventing it

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Payroll fraud is a matter of serious concern to the people affected by it, the organization in which it happens, and to the economy overall. It is estimated that payroll fraud is involved in around an eighth of all workplace frauds and makes up about a twelfth of all occupational frauds worldwide. On average, a payroll fraud case results in loss of $ 48,000 and avoids detection for about three years. Each payroll case fraud costs around $ 72,000.

It is rather unfortunate, but expected that small organizations bear the brunt of payroll frauds. The reason for this is not far to seek: They usually lack the requisite fraud detection mechanisms, making them particularly susceptible to payroll fraud.

Common methods for preventing payroll fraud

Many organizations take a few steps to prevent payroll fraud. Some of these include limiting access to the information relating to payroll, engaging different people for different levels and areas of payroll functions so that it acts as some kind of checks and balances system, conducting thorough background checks of the employees in charge of payroll functions, checking ghost employee accounts, installing automated clearing house (ACH) filters, and a few others.

Section 404 of SOX Act

Additionally, the Sarbanes Oxley Act, which was a landmark legislation aimed at putting checks on large corporate frauds, also requires companies to take a few steps to prevent payroll fraud. Section 404 of the SOX Act requires a few stringent steps:

  • Companies have to include an Internal Control Report in their annual financial reports stating that the management takes responsibility for implementing what SOX terms an “adequate” internal control structure
  • Management has to assess the effectiveness of this internal control structure
  • Deficiencies and discrepancies in these controls must be reported
  • These declarations by the management have to be attested by external registered auditors.

A complete discussion of the ways of preventing payroll fraud

A thorough understanding of all the elements of payroll fraud and the ways of preventing them 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. and has been heavily involved in the payroll field over 15 years; will be the speaker.

To get an in-depth idea of payroll fraud and to understand the ways of dealing with it, please register for this webinar by visiting TrainHR

Tools for detecting payroll fraud

The purpose of this session is to help participants gain an understanding of the legal rules around detecting and deferring payroll fraud. Dayna will review tools that companies can use to detect or deter fraud with immediate effect. She will take up Section 404 of the SOX Act for detailed discussion and examine the requirements in it that publicly traded companies have to meet. She will also explain how the provisions of the Act are designed to check payroll fraud.

This webinar will be of high value to professionals involved in payroll functions, such as Payroll Professionals, Compensation Professionals, HR Professionals, and Benefit Professionals. In the course of this webinar, Dayna will cover the following areas:

  • Payroll Fraud Statistic’s-How big of a problem is it?
  • How does payroll fraud occur?
  • Preventing Payroll Fraud
  • Internal Controls
  • Tools (Process Maps, Business Continuity Plans, Process Documentation)
  • Audits
  • Sarbanes-Oxley 404 Requirements
  • Ethical Business Practices.
hiring, hr best practices, hr management training, hr training, Human Resources Training, Interview training

Behavior based interviewing for selecting the right candidate

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Many organizations make the mistake of basing the suitability of candidates purely on their skills and the knowledge they bring. This measure goes only half the way, and is incomplete, because many organizations fail to take into consideration the fact that behavior is a stronger and more reliable indicator of the person’s suitability to the organization than just academic qualification or skills.

Behavior indicates the cultural fit of the candidate more than these other criteria and even experience. It is an often overlooked parameter for judging the suitability of candidates, but this is more important than the other criteria mentioned here because many candidates appear very well qualified and skilled, but have gaps in their behavior.

Behavioral mismatch is a serious error

Candidates with a behavioral mismatch are more likely to leave the organization or create problems for it than others. They are most likely to get fired, because they are not able to bring or reflect the organization’s thinking in their work.

Attitudes and behaviors are more vital to perform at a higher level consistently than just skills and experience, which most candidates more or less gain over time anyway. Candidates with unsuited behaviors are likely to cost organizations millions of dollars. Yet, many organizations overlook this important aspect of selection.

Asking the right questions is the key

Hiring the candidate with the right behavior involves assessing them with relation to a set of behavioral patterns and predicting their response to it in real life situations. This will help the organization gauge the suitability of candidates from the behavioral perspective.

This involves framing and asking the right behavior-based questions and evaluating the responses. Of course, doing this accurately is important, because if the behavioral test is not framed rightly or is not implemented properly; it can misfire and can lead to a less than thorough or incomplete assessment, making the whole exercise futile.

Learn the ways of assessing candidate behavior

How do organizations get this right? How do they frame the right behavior-based questions that lead them to measure the candidate in the right way? This is the learning a webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will be providing.

Grant Schneider, president and founder of Performance Development Strategies, which helps organizations achieve greater results by aligning people in the organization with the organization’s mission and strategy, will be the speaker at this session. 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).

To get a proper understanding of the ways by which your organization can implement the strategies needed for framing the perceptive questions needed to point to behavioral attitudes, please enroll for this session by visiting TrainHR. Grant will help participants understand the ways by which they can avoid costly errors in the future by hiring candidates without the right behavior sets needed for being the right fit.

Everyone involved directly or indirectly in hiring and dealing with its effects on the organization, such as HR Professionals, CEO, Senior Vice President, Vice President, Executive Directors, Managing Directors, Regional Vice President, Area Supervisors and Managers will gain important insights into this topic.

Grant will cover the following areas at this webinar:

  • How to create and ask open-ended questions
  • How to solicit examples of past behavior to predict future behavior
  • How to take useful interview notes
  • How to get beyond the rehearsed answers to find out what a candidate is really thinking
  • How to establish interview evaluation criteria
  • How to identify and evaluate skills objectively.