Innovative HR Solutions, LLC

Thursday, May 17, 2018

What are the New Survey Tools Available to HR Practitioners?

Human Resource professionals must build a strong company culture.  As HR leaders, we must focus on what is working well at as well as identifying and correcting critical challenges on the job.  This effort is part of ensuring best practices are maintained.  To support progressive HR practitioners, Innovative HR Solutions is excited to announce that we have revamped our current four survey products and are now offering a new subscription service to our latest product, the Pulse survey.  Here are the highlights of our survey tools:

Pulse Survey

The Pulse Survey is an employee survey that provides a quick overview of your employee’s satisfaction and attitude towards the organization over time.  This survey is designed to quickly evaluate and provide management with a snapshot of the organization along with trend analysis on either a monthly or quarterly basis.  This survey can also be administered annually.  This product is very cost effective and typically can be launched within 5 days of the engagement.  The Pulse Survey demonstrates to employees that their opinion and ideas are considered important.

Check-Up Survey

The Check-Up Survey is a targeted employee survey that provides a quick snapshot of your employees' satisfaction level and attitude towards the organization.  Typical reasons why companies conduct a Check-Up includes assessing employee attitudes following a merger or acquisition, determining the organization’s success in reducing turnover, or evaluating employee satisfaction following the completion of a total compensation realignment.  This survey is designed to examine a wide range of issues quickly and efficiently.

Comprehensive Survey

The Comprehensive Survey provides a detailed analysis of your employees’ satisfaction level and engagement towards the organization.  Our clients have found that employees not only have questions, but they also have the answers. By listening to your employees and acting on the survey results, you will be able to identify organization-wide strengths and build upon them.  A Comprehensive Survey can assist the leaders in determining if their managers are respected, identify any communication roadblocks, assist with fostering a collaborative work environment and ensure that the strategic vision of the organization is aligned with the current business realities.  Employees who are engaged are far more productive than those who are not.

New Hire Survey

The New Hire Survey is for employees who have been with the organization between 30 and 90 days. This survey gives HR leaders a better understanding of the new employees' attitudes towards the hiring process, job goals and expectations, supervision and training programs.  The New Hire Survey will help employers refine their hiring process in order to get the best talent in the most efficient and effective manner and monitor new employee satisfaction at an early stage to better align employee engagement with the employer’s needs.

Exit Interview Questionnaire

The Exit Interview Questionnaire allows your departing employees to offer suggestions for making your company a better place to work.  By listening to your departing employees and acting upon the results you will be able to identify organization-wide challenges and take corrective action.  Departing employees need only spend just a few minutes answering the standard or customized questions that you ask. Innovative HR Solutions' Exit Interview Questionnaire is designed to examine a wide range of organizational issues quickly and efficiently.

Monday, May 7, 2018

How do I Develop and Design an Effective Wellness Program?

Because of the continuing rise of health insurance premiums along with the importance of a healthy workforce, employers should be continually looking for ways to support their employees healthy living practices.  One of the easiest and best solutions to support healthy living Is to implement a wellness program.  Wellness programs typically have 5 key goals:
o  Lowering employer health premiums by reducing employee utilization.
o  Reducing workers’ compensation and short-term disability expense.
o  Improving employee engagement.
o  Reducing absenteeism and improving productivity.
o  Improving morale at work.
Outlined below is a five step program to make your wellness program a success.
Step 1: Administer a Needs Assessments
Gathering information is an important step in developing any workforce wellness program. The data collected with assist the HR team in designing a program the is not only valued by the employees but can impact the bottom line. Surveying employees to evaluate and chart their person wellness needs will assist in creating a roadmap for the future.  Surveying employees will evaluate the current climate as to how a program might be received, what the program should look like and what information employees are willing to share.
Step 2: Secure Leadership Support for the Program
A key challenge in securing a wellness program is obtaining management support and communicating the potential value of a wellness program to the organization's bottom line.  Providing data that support this type of initiative are a key requirement.  Measurement tools that HR may want to utilize as a benchmark include the current workers’ compensation experience modification rate (EMR), current benefit expense and employee satisfaction and engagement ratings.  As with any initiative, management buy-in is critical when creating a budget for the program.  An important driver to secure support is to show that an effective wellness program will result in reduced company expense and an improvement in productivity.
Step 3: Establish a Wellness Budget
Establishing a budget is a crucial step in creating a wellness program. Without sufficient funding, the program will lack success.  While many employers can secure financial support from their broker and health insurance companies the employer needs to be the primary financial force behind the program’s success. When creating a budget, companies should include expenses relating to effective ways to promote the program, promotional materials, marketing materials, vendor fees, participation incentives, promotional materials and any consultant time.
Step 4: Establish Key Goals and Metrics
Using the information gathered from the employee benefits survey, employers can establish goals and objectives for the program. For many organizations, a key goal is to improve workers' health and thereby reduce health care costs. Here are a few examples of typical goals and metrics:
o  The number of on-site weight loss meetings attended by employees and the total number of pounds lost over a period of time.
o  The number of employees taking advantage of a smoking cessation programs and their ability to quit.
o  The number of employees taking advantage of an employer-sponsored gym membership and the number of times they “work-out” per week.
o  The number of employees attending the annual health fair.
o  The number of employees attending employer sponsored nutrition education classes.
The final objectives should be clear, time-limited and communicated in such a way that it is easy to determine whether they have been achieved.
Step 5: Follow-Up
Conducting a follow-up survey to determine the effectiveness of each type of program would allow the employer to verify the support for the program as well as confirm that the programs offered are aligned with the original purpose behind the program.  As with any project, evaluating the effectiveness of the wellness program is important in sustaining management and employee support and in revising or implementing new programs.
Good luck in the creation of your wellness program.

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