Surveys support the need for management training.

Ken Blanchard Companies recently conducted a poll of over 1,700 executives and managers in their “2009 Corporate Issues Survey”. In the survey, the executives were posed the question, amongst others: “What tactics will your firm implement to cope in a down economy?” The overwhelming response by close to 2/3 of respondents was “Invest in productivity and performance maximizing strategies”.  These businesses recognize that the most promising way to weather tough economic times is to have skilled talent help grow the organization. Additionally, numerous surveys directly link employee training with lower turnover, lower accidents, and increased performance and productivity. Successful companies embrace training as a central part of their philosophy.

Outsourcing training to a Professional Employer Organization

According to the American Society of Training and Development (ASTD) over $134 billion was spent on employee learning and development in 2008. In their 2009 State of the Industry Report, the ASTD reveals that over $45 billion was allocated to external services such as workshops, vendors and external events. Businesses recognize the value of accessing external resources to train and develop their staff, as opposed to creating and implementing these programs internally.

A Professional Employer Organization offers a wide range of employee training and management development courses, often built into their standard services, or for an additional nominal fee. This training goes  hand-in-hand with additional Human Resources support services, to round out a company’s corporate policies to ensure a safe, compliant, and positive work environment.

Robust Course Offering

PEOs offer a complete range of training, but the most common ones appear below. CPEhr provides over 40 customizable trainings that can be delivered via the internet, or live, on-site at the client’s workplace.

Courses typically offered can include:

•    Sexual Harassment    •    Workplace Safety   •    FMLA    •    Interviewing Skills   •    Progressive Steps of Discipline    •    Motivating Employees   •    Performance Appraisals    •    Effective Communication Skills   •    Principles of Time Management    •    Diversity in the Workplace   •    Preventing and Defusing Violence    •    Customer Service Training   •    Effective Business Writing    •    Managing Difficult Employees

FREE Webinar on the Value of Training

If you like to learn more about the benefits of training for your organization, please join on THIS THURSDAY, January 21, 2010 for a free webinar: The Business Value of Training. Register here.

Telecommuting Statistics

• The number of Americans who worked from home or remotely at least one day per month for their employer (“employee telecommuters”) increased from approximately 12.4 million in 2006 to 17.2 million in 2008. A 39% 2 year increase and 74% increase since 2005. [1]
• In 2008, nearly nine out of 10 (87 percent) said they telecommuted from home, up from roughly three out of four in 2006. [2]
• Five million employees work from home most of the time, another seven million do so at least once a month. [3]
• 50 million U.S. workers (about 40% of the working population) could work from home at least part of the time yet, in 2008, only 2.5 million employees (not including the self-employed) considered home their primary place of business.[4]

There are numerous reasons why employees and their managers would take advantage of a telecommuting policy. However, with these benefits, come risks.

Pros of Telecommuting for Companies:
1.    Improves employee satisfaction.  People are tired of the rat race, eager to take control of their lives, and want to find a balance between work and life.  A growing number of employees would choose telecommuting over a pay raise.

2.    Reduces attrition. Losing a valued employee can cost an employer in the tens of thousands.  The annual cost of employee turnover in the United States is a staggering $5 trillion[5].

3.    Decreases unscheduled absences. A large percentage of employees who call in sick, really aren’t. They do so because of family issues, personal needs, and stress.  Unscheduled absences could cost employers’ thousands of dollars per employee/per year.

Cons of Telecommuting for Companies:
1.    Management mistrust. Most managers say they trust their employee, but a small percent say they’d like to be able to see them, just to be sure. Company culture must embrace the concept of telecommuting at all levels.

2.    It’s not for everyone. For some, social needs must be addressed. Telephone, email, instant messaging are a solution for some. Innovative answers such as virtual outings and online games can be creative resolutions.

3.    Career Visibility.  Successful telecommuting programs overcome the ‘out of sight, out of mind’ issue with performance-based measurement systems, productivity versus presenteeism attitudes. Telecommuters who maintain regular communications (telephone, email, instant chat, even the occasional face-to-face meeting) with traditional co-workers and managers find career impact is not an issue.

In our next post we will review the steps required to create a well-balanced and risk free telecommuting policy.

Sources:

[1] Telework Research Network, http://undress4success.com/research/people-telecommute/

[2] [3] Gartner Dataquest Telecommuting Forecast for 2009

[4] BrightHub, “Telecommuting Trends in the 2009 Economy”, August 11, 2009

[5] www.talentkeepers.com

Studies show that employee development, training and recognition programs are invaluable in motivating the workforce. Yet, most small employers find their time and resources too limited to research, create, and implement effective programs.

In recent years, thousands of local employers have begun turning to Professional Employer Organizations (PEOs) and HR Outsourcing firms for support. A PEO/HRO firm typically provides many services that help improve employee morale and productivity. We’ll touch upon a few here, and discuss them in more detail in future posts:

Management Training – Some trainings are required by law, such as Unlawful Harassment Training. However, many courses empower supervisors to reach higher levels of confidence and commitment to their employer. With advanced management courses in their pocket, they can more readily motivate, train, and lead their staff.

Employee Development – An educated employee is a dedicated employee. Numerous trainings motivate and empower staff to reach their full potential. Time management, Positive Motivation, and Managing through Difficult Times are just a few examples of training that motivate employees to excel.

Incentive Programs – In a tight economy, most employers don’t have the financial resources to provide large bonuses or cash incentives. However, with a little creativity, employers can find alternatives to incentivize and motivate their staff. Birthday parties, small gestures of appreciation, public recognition, and minor gifts go a long way in keeping your staff supportive of your efforts in tough economic times.

Employee Benefit Packages – A key motivator for employees to work hard and remain dedicated are good benefit programs. While insurance can be costly, many low-cost alternatives exist, including voluntary benefit and retirement plans.