A recent press release from Complí, a provider of workforce obligation management software with an emphasis on compliance and process automation, quoted several top HR experts, who weighed in on the top workplace issues and challenges that they are currently facing. They also offered recommendations for mitigating the risks associated with this year’s staffing, performance management, compensation, and other compliance complexities.
Here are some of the responses from the poll and press release:
“The more complex an organization is, the more essential it is to be able to translate your core values into clear, behavioral terms and expectations for all employees. That is key to getting everyone on the same page, not just with compliance but with everything driving your success. After all, simply focusing on compliance may help employees learn the rules but focusing on values will help assure that they also know what to do when there isn’t a rule for something.”
-Christopher Bauer, Bauer Ethics Seminars and Trust Foundry Blog
“There is a shift in mindset needed within the HR function to help the workforce understand why obligations matter. Creating process automation for communicating and managing compliance initiatives eases the complexity facing today’s HR managers who can then focus on building a culture that will drive collaboration to manage risks and meet obligations.”
-David Childers, CEO of Complí
“Compliance always presents challenges, whether in awareness, follow through, reporting or investigating. When an issue rides on the back of chronic unresolved conflict, it’s a whole lot harder, and the potential for law suits greater. Not only that, but getting employees back to work after the ‘resolution of the compliance issue’ is another thing altogether. For too long, the investigation has been the only tool available. HR executives need to be able to keep things calm when compliance issues surface. More and more are adding the skill of workplace mediation to their toolbox. It doesn’t replace the investigation, just adds a sensitive touch for complex situations with high risk.”
-John Ford, workplace mediator and trainer, John Ford and Associates
“We are experiencing a multi-generational workforce with five to six generations of Americans working in the same companies and industries.
From Millennials entering the workplace to retirement-age Boomers retaining their jobs, the workforce’s needs and expectations vary greatly. This impacts an organization’s requirements and choices regarding medical benefits, coaching and development, and retention and succession planning, to name a few. It’s imperative that businesses understand the unique needs, experiences, and insights of all their employees. Talent Mapping and ‘Filling Forward’ in regards to current and future talent needs are two strategies that can/will assist companies in retaining and utilizing the talent they have on hand.”
-Chris Hawkins, SPHR-CA, consultant, TPO The HR Experts
“Workforce complexity is here to stay with three to four generations of employees now working together in one organization. From Baby Boomers to Generation X’ers to Millennials and those after, it is critical employers address the hierarchy of needs for each of these groups. Understanding the physiological changes for some that will require accommodations to perform essential functions to providing a safe work environment to stimulating the youngest generation of workers with alternative ways of working. It’s not just about money anymore… we need great ergonomics, flexible work environments and schedules; a work anywhere value and trust from employers will promote engagement, competition and financial boom.”
-Alison Heller-Ono, president/CEO, Worksite International, Inc.
“One of the biggest challenges facing organizations today is an engaged and committed workforce. High employee engagement brings a direct, quantifiable, positive return on investment. Conversely, companies with a high percentage of disengaged employees tend to suffer in customer satisfaction, risk and compliance, and safety–all of which have a major impact on your organization’s bottom line.”
-Ruth Ross, president, R Squared Resources
“Many state and local governments have implemented their own laws for sick leave. In some places, these laws are complicated by a number of factors which HR executives should pay attention to. Some of these include: the size of your organization, employee classification, rate of accrual start date and when it can be accessed, rate for pay, carry over requirements and limits per year, and what sick leave can be used for–all of these can alter how policies affect your organization.”
-Christine Thelen, manager, HR Services Trupp HR -Cy Wakeman, New York Times bestselling author of Reality Based Rules of the Workplace and president of Cy Wakeman, Inc.
“Compliance requires being aware, thorough planning and effective communication at all levels of an organization. It is essential for HR executives and experts to stay on top of what is needed and required to ensure compliance. During this process, HR executives and experts must effectively communicate goals and plans of actions to implement and execute compliance in a timely fashion and orderly manner that enhances business operations and working culture.”
-Alice Wang, attorney at law, Fisher and Phillips
About Complí
“The greatest challenge facing HR today is the reality that so much of what we have been preaching and prescribing is simply not working and is not delivering the promised ROI on organizational talent. Today’s world is complex, circumstances are challenging, the pace of change is incredible, and much of this reality feels completely overwhelming to the typical employee. At the same time, employee engagement is on the decline, drama is at an all time high, and organizations are struggling just to meet projected results.”
Complí was founded in 2000 with a simple but ambitious goal: make workforce compliance management and reporting easy, efficient and worry-free. With over 13 years of experience in the compliance field, Complí delivers solutions across highly regulated industries including energy and utilities, automotive, healthcare, financial services, and more, enabling organizations to rest easy knowing all their compliance activities are efficiently managed in one integrated, easy-to-use system. Complí Portfolio(tm), their latest SaaS platform, embraces cutting edge technology that streamlines and automates compliance and business process management in ways never before possible. For more information on how to better manage workforce obligations, visit www.compli.com.
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