Benefits and Compensation

Feels good AND Positive Business Results

In yesterday’s Advisor, River Software’s Randy Emelo and HP’s Becky Simeon, PhD, talked about the big changes in corporate learning and, particularly, the move toward social learning. Today, the benefits of social learning systems.

Emelo and Simeon offered their tips at the HR Tech Conference, held recently in Las Vegas. Emelo is president of mentoring and collaboration software company River; Simeon is director, HP Global Performance Management.

Survey Says Yes

Simeon notes that the program not only feels good, it also shows positive business results. The results of one FY13 survey:

  HP Survey Results Benchmark

% Favorable

Finance Mentees

Finance Mentors

External Benchmark

Please rate your satisfaction with the open mentoring program.

84%

100%

72%

Because of the open mentoring program, I have become more effective at my job.

89%

75%

48%

The mentoring program demonstrates HP’s commitment to provide career options and opportunities.

95%

88%

68%

I would recommend the finance open mentoring program to others.

84%

88%

N/A

For mentees only, please rate your satisfaction with your mentor(s).

89%

N/A

N/A

After finance implemented the program, Simeon says, other units wanted it; it was the strong business case that made it an easy sell.

Let the program’s success drive its future, Emelo says. You don’t start out by saying, “We’re going to get rid of our LMS (Learning Management System).”


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Benefits from Social Learning Relationships

Here’s Simeon’s summary of the benefits of the program:

For the Learner

For the Advisor

For the Manager and the Organization

In-role and/or career development

Expanded influence and (informal) leadership opportunities

Increased talent development and organization capacity

  • Accelerates breadth and depth of development
  • Enhances professional network and interactions with senior leaders
  • Increases perspective and knowledge of different functions and career paths
  • Provides access to independent, objective perspectives
  • Provides access to subject matter experts in a sounding board

 

  • Drives self-awareness and leadership skills
  • Increases the ability to coach and develop others
  • Provides opportunity to share functional expertise
  • Increases networking opportunities and expands sphere of influence
  • Personal fulfillment from investing in others
  • Increases awareness of personal areas of improvement
  • Builds bench strength
  • Fosters a talent-centric culture focused on development
  • Drives employee engagement and motivation
  • Provides organizational context and increases awareness of talent throughout the organization
  • Builds deep expertise across the organization that gathers impactful business intelligence

While you’re thinking about how social learning might benefit your organization, don’t forget about your HR basics, like Wage & Hour compliance. Even the most savvy practitioners get tripped up, and FLSA’s complex requirements can easily land you and your company on the wrong side of a lawsuit or a Department of Labor (DOL) investigation.

Fortunately, there’s help—Wage & Hour Compliance: Practical Solutions for HR provides you with detailed guidance on how to comply with the FLSA, and it takes you through the most complicated wage and hour issues that HR practitioners encounter.

When you’re faced with a supervisor’s travel time question, an employee’s request for compensation time, or another executive’s suggestion that more assistant managers be deemed exempt from overtime, you’ll find answers in seconds from a reputable and reliable source.


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Wage & Hour Compliance: Practical Solutions for HR features:

  • Real-world examples of wage and hour challenges and how to solve them;
  • Multiple quizzes, so you can see where you need to review more carefully;
  • An overtime exemption audit checklist, so you never make the wrong call;
  • State-specific charts, for comparing your multistate obligations;
  • Sample policies, easily modified to fit your specific preferences; and
  • A quarterly newsletter, Wage & Hour Compliance Bulletin, to keep you aware of the latest developments in the law and why they matter to you.

Why are aggressive attorneys so eager to file claims on behalf of employees? Because there’s so much money to be made! Some examples are:

  • $4.75 million—Hospital in Thousand Oaks, California, settles a wage and hour lawsuit over miscalculated overtime pay and failing to compensate workers for missed meal and rest periods.
  • $1.15 million—Las Vegas construction company to pay back wages to 1,060 current and former employees.
  • $976,327—New Mexico aerospace company settles with 900 employees who were routinely required to work through lunch breaks without compensation.
  • $340,400—New Jersey convenience store agrees to pay back wages and damages for violations of overtime and recordkeeping.
  • $84,541—New York physical therapist agrees to pay 22 employees for minimum wage violations.
  • $30,000—Texas chain of four gas stations agrees to pay their six hourly employees, again, for recordkeeping and overtime violations.

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Stay up to date with wage and hour changes. Go here for information or to order Wage & Hour Compliance: Practical Solutions for HR.