Human Resources Management

Your Employee Personnel File Checklist

Wednesday, January 28th, 2015

checklist with pen

Personnel files may seem like a minor aspect of managing your dealership, but properly maintained files not only provide easy access to information when it comes time to  discipline,  promote, or lay off employees, they also protect your dealership in case of an employment lawsuit.
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States Disagree with EEOC’s Criminal Background Inquiries Stance

Wednesday, January 21st, 2015

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The Equal Employment Opportunity Commission (EEOC), the agency responsible for enforcing federal employment discrimination laws, has created guidance concerning criminal background application inquiries. Based on this guidance, some states now disallow hiring companies from inquiring about criminal history in applications. The EEOC’s guidance addressed criminal background inquiries as a form of discrimination; the agency noted that those screened out due to arrest and conviction records were often of a protected class due to the higher statistical rate of certain minority groups that are arrested and incarcerated in comparison to the general population.
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Reviewing your Personnel Files

Wednesday, January 14th, 2015

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To keep your personnel files up to date, and allow them to be a true asset in the event of a legal dispute at your dealership, it is important to review them annually. An appropriate time to review individual personnel files is during an annual review. Confirm that all files are accurate, up to date, and complete. If handbooks, procedures, or protocol has changed in the past year, make certain that each employee has signed any updated documents or policy acknowledgements related to these new procedures.
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Employee Retention – Managing to Keep Your Employees

Wednesday, January 7th, 2015

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Your dealership employees are a company investment, one that should be protected. Studies found that 83 percent of 900 North American employees polled plan to seek new positions in 2014. While it can be difficult to foster employee engagement, there are solutions that create a positive work environment that drives performance as well as job satisfaction.

It is important to engage both the employee base as well as the senior leadership.  HR employees are encouraged to listen and interact with employees to understand their level of content. One-on-one conversations can gain much greater information than a survey.

Engagement participation from key leaders demonstrates that engagement is important throughout the entire company. The implementation of a task force often creates a strong level of engagement, and also allows the opportunity for every level of the dealership to be represented.

A common desire of many employees is learning and opportunities. Educating your employees is an investment in them, keeping employee skills up to speed and engaged. This creates a positive environment as it promotes employee growth and encourages the employees to advance in the company or have skills to use in other circumstances.

Employee engagement varies from dealership to dealership, but a good thing to keep in mind is that your employees should understand how their performance and behavior makes a contribution. Communicating value and considering employee needs can increase engagement at your dealership, which protects your investment.

Have more questions on employee retention? Contact [email protected].

Think Self-Evaluations Aren’t Important? Think Again.

Friday, January 2nd, 2015

user centric

There are a variety of ways to make your performance reviews more powerful; one of the best ways is to integrate the use of self-evaluations. While self-evaluations should already be part of your human resource management system, some managers don’t take advantage of them. Self-evaluations may seem unimportant at first, but they can positively affect performance and morale at your dealership in many ways. By pairing your performance review with self-evaluations, your dealership can experience the following positive results:
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Does being an at-will dealership employer mean you can fire anyone at any time?

Friday, December 26th, 2014

whowhatwhenwherewhy

Dealers nationwide have suffered penalties from not following “just cause” when terminating employees. A corner-stone of traditional labor law, just cause has implications that warrant consideration; many dealers feel that they can simply terminate any employee if their business is in an at-will state, but sometimes that’s not true. Just cause is defined as a standard that employers must meet to justify termination.
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How Should You be Preparing for Year End?

Wednesday, December 17th, 2014

As 2014 comes to a close HR also has year-end responsibilities. The most important year-end preparation revolves around compliance, benefits, and payroll administration. Ensuring that the following list is completed at the end of each year allows you to start off the new year with a clean slate and also allows you to keep track of when these tasks are completed so that you stay up-to-date:
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Millennials: Why Should you Offer Options?

Wednesday, December 3rd, 2014

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Millennials like to feel that they are in control of their career. They also like diversity. There are many opportunities for organizations to enhance the decision-making abilities for their employees and soon-to-be employees. One of the most desired options an organization can offer employees would be with regard to vacation time. Most millennials expect to only be offered 1-2 weeks of vacation when entering the workforce after college. As mentioned previously, salary is not a millennial’s top criterion when searching for jobs. Organizations need to leverage this fact. One option would be to give the employee the choice of more money or more vacation time. An example would be to allow the applicant to negotiate making 5 percent less for an additional week of vacation. One company goes so far as to allow employees to make 80 percent of their original salary for five years in order to take a complete year off their sixth year of employment (Burchell and Robin 2011). Considering the average length a millennial currently stays with an organization is 2.3 years (Bureau of Labor Statistics 2013), this option could serve as a way for organizations to retain millennial employees longer. Although not all millennial employees will take advantage of these types of options, they are good examples of how organizations are thinking of creative ways to customize options for the millennial generation.
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Want to Attract Millennials? Be Flexible.

Tuesday, November 25th, 2014

lightbulb

An organization’s ability and conviction to creating a flexible work environment will be a key factor to attracting and engaging millennial talent. As previously mentioned, technology has changed the landscape of the traditional 9-to-5 office career. With the ability to work from anywhere at any time, millennials expect such freedom. With that said, flexible work environments can benefit both employee and employer. AT&T is a good example of a company that has experienced benefits for supporting flexible working environments. As a result of AT&T developing a telecommuting program, the company experienced less than half the turnover rate of the virtual office employees compared to the general salaried employees, and “ $150 million in extra hours of productive work from teleworkers” (Bednarz 2005). Also, for the socially conscious millennials (Raines 2002), teleworking is touted as a method of saving gasoline and reducing traffic congestion (Buzzanell and Hylmo 2002). Millennials seek employers whose values are in alignment with their own. By providing teleworking options to the millennial generation, organizations demonstrate that do share similar values with the millennials.
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Strategies for Organizations to Engage the Millennial Generation

Wednesday, November 19th, 2014

strategies

Employee engagement should be a priority for all organizations. A recent survey conducted by Gallup found that the majority of employees worldwide (63 percent) are “not engaged,” meaning they lack motivation and are less likely to invest discretionary effort in organizational goals or outcomes (Gallup 2013). Engagement is extremely important to companies, as high level of engagement in employees correlates directly to higher productivity. With millennials set to make up 75 percent of the workforce in the next ten years, it is critical that organizations find ways to engage them.
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