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Csi New Stars Performance 6 2010
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Csi New Stars Performance 6 2010

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  • This is to be used as a Case Study - UR. There are 3 main tools used to attract and retain employees -Compensation, Benefits and Work Experience. Compensation is the cost of having someone occupy a cube - it does not guarantee results. We all know there are those who are at work just to collect a paycheck and do not exhort any discretionary effort to that would benefit the company. Key Point - anyone can steal your talent by paying more. Example: technical employees in the 90’s. Benefits - are those extras that can assist you in attracting and retaining employees. (Health care, long term disability, 401K match, in-house daycare etc). However these things aren’t linked to corporate goals and require no employee output. They are a giveaway with nothing expected in return. Companies like SAS choose this as their retention strategy by offering benefits galore while knowing that they are not paying people at the top of the industry standards. Work Experience - is the only factor that cannot be immediately duplicated by your competitors. It is proprietary. Many companies are looking at dispersing from their Compensation bubble to other areas to try to attract and retain employees. Tell UR Story - moving bonus monies to non cash awards tied to specific behaviors (safety, Spiffs, Attendance). The reason for this is that mechanics making $25,000 were getting $10,000 bonuses whiteout knowing what they did to receive to bonus. There was no link between what they did and how it impacted the organization and customers.
  • Transcript

    • 1. Recognition plays a key role in driving employee Engagement . Outstanding companies show appreciation, by rewarding employees frequently with non-monetary and monetary recognition for behavior, actions, attitudes and achievements that impact the company’s goals, vision, values and mission.
    • 2. What is Engagement?
      • Engaged employees work with a passion and feel a profound connection to their company. They drive innovation and move the organization forward.
      • Non-Engaged employees are essentially “checked-out.” They are sleepwalking through their workday. They are putting in time, but not enough energy or passion into their work.
      • Actively Disengaged employees aren’t just unhappy at work, they’re busy acting out their unhappiness. Every day, these workers undermine what their engaged co-workers accomplish.
    • 3. Latest Gallup Employee Engagement Studies Results:
          • 28% of employees are Engaged
          • 54% are Not Engaged
          • 17% are Actively Disengaged
      • Note: Gallup has studied employee engagement for over 20 years as an ongoing study
    • 4. Additional Gallup Findings:
      • Earnings per share in publically traded companies were greater 26% greater with engaged employees
        • 72% of those engaged people thought “I can have a positive impact on service.”
        • 84% thought “I can impact our Company’s results.”
        • 68% thought “I can positively impact costs.”
    • 5. Gallup’s Measurable Benefits from Engagement Include:
      • Enhanced organizational performance
      • Increased productivity
      • Greater financial performance
      • An increase in employee retention
    • 6. Engagement With Appreciation Towers Perrin Study (2008) * “Opportunity, Trust, Communication and Appreciation ” as Major Contributors to Employee Engagement Conclusion: Appreciation of great work accelerates engagement significantly across cultures, industries and the world-study included; 13 countries and over 10,000 workers Without Appreciation With Appreciation Low-Opportunity Companies 35% 56% High-Opportunity Companies 77% 92% Low-Trust Companies 35% 63% High-Trust Companies 65% 91% Low-Communication Companies 39% 69% High-Communication Companies 68% 92%
    • 7. Benefits Work Experience Compensation The Work Experience (recognition, work/life balance, culture and environment) is the only factor that cannot be immediately duplicated by your competition. It is proprietary to you—good or bad—and can significantly impact engagement. * From World at Work, the former American Compensation Association
    • 8. There is a new paradigm emerging in Human Resource Management “ Performance-Based Recognition ”
      • A “human capital” strategy designed to improve employee engagement and business results by aligning the goals and behaviors of employees with a company’s Vision, Mission and Values.
    • 9. CSI International Inc. is the architect of the most complete solution for Performance Based Recognition: “ Stars Performance” © Flexible and scalable technology, thousands of awards, multiple program platforms, SCORM compliant training and critical program support elements¹ - integrated and delivered with unparalleled customer care… ¹ Communication, Training, Measurement, Account Management
    • 10. Applications
      • SPOT recognition
      • Peer-to-peer
      • Manager-to-employee
      • Nominations with approval
      • Safety
      • Attendance
      • Quality
      • KPI achievement
      • Productivity
      • Employee referral
      • Employee suggestions
      • Sales incentives
      • Health and wellness
      • Birthdays
      • Service anniversaries and milestones
      Recognition Applications and Opportunities
    • 11. Why is “ Stars Performance” unique?
      • On-demand monetary and non-monetary employee recognition solutions
      • Points as its currency
      • Proprietary SCORM compliant training capability
      • Deployed as Software as a Service, (SaaS)
      • No cost updates
      • Initiatives implemented in hours—not days or weeks
    • 12. Design and Implementation Elements
      • Stars Performance utilizes a proven process for system/program design and implementation from RPI¹
      • Assessment
      • Design
      • Management Education and Training
      • Measurement/Analysis
      • Rewards
      • Technology
      • ¹ Recognition Professionals International is a non-profit organization at the forefront of strategic global recognition. It was founded in 1998 as The National Association of Employee Recognition (NAER).
    • 13. The Stars Performance System “ Tool Box”
      • Providing a “simple to use” motivating experience for employees and administrators alike. Technology is the enabler; alignment, engagement and results are the focus.
    • 14. Functional “tools”
      • Communication Center: Full content management - Site news, e-News feed, e-Blasts and more
      • Design Studio: Customize a look and feel for your site plus design your own award certificates
      • Motivation Center: Recognition modules for various applications
      • Budget Manager: track and manage for full budgetary control
      • Reporting Suite: Comprehensive real time reports driving analytics
      • Hierarchy Editor and Permission Manager: Assign specific admin functions
    • 15.
      • Employee Center: Hierarchy editor, employee importer and administrative control center
      • Nomination Builder: Injects objectivity and consistency into the entire nomination and evaluation process
      • Performance Central: Employee performance and sales incentive modules with results tracking
      User friendly “tools”
    • 16.
      • Measurement and Analytics Dashboard: turning data into actionable information and RORI analysis
      • The Learning Center: SCORM¹ compliant training system, comprehension testing and surveys
      • Scalable Technology: Available in over 60 countries and in 9 languages
      • ¹SCORM is a set of technical standards for e-learning software products. SCORM tells programmers how to write their code so that it can work well with other learning software.
      Proprietary “tools”
    • 17.  
    • 18.
      • STARS Performance is your complete solution for managing the recognition of your company's most important resource...people
      •  
      • STARS Performance modules enable one or more recognition programs to be deployed and administered within a single system and with single sign-on capability.
      • Let CSI International help you to maximize your employee engagement - It’s all about performance – “Stars Performance”

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