Is sending out a “Happy Birthday” message a privacy violation in the workplace because of new data privacy laws? Read more to find out…
When we think of data privacy, we are often concerned with our personal information being sold to third-parties or being used in a less-than scrupulous way that could have a negative impact on our finances, job opportunities and more. That is why comprehensive laws, like GDPR, have been introduced in Europe as well as in other areas of the world, to protect how that data is collected, stored and shared. With new protective laws, however, can come potentially unexpected side effects that organizations should be prepared to manage.
One such affected area is your company Employee Rewards and Recognition Program. These programs inherently tap into an employee’s data because at its core, they are recognizing employees for achievements, milestones, life events and more – all of which can include information that might be deemed private under new mandates.
Don’t guess, and risk potentially hefty fines when it comes to data privacy laws and your employee rewards and recognition program; and enlist the guidance of an industry leader, Madison Performance Group, who has been prepared for and implementing solutions that will keep your program in compliance.
Amidst the current COVID-19 pandemic, organizations are faced with a number of new challenges related to the management of their workforce in these unprecedented times. But while businesses face this black swan event, HR is the white swan prepared to counterbalance that negativity.
This 9-part podcast series, each corresponding to a letter in “White Swan”, features HRO Today‘s own Elliot Clark and Madison‘s Senior Vice President, Judd Weisgal, for topical discussions related to “HR as the White Swan”. Join us for tips on managing through the crisis, all while keeping your workforce connected and engaged.
Click below to listen:
With Alex Alaminos, CEO, Madison
Recognition programs have become a gateway to employee productivity, loyalty, engagement and retention. In fact, according to Deloitte, organizations with employee recognition programs have 31 percent less voluntary turnover. As HR considers a first- or second-generation rewards programs, a main consideration for executives should be the financial structure. Here Alex Alaminos, CEO of Madison, explains the key differences between billing on issuance and billing on redemption and the considerations for approach depending on organizational goals.
Five trends to consider when designing a recognition program.
By Debbie Bolla
Today’s organizations invest heavily in recognition programs, according to a WorldatWork study which found that some spend as much as 10 percent of payroll on employee recognition. While the average investment is two percent of total payroll, organizations that are incentivizing their workforce do it with good reason. Their return on investment includes happy, loyal workers who are productive and more likely to stay—factors that are critical in today’s tight talent market.
From identifying rising talent to reducing turnover, predictive analytics help make employee recognition programs more proactive.
By Jesse Harriott
HR leaders know it takes work to attract and maintain top talent. Locating, hiring, and retaining the best people for each open role calls for an ongoing give-and-take between employer and employee—and data is a must to master the inner workings of these dynamics. To engage quality talent and embark on the only long-term path to greater profits, organizations need to refine their talent strategy and the analytics that make it possible.
Rewards and Recognition Financial Structure: What Buyers Need to Know
featuring Alex Alaminos, Chief Executive Officer, Madison
The APAC region is beginning to realise the value of employee recognition programmes.
By Michael Switow
“Catch people doing things right,” advises Tom Mehrmann, the president and general manager of Universal Studios Beijing, in “Taming the Mouse,” a business leadership book that he published this year. “For too many bosses, criticism is easy whilst praise is scant,” he writes.
An effective recognition program can improve retention while reinforcing key organizational values.
By Marta Chmielowicz
As the war for talent continues, employers are increasingly adopting human-centered approaches to drive business results and bring more humanity to employees’ experience at work. According to the 2018 SHRM and Globoforce Employee Recognition Report, retention and culture management are two of the top challenges of today’s businesses—and a values-based recognition program can help.
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