TriMet’s Post

Can you afford to give 28% of your employees a $39K pay rise? No?  Then why is it okay to tolerate 28% turnover with a replacement cost of $39K? Companies rarely accurately calculate the cost of replacement. It’s complex and nuanced, varies from role to role and is widely accepted as a cost of doing business. AbilityMap recently met with 12 organisations, large and small, to calculate replacement costs as part of a broader impact analysis of introducing AbilityMap into their recruitment and internal mobility practices. The replacement costs included advertising, external search agency fees, the salaries for all the hours of everyone involved in the hiring process, payout costs upon exit, lost productivity whilst the role is vacant, time to productivity, ancillary costs at onboarding and training costs. For one of the twelve organisations, this amounted to an average of $79K per role, and another organisation had people leaving part-way through induction training forcing them to burn through a further $39K to refill the same role. If you have an organisation with 300 employees with a turnover rate of 28% and a replacement cost of $39K, your annual replacement costs are in the ballpark of $3 million. Read that last number again. Imagine what you could do for your employees with even a third of that budget. $3 million. This isn’t just a replacement cost or an acceptable cost of doing business; this is the cost of getting a hiring decision wrong, repeatedly. Using the example above, if you could reduce attrition from 28% to 25% in a 300-person organisation, you’ve just saved your company over $350K. Now your CFO is listening. When you align a person’s natural strengths with the skill requirements of a job and company culture, which is what AbilityMap does, your employees have higher job satisfaction producing increased retention and productivity. Not only do your replacement costs go down, but your productivity goes up. Now your CEO is listening. Organisations that participated in this research all recorded an ROI with AbilityMap of greater than 10x per year. The average net return to their organisations through increased retention, staff reallocation and productivity was over $3 million. Now we ask: Do you still think $39K per person is an acceptable cost of doing business? Book your free session with one of our experts and find out what your organisation’s true replacement costs are and how much you could save with AbilityMap – but a word of caution, the numbers could shock you, so make sure to be sitting down. #hirebetter #productivity #retention #happyemployees https://bit.ly/3HrnOIa

With #DataPrivacyDay just behind us, it's a good time to reflect on the importance of privacy in our personal and professional lives. Looking ahead to 2024, it's even more crucial to stay informed about the latest trends at the intersection of privacy and human resources. These trends will undoubtedly shape the future of the workplace. #adp #hr #dataprivacy #dataprivacymatters #payroll

There are many advantages to creating an employee suggestion scheme where employees are rewarded for making suggestions that benefit your business. Apart from the value that these suggestions can have in saving money or driving new business ideas there are also tax-free benefits associated with running these schemes. #SuggestionSchemes #TaxExemptSchemes

There are many advantages to creating an employee suggestion scheme where employees are rewarded for making suggestions that benefit your business. Apart from the value that these suggestions can have in saving money or driving new business ideas there are also tax-free benefits associated with running these schemes. #SuggestionSchemes #TaxExemptSchemes

On May 15, 2024, the Office of the Data Protection Commissioner delivered a decision regarding the post-employment use of videos featuring former employees. Here's why this decision deserves a closer look: 𝐂𝐚𝐬𝐞 𝐁𝐚𝐜𝐤𝐠𝐫𝐨𝐮𝐧𝐝 The complainant alleged unauthorized use of his image in a video post-resignation. Initially created for marketing purposes during his employment, the video continued to be used by the employer even after his resignation. ⚖️ 𝑻𝒉𝒆 𝑫𝒆𝒄𝒊𝒔𝒊𝒐𝒏 The ODPC determined that the employer failed to obtain the complainant’s consent for continued use of their image after separation from employment. Consequently, this was deemed commercial exploitation of the complainant's image and awarded KES 500,000 to the complainant. 🚩 𝑷𝒓𝒐𝒃𝒍𝒆𝒎𝒔 𝒘𝒊𝒕𝒉 𝒕𝒉𝒆 𝑫𝒆𝒄𝒊𝒔𝒊𝒐𝒏 While the decision rightfully focuses on data subjects’ rights, it failed to take into account the employment context under the "𝒘𝒐𝒓𝒌 𝒅𝒐𝒏𝒆 𝒇𝒐𝒓 𝒉𝒊𝒓𝒆"  principle in this particular case.Had the ODPC considered the following aspects, a different conclusion might have been reached: 🔑 𝙒𝙤𝙧𝙠 𝘿𝙤𝙣𝙚 𝙛𝙤𝙧 𝙃𝙞𝙧𝙚 𝘾𝙤𝙣𝙘𝙚𝙥𝙩 This principle dictates that work created within the scope of employment belongs to the employer, unless otherwise agreed. 𝘐𝘯 𝘦𝘮𝘱𝘭𝘰𝘺𝘮𝘦𝘯𝘵 𝘤𝘰𝘯𝘵𝘦𝘹𝘵𝘴, 𝘪𝘧 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴' 𝘷𝘪𝘥𝘦𝘰𝘴 𝘰𝘳 𝘪𝘮𝘢𝘨𝘦𝘴 𝘸𝘦𝘳𝘦 𝘶𝘴𝘦𝘥 𝘥𝘶𝘳𝘪𝘯𝘨 𝘵𝘩𝘦𝘪𝘳 𝘵𝘦𝘯𝘶𝘳𝘦 𝘧𝘰𝘳 𝘭𝘦𝘨𝘪𝘵𝘪𝘮𝘢𝘵𝘦 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘱𝘶𝘳𝘱𝘰𝘴𝘦𝘴 𝘢𝘯𝘥 𝘢𝘭𝘪𝘨𝘯𝘦𝘥 𝘸𝘪𝘵𝘩 𝘵𝘩𝘦𝘪𝘳 𝘫𝘰𝘣 𝘳𝘰𝘭𝘦𝘴, 𝘵𝘩𝘦𝘺 𝘮𝘢𝘺 𝘯𝘰𝘵 𝘤𝘭𝘢𝘪𝘮 𝘦𝘹𝘱𝘭𝘰𝘪𝘵𝘢𝘵𝘪𝘰𝘯 𝘪𝘧 𝘵𝘩𝘦𝘴𝘦 𝘮𝘢𝘵𝘦𝘳𝘪𝘢𝘭𝘴 𝘢𝘳𝘦 𝘶𝘴𝘦𝘥 𝘱𝘰𝘴𝘵-𝘦𝘮𝘱𝘭𝘰𝘺𝘮𝘦𝘯𝘵. 𝘏𝘰𝘸𝘦𝘷𝘦𝘳, 𝘪𝘧 𝘵𝘩𝘦 𝘶𝘴𝘦 𝘦𝘹𝘵𝘦𝘯𝘥𝘴 𝘣𝘦𝘺𝘰𝘯𝘥 𝘢𝘨𝘳𝘦𝘦𝘥 employment 𝘵𝘦𝘳𝘮𝘴, 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴 𝘳𝘦𝘵𝘢𝘪𝘯 𝘳𝘪𝘨𝘩𝘵𝘴. ❗However, valid claims may arise if: 𝑇ℎ𝑒 𝑣𝑖𝑑𝑒𝑜 𝑖𝑠 𝑢𝑡𝑖𝑙𝑖𝑧𝑒𝑑 𝑏𝑒𝑦𝑜𝑛𝑑 𝑎𝑔𝑟𝑒𝑒𝑑 𝑝𝑢𝑟𝑝𝑜𝑠𝑒𝑠 𝑇ℎ𝑒 𝑣𝑖𝑑𝑒𝑜 𝑖𝑠 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑑 𝑓𝑜𝑟 𝑐𝑜𝑚𝑚𝑒𝑟𝑐𝑖𝑎𝑙 𝑔𝑎𝑖𝑛 𝑏𝑒𝑦𝑜𝑛𝑑 𝑎𝑔𝑟𝑒𝑒𝑑 𝑡𝑒𝑟𝑚𝑠 Otherwise, employers will be compelled to adopt practices that are not commercially viable, leading to significant legal and operational complications. Employees' legal recourse depends on whether the usage of their image or video aligns with 𝐩𝐫𝐢𝐨𝐫 𝐜𝐨𝐧𝐬𝐞𝐧𝐭 𝐚𝐧𝐝 𝐣𝐨𝐛 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬. This balance is key to protect employees' rights as data subjects while respecting employers' business needs and practicalities. Employees who consented to their video or image being used while employed can request removal after leaving by sending a cease and desist letter. This process respects their rights to control their personal data, ensuring their privacy is maintained. 📘Every case tells a story. For precedents that shape the narratives of justice, follow my page, share my posts, and feel free to inbox me for engaging discussions See attached copy of the judgement.

There are rules that businesses must follow when they are reporting employee changes. These changes must be sent to HMRC using a Full Payment Submission (FPS). The FPS is a submission that is required every time you pay your employees and must be submitted on or before the usual date you pay your employees. The information provided on an FPS helps HMRC ensure that they have the up-to-date information on your employees. #Payroll #EmployeeTaxRecords

There are rules that businesses must follow when they are reporting employee changes. These changes must be sent to HMRC using a Full Payment Submission (FPS). The FPS is a submission that is required every time you pay your employees and must be submitted on or before the usual date you pay your employees. The information provided on an FPS helps HMRC ensure that they have the up-to-date information on your employees. #Payroll #EmployeeTaxRecords

Dive into the latest recruitment marketing benchmarks and data-backed insights on high-volume hiring roles in the US. Learn about the cost per hire you make, the industry benchmark and best practices to help you level up! https://bit.ly/3Trg3sL #InteractiveInsights #HR #Recruitment #Joveo