Value Compensation
Here's more information to back up the argument that PR and HR should join forces on the employee communications front: A new study conducted by Harris Interactive and Charlton
Consulting Group reveals that the majority of employees underestimate the value of their total compensation, due in large part to a lack of understanding/communications explaining the benefits
packages. Among the findings:
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51% of the U.S. full-time workforce believe their employer pays 30% or less for employee benefits such as health, life and disability insurance, and retirement benefits and paid time off;
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In contrast, employers actually pay 43% over and above wages and salary for employee benefits;
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75% of employees who say they are "very satisfied" with their total compensation have at least "quite a bit" of understanding of their benefits package;
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Only 19% of employees "completely" understand the total value of their compensation package;
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More than 33% of employees are "very" or "somewhat" dissatisfied with the current total compensation.
Given this cloud of confusion surrounding employees' understand of their compensation, the survey points to an earlier Charlton Consulting Group study that offers insight into the role
communications plays in conveying clearer messages:
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97% of that survey's respondents said that personalized communications played a distinct role in helping employees to better understand their benefits and the value of their total
compensation packages;
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96% felt that total compensation statements in particular were important in communicating value to employees;
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However, 55% of respondents do not use total compensation statements as part of employee communications; and
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93% of HR and benefits executives said that personalized communications were a valuable tool in recruiting and retaining employees.
CSR Without Borders
A new report released by the Society of Human Resource Management shows results of an international study of organizations' CSR practices in seven countries: the U.S., China, India,
Mexico, Brazil, Australia and Canada. The key points include:
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4 out of 5 surveyed organizations participate in corporate social responsibility practices, ranging from donating to local charities to monitoring global fair labor standards;
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The participation rate of U.S. organizations in CSR activities is 91%;
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Top drivers to participate in CSR activities in the U.S., according to surveyed HR managers, are: contributions to society, public relations strategies, and employee activism; and
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The U.S. leads in terms of recognizing employee participation in volunteer programs at 72% of those surveyed.
Considering PR's role as a key driver in participating in corporate socially responsible activities, communications executives should take this as an opportunity to join forces with HR to improve
employee relations and internal communications, and CSR efforts, as well.
Management Roadblocks
A survey released by Attunity and London-based research firm Loudhouse reveals startling results concerning senior management's effectiveness in the workplace, which in turn imply
integration needs that should be addressed by communications professionals. The survey sampled senior management of 200 U.S. and 200 U.K. commercial corporations with over 500 employees. Among the
results:
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52% of surveyed managers think that enabling a collaborative workplace and more effective knowledge-sharing would create a competitive advantage;
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Less than 25% of companies shared learning resources or cross-departmental workgroups to improve information sharing;
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Nearly 33% reported frustration with the lack of collaboration in their company;
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52% complain about having insufficient time to focus on key issues when asked to select their top three challenges/frustrations;
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50% of managers think they spend more time than they should handling information. (U.S. managers spend an average of 12 hours per week gathering, collating and massaging data as opposed to
analyzing it and acting on it);
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81% of respondents said that working priorities often change throughout the course of the week; and
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46% complain about being reactive, not proactive.