5 (of many) cost effective reasons to train online
Many organisations are now realising the cost benefits of using elearning to deliver training online. Significant costs (up to 80%) can be made by taking your training online. Here are 5 cost-effective reasons why businesses should train online:
1) Eliminate travel costs
If you have your own trainers, there will likely be travel costs. However, with elearning, training is delivered direct to the employee regardless of distance and location. All that is required is access to a PC!
2) No venue costs
Meeting room rental costs are totally removed. The cost of hosting elearning is far less than training room costs.
3) Reduce (if not eliminate) accommodation expenses
By training online businesses organisations can save considerably by reducing accommodation and meal costs.
4) Staff savings
The elimination of costs associated with instructor/trainer salaries is one of the most advantageous reasons for businesses to train online.
5) Return on investment
ROI studies have shown a positive return for companies implementing elearning. See the cost differences between traditional training and elearning by trying the Skillsboost.com ‘Return On Investment Calculator’
Communique – Competition Winner
We want to send our Congratulations to the winners of our terrific prize in the last issue. The €1,000 night out for four at The Dundalk Stadium and the Crowne Plaza Hotel was won by Paul O’Donavan at the Dublin Airport Authority who is passing the prize onto their Christmas Charity Draw, well done Paul !!
We would like to thank all who entered our competition a we will be sure to hold another in our next issue.
€5,250 raised for The Irish Cancer Society
Relay For Life is a 24 hour community celebration undertaken in aid of the Irish Cancer Society as a way to honour all people affected by cancer. The year’s event took place in Oriel Park in Dundalk and began on the 9th of October and ended the following day, with Optimum Results and Customer Perceptions participating personally.
Members of the community came together in teams and ensured that someone was walking around the Relay course at all times during the 24 hour period. Other activities also took place throughout the 24 hours and there was a great atmosphere as a result.
The combined amount raised by Optimum Results and Customer Perceptions totalled €5,250. As well as actively doing the walking, team members of both companies held a Book Sale and Cake Sale. Speaking about the event, they all agreed that it was a very enjoyable and they are delighted to have raised so much money for the Irish Cancer Society, as the work they do is fantastic.
Employers protection from redundancy claims – Do’s & Dont’s
Peter McInnes
Peter McInnes is the Head of the Employment Law Unit in McDowell Purcell www.mcdowellpurcell.ie
The number of claims brought by disgruntled employees who have been dismissed by reason of redundancy has grown exponentially in the past few years and there in no sign of any drop off in the rate of referrals to the Rights Commissioner Service (RCS) and the Employment Appeals Tribunal (EAT).
With a possible award of up to two years’ remuneration, reinstatement or re-engagement available to employees who have been unfairly dismissed, it is important to have an understanding of the main legal provisions surrounding redundancy issues in order to minimise exposure to legal claims. So, what can employers do to protect themselves from a successful redundancy claim?
Do act reasonably and consult with employees before implementing the redundancies. A clearly defined consultation process should be put in place and redundancies should not be presented to employees as a fait accompli. Also, consider whether the proposed redundancies constitute a “collective redundancy” under the Protection of Employment Act 1977, in which case the employer is obliged is consult with and inform employees in a prescribed matter.
Do use objective selection criteria, for example, last in first out, qualifications/training, flexibility etc. The selection process should be documented and the criteria applied consistently across all departments. An employer must be able to justify why a particular person was selected for redundancy and the decision should be based on objective grounds which are unrelated to the individual concerned, for example, last in first out (LIFO). Employers should tread with caution if using criteria such as attendance records, which may inadvertently discriminate against an employee who has been on sick leave, or disciplinary records, which may be regarded as a double penalty.
Do have a business case for the redundancy process. An employer should be able to produce documented evidence for the reasons for the redundancies, for example, revenue figures, lost contracts, increased use of technology.
Do offer employees alternative roles, if any exist.
In O’ Kelly v XSIL Limited [UD 1086/2007] the Tribunal held that the claimant had been unfairly selected for redundancy and ordered his reinstatement. The Tribunal’s decision was based on a number of issues including: (i) the process used in selecting staff for redundancy was based on a template in relation to qualifications, skills and disciplinary record but neither the template nor documentary evidence in relation to the financial position of the company were produced before the Tribunal; and (ii) there was no meeting with the claimant, no discussion with him about the selection criteria and no discussion about suitable alternative roles.
Do consider alternatives to redundancy put forward by the employees and be in a position to demonstrate that consideration was given to any such suggestions.
In Sheehan & O’ Brien v Vintners Federation of Ireland [EAT, 2008], the EAT awarded compensation of €43,000 to each claimant on the basis that the employer did not consider the cost cutting proposals put forward by the claimants as an alternative to redundancy.
Do consider offering an ex gratia sum in excess of any statutory redundancy entitlement in exchange for a compromise agreement signed by the employee waiving his/her entitlement to take a claim against the company. This may go against the grain if an employer believes it has done nothing wrong but bringing a claim is a very simple exercise and employers may find themselves expending a considerable amount of time, effort and costs defending a claim they could have compromised for a smaller amount.
Don’t create a “sham” redundancy. Often employers use the recession as an excuse for getting rid of nuisance, or underperforming employees, usingredundancy as a pretext. However, it is critical that this approach is resisted as it is the role, and not the person, that is made redundant and most “sham” redundancies are eventually revealed as such.
Don’t try to make an employee on maternity, adoptive or parental leave redundant.
Don’t discriminate! Selection for redundancy should not be based, whether directly or indirectly, on discriminatory grounds i.e. gender, age, religion, race, family status, marital status, membership of the travelling community, disability or religion.
30 Actions to Improve Business Performance
Optimum Results has recently delivered the first in a series of free “Actions to Improve Business Performance” seminars, designed to assist attendees with addressing critical issues in order to optimise their business potential. The morning seminar was held in the City North Hotel in County Meath on the 23rd of November. It was remarkably successful and very well received with positive feedback.
“I found the seminar very useful and it highlighted several points which I intend addressing immediately in our business”
Graham Purcell, MD, National Tile, Dundalk.
“Terrific use of two and a half hours. Practical, sharp & focused business development tips and advice, as your literature said ‘Tools for the Toolbox and not theory from the textbook’, Many Thanks”
Robbie Byrne, Precision Nutrition, Ardee, Co Louth.
Due to the success of this first seminar, Optimum Results has decided to hold another two in the month of January.
The first one of the month will take place in The Business Centre, Blackthorn Business Park, Coes Road, Dundalk, Co. Louth on the 11th of January at 4pm.
The next will be held in the Red Cow Hotel on the Naas Road on January 18th at 8:30 am.
These upcoming seminars will cover 30 practical and highly effective measures that can be taken away and used for the improvement of business performance. The topic areas that will be covered are management performance, sales, staff performance, cash flow, costs reduction, and eMarketing.
Both seminars are completely free of charge and are of no obligation, but booking is essential. Log onto the Optimum Results website to book your place.