ADP ReThink Q https://rethinkq.adp.com/ Telling the human stories of payroll Fri, 06 Sep 2024 10:09:38 +0000 en-US hourly 1 https://wordpress.org/?v=6.8.3 A proactive HR approach to combating job scams https://rethinkq.adp.com/hr-approach-combat-job-scams/ Mon, 01 Jul 2024 19:32:16 +0000 https://rethinkq.adp.com/?p=3522 Amid a cost-of-living crisis, desperate job seekers are falling victim to employment scams. Here’s how HR and payroll can help protect their companies.

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A proactive HR approach to combating job scams

Amid a cost-of-living crisis, desperate job seekers are falling victim to employment scams. Here’s how HR and payroll can help protect their companies.

When a UX designer posted about the fraudulent job offer she received from a cybersecurity company last year, her story went viral. The “hiring manager” had instructed her to link her personal credit card to the company’s bank account and purchase an iPhone and Apple Watch to send the company so its IT team could add branding and security software. When the designer started feeling weird about the situation, she called the main company phone line and discovered the job offer was fake.

Nearly 4,000 commented on her LinkedIn post, with some questioning how she didn’t spot the red flags, others sharing their own experiences around scams, and still others congratulating her for raising awareness about how easy it is to fall prey to a job scam.

In the U.S., the Federal Trade Commission reported 77,612 claims of fraudulent business and job opportunities during the first three quarters of 2023 — with $337.8 million in losses. In Australia, the cost-of-living crisis contributed to a 150% spike in job scams last year, and in the U.K., 30% of residents have experienced some kind of employment scam, according to the communications regulator Ofcom

While the media narrative tends to be focused on the victim’s experience of job scams, the phenomenon has also put HR departments in the firing line, emphasizing the need to protect not just candidates but their company brand — and even their own employees.

Simone Piana, ADP’s VP of Talent Acquisition, says this kind of job scam has existed for years but has really taken off since the pandemic spurred more remote working arrangements. “And the rise of new technologies is helping those criminals to be even more effective,” he says. “Everything is moving extremely fast.”

Evolution of job scams 

Cybersecurity expert James Bore has seen it all: Emails from “recruiters” offering well paid, flexible, remote work; fake texts from well-known brands publicizing roles within their teams; LinkedIn messages from foreign businesses looking to hire senior tech professionals. 

Bore, a London-based cybersecurity expert, actively tries to attract scammers to educate himself and his clients on the latest scam strategies. Since he started laying the bait over five years ago, contact has escalated to at least a few times a day. He has several burner phones and email addresses that he spreads around, and once they end up on phishing lists, he goes along with each scammer long enough to learn their MO. 

Everything is moving extremely fast.

Simone Piana, ADP’s VP of Talent Acquisition

While job scams now tend to play out on messaging apps, the narrative and goals are largely the same as ever: Victims are offered a fake job, but only if they hand over some money to access equally bogus tasks, training or equipment. Other scams include asking applicants to leave fake online reviews, or even handle financial transactions akin to money laundering.

This is where Bore bows out. But those who don’t have Bore’s knowledge might not escape so easily, especially when scammers are impersonating big employers.

“The payment request might start at £10, then go up to a few hundred, and I know people who have lost thousands on these scams,” he says. “You think it must be genuine and it’s just part of the checks and validations they need to do. For the scammers, it’s how they make their living.”

Implementing an anti-scam strategy 

Anti-job scam strategies need to have both a reactive and a proactive component, says Tina Rahman, founder and director of the London-based HR consultancy HR Habitat.

It’s essential to issue reactive statements explaining that fraudulent job postings have hijacked a brand name, Rahman says. But with AI chatbots making it easier than ever for scammers to create bogus listings, as a form of due diligence, HR teams also need to regularly perform proactive searches for job scams in their company name. 

In the meantime, HR teams need to make their companies’ recruitment policies public so everyone knows what to expect when they are interacting with the real business, allowing targets to identify discrepancies in a job scam, Rahman says. 

“We’re not seeing this enough,” she says. “Imagine applying for a job, and you’re faced with a con artist. It’s almost too easy, because the agenda is to get this person in and get what you need from them. So making public the proper selection process policy lets candidates know what an authentic process looks like.”

The policy should include a list of platforms and partners where the company posts job ads, so potential victims don’t engage with scammers using personal communication platforms such as social media or messaging apps. HR should also share the genuine email addresses that their communications will come from, include the correct websites to upload applications, and outline the steps that the real process entails. 

But such a rigorous approach is not yet commonplace, Rahman says. HR should be leading the charge. “[Job scams] are impossible to deal with, or respond to, if there are not proper HR practices in place,” she says.

Employers may also need to start going above and beyond even this level of attention by also providing business scam awareness training to their staff that would help them recognize the signs of a scam, such as generic email addresses, requests for money, and pressure to hand it over. This, says Rahman, would prevent the fallout affecting not just an employee personally, but the wider company too.

This is especially important for large companies handling sensitive data. Cybersecurity awareness training for associates interacting with external people, including job candidates, needs to be ongoing.

“In making sure ADP and our clients are safe, we are paying a lot of attention to these issues,” Piana says. “Every year, each of the more than 65,000 associates at ADP goes through mandatory compliance and anti-fraud training to help keep the company and data safe.”

Fighting jobs scams

Job scams hurt everyone — job seekers and businesses alike. 

“People have lost thousands on these things,” Bore says. “Once you’ve paid that small bit upfront, it’s much easier to justify paying more and more, because it’s hard to admit when you’re wrong, and people convince themselves they need to pay for the next validation or check to get to the next level of the process.” 

Unfortunately, there’s often little victims can do to recoup their losses — even when the companies that were impersonated try to help. “We reassure victims that it doesn’t mean they’re stupid, and that they shouldn’t feel ashamed, because you are more likely to have money stolen from you by fraud than any other form of theft,” says Bore. 

Companies that take a strong, proactive approach protect potential victims and differentiate themselves as so-called “employers of choice,” Rahman says. Organizations that respond well in a crisis attract the best talent and partners.    

“Suppliers and partners want to work with them,” she says. “I’ve worked with businesses where they’ve been pitching for clients, and within their pitch, they’ve mentioned their approach to job scams to show how they’re looking at the economic disasters happening right now — and how they respond to them.”

MaryLou Costa

MaryLou Costa is a freelance journalist covering the future of work, workplace gender equality, sustainability, innovation, startups, parenting, women’s health, mental health and travel. Her work has featured in Fast Company, BBC, Insider, Sifted, Stylist, Women’s Health, Refinery29, WorkLife and others.

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]]> The green talent transition https://rethinkq.adp.com/green-talent-transition/ Mon, 01 Jul 2024 19:27:43 +0000 https://rethinkq.adp.com/?p=3520 The energy transition will also be a labor transition requiring the right mix of policies to retrain and reskill thousands of workers.

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The green talent transition

The energy transition will also be a labor transition requiring the right mix of policies to retrain and reskill thousands of workers.

Countries around the world are racing to reduce carbon emissions in an attempt to limit global warming to 1.5 degrees Celsius above pre-industrial levels. Climate change has already led to extreme weather events such as storms and fires, exacerbated food and water scarcity, and fueled conflicts — a situation the U.N. warns will only get worse unless major changes are made. 

In response, about 145 countries have agreed to or are considering adopting targets to reach net-zero emissions by 2050. Others have passed legislation allocating hundreds of billions of dollars to fight climate change.  

Global investment in the energy transition hit a record $1.8 trillion last year, led by strong growth in China, the U.S. and Europe, BloombergNEF found. The figure includes spending on electric vehicles, wind power, biofuels productions and geothermal plants, as well as power grid investments that will enable the switch.  

But achieving a low-emission global economy will depend as much on people as on technology. As environmental commitments create millions of new jobs over the next decade, targeted and tailored retraining is needed to build a global workforce ready to drive the transition and confront the climate crisis. 

A global talent shortage 

Green jobs are broadly defined as any role that focuses on sustainability and environmentally friendly activities. These include workers in classic fields such as conservation and ecosystem restoration, renewable energy, sustainable design and sustainable investing. But many green workers are also employed in less obvious roles. 

Sustainability-minded fleet managers, data scientists, healthcare workers, construction managers and technical sales reps are all crucial to lowering global carbon emissions. Waste management, construction, architecture and planning, agriculture, ranching and forestry have some of the highest concentrations of green jobs, according to the talent platform LinkedIn. 

Demand is already outpacing supply, according to an annual report from LinkedIn: Green jobs now make up one-third of all postings on LinkedIn. Last year, job postings requiring at least one green skill grew by 15%, but only 12.5% of workers have any green skills, the study found. 

This change comes as workforces in many high-income countries are aging. “There’s a generation that’s going to retire in the next five to 10 years, and that generation is the backbone of the culture and the expertise in many organizations,” says Simone Piana, ADP’s VP of Talent Acquisition. “The knowledge they have isn’t necessarily easy to transmit to others, and, particularly in payroll, there are not enough new hires.” In many places, there’s a mismatch between what educational programs focus on and what skills companies actually need, Piana notes.

Change doesn’t happen easily, but the new opportunity is almost endless.

Simone Piana, VP of Talent Acquisition, ADP

In the U.S., just 1.4% of mechanics are certified to service electric vehicles, even as EV sales grew by 50% last year, the Financial Times reported in January. Many EVs are now a decade old and will require more maintenance in the years ahead. In the U.K., tens of thousands of households are on waitlists for technicians who can install residential heat pumps, smart meters and solar panels, the paper reported. 

Billions of dollars of green investments are also driving job growth in Asia, Africa and South America, according to the World Economic Forum. But without enough skilled talent, these industries can’t grow. 

Easing the transition 

Every industry is considering how new technology will affect the workforce. In a 2023 case study that looked at how 35,000 Canadian oil and gas workers could be retrained to enter the solar photovoltaic industry, researchers at the Michigan Technical University and Canada’s Western University developed a framework for what a green talent transition might look like. 

Analyzing national occupational data, the researchers classified oil and gas workers by job category, region and educational level, and then compared the information to the solar industry. They then reassigned workers to the closest positions in the solar industry based on their existing skills sets and calculated how many workers would need retraining — and how much it was cost. 

The results were promising: Thousands of workers already held construction, installation and support roles that would allow them to transition directly to photovoltaic installation and support jobs. Transitioning the entire workforce would cost between 91.5 million and 276.2 million Canadian dollars ($67 million to $202 million), just 2% to 6% of annual oil and gas subsidies, and workers would have a new, sustainable career with roughly equivalent pay. The costs were “far from prohibitive,” making a rapid transition to sustainable energy production feasible, the researchers concluded. A similar skills assessment and reassignment analysis could be used to efficiently retrain talent in other sustainable industries as well.  

The green economy is also coming as generative AI is also reshaping the world of work. As technology is able to handle more and more tasks that previously required human intervention, some jobs will be phased out while others are created. This requires thoughtful change management. 

“Change doesn’t happen easily — humans are reluctant to change,” Piana says. But “The new opportunity is almost endless. As we integrate new tools in our daily operations, we see the quality is growing, and the quality of the experience as a worker improves. Our time can be allocated to activities and operations that deserve our talent rather than to tasks that can be allocated to tech tools.”  

Public-private collaboration 

Regardless of the exact framework used, public and private leaders — as well as workers themselves — will all need to pull together to ensure a smooth transition. 

“We definitely need to increase the pace of interaction between the public and private sectors and consider social responsibility to highlight what’s needed in creating jobs,” ADP’s Piana says. 

Organizations need to understand how their workforce looks today and how it will look five years from now to identify gaps and see where technology can help augment the workforce. 

“Some expertise is just not available today, so you need to build it internally,” Piana says. That includes new graduates, people who have unrelated experience but are willing to learn, people who have been out of the workforce on parental leave, and people who are returning to the workforce part-time. 

Workers must be willing to adapt and embrace new opportunities. But if forced to foot the bill for retraining themselves, many workers won’t have the resources or incentives to drive the transition, according to a study by the London School of Economics. Low-carbon jobs often require higher technical skills but aren’t necessarily better paid, and changing governmental priorities can create job uncertainty, the researchers discovered. 

Government and industry must therefore work together to ensure enough training programs exist and to fund the training — and to financially support workers during the retraining period. For example, in 2018, Spain decided to shut down its coal mines and invest $280 million in the affected regions, including retraining programs. In the U.S., the 2022 Inflation Reduction Act earmarked $1 billion to help companies replace polluting vehicles with zero-emissions fleets, including grants for training workers to maintain them.

Good policies, including green R&D and infrastructure investments, can also promote growth in low-emissions fields and naturally draw workers to higher-paying green jobs, according to the IMF. Carbon taxes for polluting businesses combined with worker tax credits — and even direct cash payments in developing countries with large informal economies — can also ensure sustainable businesses thrive while still protecting workers during the transition.

Janna Brancolini

Janna Brancolini is an American journalist based in Milan, Italy, frequently writing about environmental and tax policy for Bloomberg. She covered the Covid-19 pandemic in Italy for the Los Angeles Times, and her articles and essays have appeared in the Columbia Journalism Review, Los Angeles Review of Books, Business Insider and more. Janna’s first narrative nonfiction book, “Breaking the Surface,” blending science, art and history to tell the story of one of the world’s first underwater archaeologists, is forthcoming from St. Martin’s Press.

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    ]]> How 6 people in Athens earn their euros https://rethinkq.adp.com/real-people-talk-pay-athens-greece/ Mon, 01 Jul 2024 19:21:31 +0000 https://rethinkq.adp.com/?p=3511 After weathering a financial crisis, people in Greece’s historic capital city are building a brighter future.

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    How 6 people in Athens earn their euros

    After weathering a financial crisis, workers in Greece’s historic capital city are building a brighter future.

    Located between Africa and Asia at the edge of the eastern Mediterranean Sea, Greece sits at the crossroads of Europe. 

    Athens, Greece

    • Population of Athens metro area: 3.6 million
    • Population of Greece: 10.4 million
    • €100 = $106
    • Official language: Greek
    • Minimum hourly wage: €6.27
    • Median hourly wage: €12.60

    Source: Eurostat

    Founded before 3,000 BCE, the history of Athens comes alive in neighborhoods such as Plaka and Thiseio, where you’ll pass by the Acropolis or the Parthenon. But although Athens is a city with thousands of years of history, life here today is vibrant and multicultural, with pleasant year-round weather and street life that stays active well past midnight.

    Greece joined the European Union in 1981 and in 2001 adopted the euro as its official currency, replacing the drachma. In the last few years, Greece has been in the spotlight following its extensive financial crisis, which lasted from 2008 to 2018. In 2018, then-Prime Minister Alexis Tsipras announced the country would exit the Memorandum of Understanding made with the International Monetary Fund, the European Commission and the European Central Bank. The memoranda had laid out controversial bailout schemes that imposed austerity measures on Greece between 2010 and 2018. 

    The unemployment rate in Greece soared after 2008, reaching 27.8% in 2013 while the European Union average was 11.6%. Since then, the country has been on upward trajectory, but it still has the second highest unemployment rate in the European Union after Spain.

    The minimum wage in Greece stands at €910 ($978) per month over a 12-month period, including holiday pay and Christmas and Easter bonuses, landing in the middle of the ranking of European countries by minimum wage. In 2022, the average full-time adjusted annual salary per employee in Greece was €16,661 ($17,900) , among the lowest in the European Union, according to Eurostat

    At the same time, the cost of living in Greece has risen significantly, including rent, food prices and petrol prices. In May 2017, the price of gas averaged just over €1.50 per liter, while today it is around €1.95 per liter. Greece is among the top 10 countries ranked by most expensive petrol prices.

    And young people in particular are experiencing high unemployment rates — 21% for people under 25, and 18.2% for people ages 25 to 29, compared to 10.2% for the whole population. This means they often have a hard time affording an independent lifestyle and, in many cases, continue living with their parents. While Greece may have overcome the financial crisis, the country is still working to improve the average standard of living, with continuing challenges from the housing and inflation crises. However there is hope, as Greece had a stable economic performance in 2023 with GDP growth of 2%. This number is expected to increase slightly in 2024 (2.2%) and 2025 (2.3%).

    Loukas Passas, 25

    Veterinarian 

    I have been working as a veterinarian since I was 22 years old, having studied veterinary medicine in Greece. Right now, I work in a veterinary office in Athens and I make about €1,200 ($1,277) a month. I used to work in an animal clinic, and my first salary was around €800 to €1,000. 

    From 18 until I turned 21, I worked in construction. The moment I received my first paycheck, what stood out to me was the feeling of independence I had. I didn’t want to necessarily buy anything in particular; I had this sense that I didn’t need anyone anymore.

    As far as veterinary medicine is concerned, it has a very wide scope and I feel secure both professionally and scientifically. In this industry, one can either open their own veterinary practice and be a first opinion veterinarian, or they can specialize in any field of veterinary medicine. Most people choose clinical veterinary medicine, and I followed the same path. As animal rights become more significant in society, science evolves accordingly.

    Veterinary medicine was one of the professions least affected by the financial crisis. If you ask me, what has changed in recent years is that people in this industry used to work without being paid. In our generation this has changed. You can’t start working for nothing. I think one can rely financially on this profession given its possibilities and future.

    Kostas Karamitros, 29

    Electrical engineer

    Since April 2020, after I finished my studies at the National Technical University of Athens, I have been working as an electrical engineer.

    As a student, I worked as a waiter part time on weekends and earned €40 to €50 a day, about €450 to €500 a month, depending on the tips. I was spending my salary almost exclusively on hobbies, and when I received the first paycheck in my account, I bought snowboard equipment.

    The company I work for now is involved with project management, and I really enjoy my job. I handle the entire management of all the synergies needed to complete a housing project. On average I make €20,000 to €22,000 a year, depending on the work that comes up.

    The money I make is not really sufficient for the cost of living in Athens. I live by myself and I pay €600 for rent each month, and the electricity and water bills can total €800 for the winter. I own a dog, and my daily expenses are around €15 to €20. My salary is considered higher than average in Greece, and yet even that is not enough. However, it is a well-paid profession compared to other industries in Greece.

    I think electrical engineering is the profession of the future. Electrical engineering school has a huge range of career paths; you can go into robotics or even become a CEO. This profession offers a lot of potential both in Greece and abroad. Considering what is currently happening with artificial intelligence, electrical engineering is a breakthrough career path.

    Angie Sarigeorgiou, 29

    Waitress

    I’ve done 13 or 14 different jobs since I was 18, and right now I am a waitress in a bar in Athens making around €400 a month, working two days a week. At the same time, I am a Pilates teacher and I do personal training for a couple of people. In total I earn around €900 a month.

    The average wage in the catering sector is higher in the majority of European countries than in Greece. Last year when I lived in Portugal on my own, earning €600 a month was enough even though I was paying €300 in rent along with all the expenses I had. I wasn’t comfortable, but in the end I got by.

    My parents have supported me a lot, but they couldn’t entirely support me over the years, so I’ve been doing side jobs to support my dance studies.

    My first job in a jewelry shop paid €3 an hour. Back then I had no expenses, therefore I was just hanging out, shopping and drinking with my salary. 

    Right now I live with my mom, so I don’t have rent to pay, but I have expenses, such as the car I just bought. My income would not be enough if I lived on my own. If I had to pay rent while earning €900 a month, I wouldn’t be able to make ends meet. 

    I’d like to be able to live independently as a dancer though. But I cannot do that in Greece. It is not easy abroad either, yet it is somehow more possible compared to Athens.

    Nouri, 36

    Laborer

    I am a Kurd from Syria, and I have been in Greece since 2012. When I came here, I was detained at the border as I was entering Greece and held for five and a half years. When I got out in 2017, I cleaned houses for a living for four months. My first wage was €30 a day. In Syria I did many jobs, working as a cleaner and a painter’s assistant. Now, I’m a laborer; I work in carpentry and I make about €1,000 a month.

    I got into this line of work when a painter friend of mine invited me to join a job to do some tiling. And then a handyman called my friend and asked him to find a helper. I didn’t want to go at first. But he insisted, so I went once to try it. Well, then I got hooked, and I’m still working to this day.

    So far, I haven’t bought anything with the money I make. I only spend my salary for my house expenses and to cover my basic needs.

    For me, this job is very good. I am happy and I want to learn more, because there is a lot of work in this field in Greece. Also, I can’t do heavy work, such as demolishing a wall — I would get too tired — whereas what I’m doing now is not so tiring.

    I have done a lot of jobs. Cleaning, assistant in painting, garden maintenance, etc. When I started working back then, it was more difficult to get a job. Now it is easier, I think.

    Katerina Plastira, 26

    Philologist

    I started working as a philologist in 2022, having studied philology and the teaching of ancient and modern Greek in Thessaloniki. 

    I currently work in three tutorial centers, earning about €850 per month, depending on the number of hours I get. I teach lessons for children from second grade up to the first year of high school. At the same time, I am currently finishing my master’s degree on new technologies in education, at the pedagogical department of the National and Kapodistrian University of Athens.

    My parents help me pay my rent, but in all other parts of my daily life I manage to get by on my salary. Being able to pay for the rent on my own is a goal over the next few years. Aside from the daily expenses we all have, whether it’s basic necessities or optional expenses, I’m trying to save.

    I like my job. I also like the subject a lot, both the studying and teaching parts. When I started out, I was thinking of getting into a public school. Now I don’t know if I want to do that; I don’t even know if it’s possible. Do I want to spend years and money doing another master’s degree — in order to be appointed in a public school in Greece you must hold two master’s degrees — and then be a deputy teacher for €800 per month and still have to pay for a place to live? I don’t know if I ultimately want that. On the other hand, I don’t imagine myself forever in the private sector and in the tutoring business. So, it’s not very clear to me what I would like to do. 

    I don’t have any scale of reference to other European countries, but in general I think that even in the public sector, teachers are low paid. Teachers who have been teaching for years have a ceiling of €1,300 a month.

    Iro Biskini, 27

    Senior logistics coordinator

    I have been working as a senior logistics coordinator in a marine logistics company since I finished my studies in 2019 at the University of Piraeus. I started my internship there and as soon as I completed it, I started working full time. Today I earn €1,700 per month. Prior to working for this company, I worked in a cinema in customer service, and my first salary was €400 a month.

    At this stage of my life, I cannot afford living on my own because I have fixed expenses which do not let me easily save, such as my car that I pay for in installments and some other loans that I needed to obtain.

    I try to save money; however, it is not very easy either as you get older and your debts rise, or considering the inflation rate in Greece. I believe that one can live on their own in Athens on €1,700 a month, but having fixed expenses like me, it’s not easy. In my case, in order not to sacrifice my comfortable social life and some investments for the future, I prefer to stay at my parents’ house rather than be pressured.

    There are so many opportunities in the shipping industry, and I only realized this when I started working. I didn’t even know about my sector when I was a student. Shipping is so wide-ranging — you are involved with so many things. I think I can move up even further in terms of salary and eventually get a position with more responsibility. The potential is there. The shipping industry is a rich industry and always will be.

    Vassilis Rempapis

    Vassilis Rempapis is a photojournalist based in Athens, Greece. He has been working since 2018 as a freelance photojournalist for photo agencies and newspapers covering breaking news, politics and social issues in Greece.

    Victor Antonopoulos Skianis

    Victoras Antonopoulos is a freelance journalist from Athens, Greece, working for online media and radio news. He has reported on the February 2023 earthquake in Turkey and the Ukrainian refugee crisis.

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    ]]> Kennametal sees challenges as opportunities for innovation https://rethinkq.adp.com/kennametal-case-study-innovation/ Mon, 01 Jul 2024 18:09:19 +0000 https://rethinkq.adp.com/?p=3508 When regional issues arose during Kennametal’s global payroll transformation, ADP helped find creative solutions for difficult situations.

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    Kennametal sees challenges as opportunities for innovation

    When regional issues arose during Kennametal’s global payroll transformation, ADP helped find creative solutions for difficult situations.

    When Kennametal began preparing to spearhead a massive HR information system transformation journey in 2015, they knew exactly how they were going to approach the project: By channeling Kennametal’s vision of “transforming how everyday life is built” while preparing for the challenges of tomorrow.

    Kennametal is a multinational company that delivers tooling and wear-resistant solutions to make products spanning a wide variety of industries — from electric vehicle battery housings to the materials on the tips of the drill bit currently being used by NASA’s Perseverance rover on Mars.

    When Marc Lippa, Vice President of HR Operations, and Meg Kulkarni, Director of HR Technology and PMO, and their teams took stock of the state of Kennametal’s HR system landscape, they knew it was due for a serious makeover. The company used 43 different payroll vendors governed by 47 separate contracts, with many manual and decentralized systems. The employee experience was suffering, among other risks and inefficiencies. 

    But change does not come easy, and the team soon encountered unexpected challenges from some of their regional teams. However, they viewed these challenges as opportunities instead of problems. Because of the need to navigate complex emotions surrounding the change management process while also ensuring efficiency and maintaining an ambitious timeline, Kulkarni and Lippa were able to create a blueprint for change that led to better adoption.

    ADP ReThink Quarterly: What were some key challenges you encountered when embarking on your HRIS transformation journey?

    Meg Kulkarni: Starting in 2015, we set a goal to streamline operations across regions. We aimed to bring everyone under one global HRIS system and use a unified payroll platform, which would be managed by ADP. Part of this transformation project included being more strategic about where we placed our service centers, and choosing areas that would be more efficient and aligned with our project goals.

    But as the shift towards increased standardization unfolded, some regions exhibited resistance to the changes we were implementing. Moving shared services centers to more strategic regions, for example, raised concerns among local teams who felt something was being taken away from them.

    Teams may perceive that they’re losing something during the transition and become concerned about the future of their roles and their work environment. You can’t underestimate those emotions. So, you need to work on connecting those people to a common goal. It was important to communicate to people why these changes would be beneficial while also giving them the tools to thrive under these new conditions.

    Marc Lippa: Here’s an example: We took our decentralized HR model that was operating throughout Europe and established a centralized HR shared services center in Poland. The transition and the change management that came with this cross-border move raised some unexpected cultural and organizational complexities. We had to figure out a way to minimize these disruptions while still optimizing efficiency throughout the transition process.

    ADPRQ: How did you address these challenges, and how did ADP help you navigate them?

    Lippa: You start by getting people in the room and connecting them to a common goal. In this case, our goal was to approach every aspect of the company with an attitude that said, “How can I make this better? Who do we need to get into a room so this will work?”

    In Germany, for example, local labor laws determined shift schedules for employees, so we had to figure out how this would affect our new operations. As labor agreements changed, we had to adapt our time schedules to accommodate those agreements and statutory requirements. Shift schedule changes directly impact employee payroll, and hence, the change had to be followed through with payroll configuration changes as well.

    Kulkarni: For the shift schedule changes project in Germany, we were able to get the right teams together from Kennametal and ADP to find a solution. Our intent to focus on tackling complex problems head-on and using them as opportunities for innovation was exactly what made us and ADP such a great team. ADP shares our values — they don’t shy away from big challenges, and they’re eager to work together to find the best, most efficient way forward. The ADP team became an integral part of figuring out how to navigate this transformation.

    They understood that we were looking for a standard platform that provided managers with reliable information they could use to make decisions around labor costs and worked with us to make that a reality.

    ADPRQ: What were some key lessons you and your team learned during this process?

    Lippa: Kennametal is a company that prides itself on creating efficient, long-lasting tools and solutions. We applied that strategy to our payroll transformation. In order to facilitate the change management process and promote standardization, we created a toolkit with templates for the process that could be applied across the various regions. This kit included, among other things, a collection of communication planning templates. They helped our change agents frame the message in a way that those who were impacted could understand both what was going to happen and why it was happening.

    The toolkit was an important part of the transformation process. It helped our teams understand stakeholder alignment discussions, make assessments about change receptivity, and provide simple templates for communication purposes and change concepts that are still leveraged today.

    ADPRQ: Where are you now on your transformation journey?

    Kulkarni: By 2016, we had successfully implemented ADP Global Payroll in our larger employee countries: China, India, the U.S. and Germany. Fast forward to now: We’ve experienced significant success in numerous regions. We’ve centralized a significant part of our operations, with 26 global payrolls now being processed out of India. ADP Global Payroll has been successfully deployed in nearly all regions, with plans to address the implementation in the Netherlands, Japan, Hungary and Canada this year. While challenges persist, our confidence in the partnership with ADP empowers us to navigate these hurdles and stay ahead of the curve.

    Lippa: HR has been simplified and standardized for long-term optimization. We’ve also standardized global processes for hiring talent, compensation planning, succession planning and spot award recognition. We’re working more efficiently with a smaller staff, and ADP’s tools make things like labor cost and headcount reporting easy, accurate and reliable.

    Contact ADP to discover how your organization can innovate and streamline your global payroll processes.

    Luisa Rollenhagen

    Luisa Rollenhagen is an Argentinian-German freelance journalist based in Berlin. She’s worked for publications including Deutsche Welle, GQ, The Guardian, and BuzzFeed.

    The post Kennametal sees challenges as opportunities for innovation appeared first on ADP ReThink Q.

    ]]> Ithaca Hours and time-based currencies  https://rethinkq.adp.com/artifact-ithaca-hours/ Mon, 01 Jul 2024 16:17:35 +0000 https://rethinkq.adp.com/?p=3561 An experiment in 1990s New York was a fairly recent example of a centuries-old idea: local currency projects based on labor.

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    A selection of Ithaca Hours currency. Courtesy of The History Center in Tompkins County

    Ithaca Hours and time-based currencies 

    An experiment in 1990s New York was a fairly recent example of a centuries-old idea: local currency projects based on labor.

    In 1991, an experiment started in Ithaca, New York, a town of 32,000 about a four-hour drive from New York City. Paul Glover, a community organizer who had been an urban studies professor at Temple University, had 1,500 Ithaca Hours notes printed. On the front of his new currency was an engraving of nearby Lick Brook Falls. A banner over the image read “In Ithaca We Trust,” and below it: “One Hour.”

    What followed was a surprisingly successful attempt to create a time-based community currency.

    Glover had a variety of concerns that he hoped Ithaca Hours would help address. First, when residents and visitors alike spent their dollars in town, much of that money left the community as corporate profits or tax dollars, which were spent elsewhere. 

    “We printed our own money because … [Ithaca Hours] stay in our region to help us hire each other,” he wrote. Homeowners could hire a repair person and pay for their labor in Ithaca Hours, and in turn, some 500 businesses, including a credit union, accepted the notes as the equivalent of $10 per Ithaca Hour. At their height, homeowners could even use Ithaca Hours to make mortgage payments at the credit union.


    An early gathering of Ithaca Hours members in 1991. Courtesy of The History Center in Tompkins County

    Origins of time-based currencies

    Glover was inspired to create his time-based currency after learning about similar systems introduced in the United States during the 1820s and 1830s. Those decades witnessed the rise of manufacturing, wage labor and a cash economy, as well as growing anxiety about where those developments might lead. These worries produced a flurry of ideas, including new cooperative communities — such as Shaker villages — based on communal property and gender equality. 

    One such would-be utopia was Robert Owen’s community of New Harmony, Indiana. Owen had made his fortune as a textile mill owner in Scotland, and like many, he paid his workers in scrip that was redeemable at the company store. While Owen offered quality goods at fair prices, most industrialists used the system as a way to control and exploit their employees, eventually leading Parliament to outlaw the use of scrip beginning in 1831. 

    Owen wanted to go the other way, creating a self-sufficient model community where residents invested in a cooperatively owned enterprise and earned credit at a community store through their labor. In 1825, he bought New Harmony to launch his experiment. After a few years, the project had failed as a social reform enterprise but had succeeded in creating an important center for science and research. The town attracted sincere, hardworking people, but also some “crackpots” that contributed to its downfall, one historian observed. 

    One disappointed New Harmony resident was Josiah Warren. Warren wanted to carry on certain aspects of the experiment, but he believed one of New Harmony’s fatal flaws was its reliance on communal ownership. Warren would become known for two things. One was being an early evangelist for individual sovereignty and personal property. The other was his experimental Cincinnati Time Store, which he started in 1827.

    The store’s first innovation was that Warren priced his goods at the costs incurred plus 7%. The idea was that goods should only be sold at the cost of the labor to make them, which was known as the labor theory of value. The 7% was to cover his labor for handling the goods, but the system was supposed to prevent people from making a profit beyond the cost of the labor that went into it. 

    The second unique aspect  was a system of “labor notes” that Warren created based on hours of labor. The store had a board where customers could advertise what kinds of labor they needed or would perform, such as carpentry or farm labor. Like Ithaca Hours, a worker could earn more notes based on the difficulty of the labor. That was, incidentally, one of the flaws of the system — the idea that not all labor was equal.

    When asked if he created the idea of time currency, Warren bristled. He did not “consider any man the originator of principles or truths,” he wrote. “We only discover and develop them.” Believing the experiment had been a success, Warren closed the store after three years to move on to other projects. This would prove to be a weakness of later time-based currencies: They have often depended on the time and efforts of their creators.

    A labor for labor note for the Cincinnati Time Store from the book “Equitable Commerce” (1846) by Josiah Warren.

    A voucher valued at two hours of work from the Birmingham branch of the National Equitable Labour Exchange in 1833. Courtesy National Library of Wales
    Two one-sixth-hour labor vouchers produced for the National Equitable Labour Exchange of Birmingham, England, in 1833.

    Japan’s time bank

    More than a century later, another freethinker began an experiment in exchanging goods and services for time. Teruko Mizushima, the daughter of an Osaka merchant, gave birth at the start of World War II and was soon facing wartime food shortages. To get fresh vegetables, she offered to sew clothing for neighbors who were themselves struggling with clothing shortages.

    After the war, Mizushima gained renown for a 1950 newspaper article describing a labor bank, explaining the possibility of a time-based currency and a bank that would enable the exchanges. In the years that followed, she became known for her social commentary and for speaking on national broadcasts. In 1973, she created the Volunteer Labor Network.

    Within five years, the network included about 2,600 members. Many of them — but not all — were housewives like Mizushima. She ran the network from her home and organized the members into local branches to facilitate the exchanges. Over the next five years, several hundred more people joined the network. Volunteers exchanged nearly 500,000 hours of volunteer labor. But the organization relied heavily on Mizushima to keep it running. When she died in 1996 at the age of 76, the network declined in members.

    But her idea inspired others in Japan. In 1991, Tsutomu Hatta, a retired attorney general, proposed a time-based currency as a solution to the need for elder care in a nation with a rapidly aging population. In 1994, a group of organizers and attorneys produced a report based on the idea, announcing fureai kippu (caring relationship tickets) and an associated fund. They hoped to attract 12 million volunteers who would accrue hours by shopping for the elderly or helping with everyday tasks. Volunteers could use those hours to pay for services for their parents who might live in another part of the country — or save them for when they got older.

    According to engineer and economist Bernard Lietaer, Japan experienced a boom in community currencies in the 1990s because of the 1990 economic crash. The Fureai Kippu network, for example, grew to have some 372 branches across the country and likely fell short of its goal of attracting 12 million volunteers, but many other community currencies started in this same period. One recent study identified 792 community currencies in Japan. When researchers surveyed organizers about the reasons the currencies had been created, the top four answers were “creating connections among people,” “regional economic revitalization,” “promotion of recycling,” and “natural environment protection.” These reasons were far different from the first time-based currencies of the early 1800s, which leads us back to Ithaca Hours.

    Courtesy of The History Center in Tompkins County

    Ithaca and beyond

    While Josiah Warren and Robert Owen were concerned about the exploitation of laborers when they introduced time-based currencies, the creators of the new currencies in the 1990s, like Paul Glover, were motivated by other issues. Glover mentioned wars and rain forests. Just a few years earlier, in 1987, the United Nations had issued a report known as the Brundtland Report that was an early articulation of the challenge of sustainable development. International economic development was supposed to alleviate poverty, raise standards of living and reduce conflict, but it also brought ozone depletion, global warming and worsening food insecurity.

    That same year, Glover wrote an op-ed in a local Ithaca newspaper warning about the disappearance of farmland because of suburban sprawl and rapid population growth. One answer, he suggested, was to create local food systems. “How well could New York live from its own backyard?” he asked.

    While Ithaca Hours proved successful for more than two decades, the currency’s use declined when Glover moved away from Ithaca. 

    And although many proponents of time-based currencies are thinking locally, others are thinking globally. In 2012, Gabriele Donati and Karim Varini, two friends from Switzerland, started TimeRepublik, an online bank dealing in TimeCoins, each earned with 15 minutes of labor. Nearly a decade later, Donati told an online magazine journalist he and Varini had been inspired by a news story about tenants of an apartment building who exchanged favors and had the superintendent log them.

    “This caught our attention, because for years we’ve been talking about creating an alternative space that could value relationships rather than transactions,” he said. “A place based on reciprocity and abundance rather than hoarding and scarcity.”

    Now TimeRepublik has 100,000 users worldwide. While experiments such as the Cincinnati Time Store, the Volunteer Labor Network and Ithaca Hours have fallen by the wayside, the continued interest in time-based currencies suggests Josiah Warren may have been onto something.

    Dr. Lou Martin

    Dr. Lou Martin is an associate professor of history at Chatham University, a cofounder of the West Virginia Mine Wars Museum, and a member of the advisory council of the Ohio River Valley Institute

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