Are there any PTO plan distinctions for manufacturing workers/non-exempt vs. professional/exempt workers that you've implemented or have suggestions for our revision? 

LeadershipPeer Insights
126 viewscircle icon1 Comment
Sort by:
Director, Global Talent Management in Manufacturing2 years ago

The distinction we make is in the minimum increment of PTO time that can be taken.  As example Professional/Exempt must take a minimum  increment of 4 hours whereas our MFG shop floor employees  must take a minimum increment of 1 hour of PTO time.

Content you might like

What's the most important friction in deploying Robotic Process Automation (RPA) in your company?

Cost of RPA products25%

Lack of developers who can code RPA applications43%

Amount of customization needed to automate business processes27%

Lack of RPA code maintenance resources4%

View Results

Has anyone in talent acquisition used or currently using the tool Phenom? How so? Will be looking to discuss further with those who can share more on their experience. 

What do you prioritize the most in a job?

Benefits (healthcare, paid time off, etc.)7%

Hours flexibility21%

Location flexibility18%

Salary/income23%

Work-life balance14%

Workplace culture14%

View Results

We’re currently reviewing our performance evaluation rating distribution and have noticed that some employee groups tend to receive lower scores compared to their peers.

How does your organization measure equity in performance ratings? What actions are you taking with leaders to ensure fairness and promote equitable outcomes?

I'm curious how other organizations are handling the relationship between their HCM suite and LMS when it comes to employee professional development and compliance training. Are you primarily using your HCM, your LMS, or a combination of both for employee training and development—and what drove that decision? Would appreciate hearing about your approach and any lessons learned.

Read More Comments