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Elements used for calculation purposes are based on studies conducted by Statistics Canada, the Conseil du Patronat, Groupe GP2S, Watson Wyatt & more than 1,000 organizations that successfully used ProfileSoft's tools.
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(*) Benefits : Group Insurance - EAP (Employee Assistance Programme) - CSST - Paid Statutory Holidays - Sick Days
(**) Minimum Recovery : The right person at the right place (Job Matching) - Prevention (Well-being) - Presenteeism - Absenteeism - Replacement & Employee Turnover.
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Presenteeism can be defined as an employee's presence in the workplace in spite of a physical or mental condition related to depression, disguised burnout or inappropriate behaviours.
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The causes of presenteeism may be demotivation, frustration or the result of a psychological disorder unrelated to the workplace; eventually, the employee may perceive this to be a physical disorder, such as back ache. The loss of productivity of employees affected by presenteeism is repetitive and chronic as well as being predictive of burn outs.
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Presenteeism represents significantly more idle time compared to absenteeism. According to a major study published in 2007 by the «Journal of American Medical Association», presenteeism accounts for 81% of idle time.
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Facts : Presenteeism costs corporate America 35.7 billion dollars annually. Absenteeism totals 8.3 million dollars annually.
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The cost of absenteeism is high and growing steadily. According to Statistics Canada's Labour Force Survey, the annual number of lost days, per worker, increased from 7.4 days in 1997 to 9.1 days in 2003, and they are considered to be on the rise.
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The cost of absenteeism is continually growing and psychological disorders (stress, depression, anxiety, etc.) now play an ever increasing role as the main contribution causes of absenteeism.
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A large number of factors can influence health, including mental health. They include, among others, levels of remuneration and education, as well as relationships with family and friends (World Health Organization, 2003).
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Facts :
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1 North American in 6 suffers from depression.
70% of those who suffer from anxiety develop a major depressive disorder (Les Affaires 2006).
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The effective running of any organization is HR driven. For work to be conducted efficiently, it is essential to have the right person, at the right place, at the right time, with the right behaviours.
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The rate of employee turnover is used to measure the cost of employees' departures (voluntary or not) and replacement, including insertion, training and learning.
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A wave of change is surging over the work place and it will become increasingly difficult to find the right people, and even more so to retain them.
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By 2012, organizations will be called upon to think differently as the number of 45 to 54 year old workers will increase by more than 50% while the number of workers between the ages of 25 to 34 will decline by 9%.
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NOTE : On average, presenteeism and absenteeism represent 17% of the total payroll of Canadian organizations (Groupe GP2S - 2007).
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One of ProfileSoft System's applications is to assess the potential of a given group of employees with their strengths and weaknesses. This procedure allows for management optimization and, most specifically, the maximum potential recovery of losses relating to presenteeism and absenteeism while identifying replacement and turnover costs.
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1. PROFILESOFT'S QUESTIONNAIRE
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- communication with all employees (memo, letter, email, etc.)
- bilingual questionnaire (15 to 20 minutes)
- Internet access (speed / security)
- accuracy 85%, validity 93%, reliability 99,5% (detecting atypical cases «outliers»)
- on-line «Wellness Profile», a personalized report for each employee (8-10 pages)
- attitudes and tendencies
- wellness overview (short, mid and long terms)
- ideal environment
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2. PERSONAL COMPETENCIES PROFILE, FOR EACH POSITION
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Formalization of work behaviours and personal skills, for each position, according to the ProfileSoft's model :
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Entrepreneurship (undertaking a project, an activity)
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Motivation (criteria, motivators)
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Leadership (propensity to act alone or as part of a team)
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Interaction Style (way of maintaining relations with others)
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Technical Orientation (interest for theoretical or practical aspect of business)
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3. CORPORATE REPORT (30 to 35 pages)
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The human capital assessment includes four (4) types of scientific & objective information required to clarify
decision making :
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- Comparative analysis of employee values and behaviours (by groups)
- significant job behaviours (5 groups)
- motivation & personal integration at work
- motivation & personal integration at work
- words of caution in terms of coaching
- Training needs diagnosis (determining strengths & weaknesses)
- summary of training needs
- specific training needs
- Succession plan and staff mobility
- Comparison of all employees profile versus all position profile
- employees :
- identification of the positions in which a person could succeed
- identification of individuals who need reorientation (if any)
- positions :
- identification of emerging professionals to develop
- identification of positions for which no emerging professionals are available
- Depersonalized Wellness Overview Report (Personal Privacy Protection Law)
- prevention for an optimal wellness at work :
- short term : self-control
- mid term : coping with stress
- long term : nutrition (physiological), physical condition (physical), burnout (psychological)
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