The Potential Risks of Multi-language Capability in HCM Business Solutions

multi-language in HCM solutions

More and more companies, both large and small, are building a multi-national presence. These organizations often have employees in several countries, speaking different languages. Even domestic businesses may have a multi-lingual workforce, commonly with workers speaking Spanish, French, and multiple Asian languages, for instance. In those companies, the ability for HR to effectively communicate with this diverse group is critical to success.

The most comprehensive HCM software solutions, such as LBi HR Help Desk, offer multi-language support, often via integration with Google Translate. HR staff and employees have 2-click access to over 90 different languages, which translates each page on the fly and remembers the user’s selection every time they log in.

That may work fine when translating drop-down menu items and static text, but what about freeform text boxes? What happens with common slang expressions or regional colloquialisms in the translation process? What happens if the employee’s or HR’s true meaning is literally lost in translation? Google Translate does a fine job with standard text words and phrases, but doesn’t always properly convert slang and similar idioms. Even the most comprehensive translation engines can get it wrong all too often.

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Rewards & Incentives

Rewards and incentives and employee engagement

Every employee loves incentives and rewards and they can be part of the tools that help keep engagement with your company. They can come in the form of cash bonuses, salary increases (and/or promotions) or prizes (tangible gifts). Generally, incentives are considered more like the carrot on the stick – achieve management’s stated goals and you receive the gift. Rewards on the other hand may be given ad hoc after an employee performs well above expectations, without any awareness of a potential recognition.

So which method can potentially help management achieve peak performance from their employees? In this blog we will only consider positive awards. Negative incentives (threats of termination or demotion, for example) will be saved for a future blog. And we aren’t talking about traditional holiday bonuses.

Let’s take a look at some of the various incentive options that could trigger an award, and the recommended award types:

Incentive/Reward Plan Award? Award Type Meet stated goals Not recommended unless the team as a whole is well below plan/quota N/A Exceed stated goals Yes – can be ongoing Raise or bonus One-off performance contest Yes – occasional Bonus or prize Top producer for a period Yes – ongoing Bonus Special activity – e.g., best new idea, charity work, etc. Yes – occasional Prize Recommends a new hire candidate Yes – when candidate is hired Bonus Unexpected performance above & beyond Yes – as one achieves this designation Bonus or prize Random lottery game Yes – occasional Bonus or prize

How did I select specific award types depending on the activity?:

Award Type Reasoning Raise Permanent, used for rewarding ongoing or longer-term success. Bonus Cash is king. When the achievement is one-time and high-value to the company. Everyone likes cash. Prize Fun, different, unexpected — when the employee’s special performance doesn’t necessarily impact company performance, and the award impacts general morale.

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