ClubPay Blog

ClubPeople

Recent Posts

ClubPay: ABC’s of Success

Mar 10, 2011 10:42:00 AM

A – Associations –what circles are you in? Make sure you are not the biggest fish in the pond. If you are, get in another circle with people who are more successful, mature and represent who you want to be.  It will rub off.

B – Books – what are you reading? Discipline yourself to read books related to what you want to accomplish or grow in. If reading is not your thing, listen to audio books or podcasts. Think about it, you can gain years of study and experience from some of the smartest people in the world for $15.

C – Choices – What do you choose to do with your most limited resource – time? Everything falls into one of two categories – 1) goal achieving and 2) tension relieving. Make sure you are weighted heavily towards goal achieving and cut off any destructive tension relieving activities.

ClubPay presents the challenge to ACT NOW! 

We invite you to share your goals and your success stories here by commenting on this article.

Read More

2011 – What are You Thinking?

Jan 3, 2011 3:22:00 PM

I have but one prediction for 2011 and this is it. “The things you are thinking about now will create the results you will experience in the next year.” I am not just talking about “thinking positive” in the traditional sense but suggesting we have a very real ability to create tangible results in our lives by choosing our thoughts in an intentional manner.

Many are familiar with the proverb, “as a man thinks, so is he…” Sounds good, but is this really true? Do we think about negative things because of our circumstances or are our circumstances a result of our negative thinking? For the answer, let’s take a closer look at how we, as human beings, make decisions to take action in our lives.

The way this works is a result starts with a thought then leads to an idea which in turn, stirs emotion and finally leads to action. We tend to act on emotion and our emotions are driven by our thoughts. We think about something that stirs our emotions and this leads to action. Sometimes these patterns are positive and sometimes negative, but the principle is always in place. Thoughts are physical things.

Need evidence? Have you ever met a wealthy person who “thinks” of themselves as poor? Have you met a person in poverty who “thinks” of themselves as wealthy?  It is easy to miss but if you look closely, I am confident you will find a pattern. The wealthy person has always thought of himself this way even before he had achieved his success and in most cases, the poverty stricken person has seen himself as poor even before his circumstances were so dire.

The good news is each of us has a choice! Each of us is constantly bombarded with messages from friends, family co-workers and the media. Some of the strongest messages come from within ourselves as a result of our past experiences and fears. Some of these thoughts are positive and some negative. Choosing the positives set’s up right thinking which fires up creative ideas, stirs positive emotions and leads to desired results. On the other hand, choosing negative thoughts leads to wrong thinking, bad ideas, negative emotions and destructive results.

Let me give you a real life example to prove the point. Let’s say your boss is micro managing your activities. You take note of this and think about it. As you continue to think about it, you begin to feel anger, resentment and as though you are being treated unfairly (emotions).  As these emotions are stirring, you begin to notice it seems as though the problem begins to happen more frequently. Your boss has sensed something is wrong and it is causing him to lose confidence in you, so he begins to monitor your work more causing a greater clash between the two of you. Eventually the emotions spill over to action and your boss hires someone new.  In this example, the link between wrong thinking and negative results should be clear.

Focus is the fertilizer of thoughts. What we focus our thoughts on is what grows and prospers in the garden of our lives. While it may seem daunting to change the direction our finances, careers or relationships are headed, it is very easy to simply change our focus one thought at a time.

I’ll leave you with my wishes for your absolute best year ever with this final thought gathered from a Face Book Post this morning…

If it didn’t bring you joy, just leave it behind.

Let’s ring in the New Year with good things in mind.

Happy New Year!

Read More

Managing the Risk of Having Employees

Oct 13, 2010 2:26:00 PM

WHAT?  Yes, HR is really Risk Management.

Take a minute to jot down all the areas of liability that you can think of when running a club.  Finished?  Now, how many of those liabilities would exist if you did not have employees?  None.

Workers’ Compensation; Employers’ Liability; General Liability; Employment Practices Liability; Property loss; theft; etc.  Most employers only think of workers’ compensation when they think of liabilities related to employees.  Let’s open our eye a bit and explore where other liabilities come from:

Sure, if an employee is injured in the course and scope of employment, the employer knows they have the liability through exclusive remedy (Florida and many other states) to provide medical care and indemnity benefits. Did you know that under certain circumstances the Employer can be held liable at a higher level for illness or injury to an employee?  This is not even considering if the employer is found negligent in providing a safe workplace under the “General Duty Clause” of the Occupational Safety and Health Act.

What happens if an employee causes injury or property damage to a patron:  spills hot soup on the diner; hits a golf ball into a golfer; runs a golf cart over a golf bag; or any number of circumstances that can lead to bodily injury or property damage of a member, guest, visitor or member of the public.  If this is the case, the employee has just caused a situation where the employer can be held responsible for damages. 

Unlawful discharge, negligent hiring, sexual harassment, pregnancy discrimination, disability discrimination, unpaid overtime, and more are all work place occurrences - intentional or unintentional - where remedy is sought through filing a complaint with a government agency and legal counsel.  The employment landscape is fraught with pitfalls. 

So, what are you going to do – just chalk it up to the cost of doing business?  Certainly not!  As an employer you have to arm yourself with knowledge, tools and trained managers.  The people in charge of the staff have to understand the full employment life cycle, the pitfalls associated with each milestone, and how to avoid the pitfalls.  As an employer, if you do not have a risk management savvy human resources manager, then you probably have many unrealized exposures.  Avoiding loss is actually gaining profit.

In short, we need to take off the blinders and put on the risk management perspective when dealing with employees.

-Susan Collins
scollins@certigy.com
www.certigy.com

Susan Collins is a Risk Management and Human Resources professional with over 25 years of experience managing the risk of having employees. 

 

Read More

It's the 4th Quarter - What's in Your Club's Payroll Play Book?

Sep 8, 2010 8:16:00 AM

An estimated 60% of clubs who make the decision to change payroll providers do so effective January 1st. If your club is looking for reduced costs, improved efficiencies or better integration, now is a great time to evaluate your payroll process for January 1, 2011 improvements.

Because so many clubs are facing the challenge of shrinking budgets and decreased administrative staff levels, any opportunity to potentially reduce expense and save time deserves a closer look. Payroll processing is a great candidate to evaluate given the time consuming and tedious nature of handling a club's payroll.  

Should your club evaluate its payroll/HR systems?

Take a moment and consider when the last review of your current provider occurred. With some payroll companies, particularly some of the larger providers, fees seem to creep up each year. Payroll companies often offer discounts and low rates to acquire new clients with the strategy of increasing margin through add-on charges and price increases.

If your club has not evaluated their payroll provider in more than a year, then it is definitely time to take a fresh look and ensure your club is receiving the maximum value for return on investment. The following questions can help with making the decision to evaluate your club's current payroll provider and take a look at other options available.

  • Has the pressure to decrease expenses been increased in the past year?
  • Have administrative positions been reduced or eliminated?
  • Has our club experienced any major payroll or tax issues during the past year? If so, how were they handled?
  • When help is needed, are we assigned a "case number" or do we get responsive, professional help from someone who understands our business and how we work?
  • Has our club experienced price increases over the past year or years? Are the increases reasonable and congruent with functionality and service enhancements?
  • Are we being charged additional fees for basic functionality such as reports, direct deposit, and tax filings?

When to start the process for a January 1 conversion...

If your club is considering a January 1 conversion, the time to begin the process is now. In order to take a systematic approach, adequate time must be allowed to do your homework and research your payroll options before making a decision.

To allow adequate time to do a reasonable evaluation and cost/benefit analysis of making a change, you should target evaluating systems during the September/October time frame and make a decision no later than early November to be prepared for a January 1 conversion.

Budget a couple of weeks for information gathering and analysis. Following your research stage, set appointments with vendors to see the work flow and understand the specific strengths of each system.

Finally, request a detailed proposal to evaluate the soft and hard costs of a change. Don't fall into the trap of evaluating on price only but look at improved efficiencies, time savings, risk management, improved morale/retention and other factors that are related to the payroll and human resource function of your club.

What criteria drives the clubs' payroll decision?

As with any major decision, the first step is take an honest appraisal of your current system to identify its strengths and weaknesses. Once this step is completed, you can move forward with comparing your current solution to other available options.

Some considerations in evaluating companies for a fit with your club include:

  • How easy is our system to use? Is our payroll partner really lifting an administrative burden off the club management team and administrative staff or are they just cutting paychecks?
  • Does our solution include integrated features that help us manage our club more effectively such as HR management, labor management, and hiring and recruitment tools?
  • Does our payroll partner understand our business? Do they accommodate multiple rates, multiple departments, weighted overtime and integration to our club management system?
  • Are there other "clubs" using this provider? What has their experience been?

Kick the tires at ClubPay's 4th Quarter Webinar Demonstrations...

If you just want to kick the tires and see what your options are, ClubPay is offering a complimentary, no pressure, no hassle set of webinars in September. This will give you insight into our two most popular club management solutions - ClubPay and ClubTime. ClubTime is an integrated labor management and time keeping solution and ClubPay is our full-service outsource payroll solution.

Hope you found this post helpful; you can register for the webinars on our website at Attend a Webinar.

Read More

White Paper - "Help, I'm the Controller, not the HR Director!"

Aug 6, 2010 2:14:00 PM

Are you finding you are expected to do more with less in your position as Club CFO or Controller? For some time now, we have observed an industry trend towards increasing the role of the CFO/Controller as it relates to human resource management.

I am privileged to speak with Club GM's, Controllers, CFO's and HR Directors on a daily basis and frequently get feedback similar to the above described trend. While the words may change between conversations, the common theme is club staff increasingly are wearing multiple hats.

In many cases, this involves the CFO/Controller picking up additional HR responsibilities. If this is hitting you square between the eyes, download our complimentary white paper to help you establish a strategy to effectively deal with these changes.

 

Download "Help, I'm the Controller, not the HR Director" here and let us know what you think.

We hope it helps!

 

Read More

Private Clubs and SmartSourcing - Club Management Strategy

Feb 4, 2010 4:47:00 PM

Outsourcing has been standard throughout the business world for many years and its popularity is now expanding rapidly through the club industry.  The driving force behind this trend is related to the economic pressure many clubs are under to reduce operating expense. 

Read More

Check out the ClubPay Blog Word Cloud

Jan 27, 2010 12:37:00 PM

Get a "visual" glance at what the ClubPay Blog is all about...

Read More

Private Club Professionals - Who do you want to "Be" in 2010?

Jan 22, 2010 10:48:00 AM

This is a first part series of posts I am writing to share with family, friends, clients and associates about my personal plan to prosperity in 2010. Below I have outlined the person I want to "be" this year and it is my hope this post and next 11 posts of the series this year will inspire, motivate and move you to consider who you want to "be" in 2010.

Read More

More Predictions of a Shift In Hiring - Club Human Resources

Dec 28, 2009 3:26:00 PM

Over the last few months, I have presented both locally and nationally to CMAA and HFTP on how the economy, technology and communication trends are causing a fundamental shift in every aspect of recruitment and hiring. The article entitled "Sourcing Trends and Predictions" recently published on ere.net mirrors many of the predictions we have put forth for the private club industry.

Read More

Social Media, Hiring and your Private Club

Nov 25, 2009 12:30:00 PM

Social media is having a major impact on the way clubs recruit and hire employees. Gone are the days of a static resume and a list of references. Club management now has the ability to dig much deeper into candidates and develop a 360 degree view of the person behind the application.   

Read More