US20140106319A1

US20140106319A1 - Method of training an employee

Info

Publication number: US20140106319A1
Application number: US14/134,296
Authority: US
Inventors: William Sims, JR.
Original assignee: BILL SIMS COMPANY Inc
Current assignee: Bill Sims Co Inc
Priority date: 2005-03-10
Filing date: 2013-12-19
Publication date: 2014-04-17
Also published as: US20230289727A1; US20090157492A1; US8662897B2; US20200027061A1

Abstract

The invention is a method and system that provides for efficiently incentivizing and rewarding employees for their successful use of a training system or other employer defined metrics by utilizing Smartcard cards and You Did It Right cards. Successful demonstration of training and performance metrics is rewarded through such rewards to supervisors and to employees as gift cards or discount coupons redeemable for goods and/or services at retail/service centers.

Description

CROSS REFERENCE TO RELATED APPLICATIONS

This application is a continuation application that claims the benefit of co-pending U.S. patent application Ser. No. 12/372,236 filed on Feb. 17, 2009 which itself is a continuation-in-part application that claims the benefit of PCT Application number PCT/US08/68912 filed on Jul. 1, 2008 which PCT application claims the benefit of U.S. provisional application having Ser. No. 60/947,499 filed on Jul. 2, 2007. application Ser. No. 12/372,236 and PCT application number PCT/US08/68912 also claim the benefit as a continuation-in-part of U.S. patent application having Ser. No. 11/340,205 filed on Jan. 26, 2006 which itself claims the benefit of U.S. provisional application having Ser. No. 60/660,300 on Mar. 10, 2005.
U.S. utility patent application Ser. No. 12/372,236, PCT application PCT/US08/68912, U.S. utility application Ser. No. 11/340,205, U.S. provisional application 60/947,499, and U.S. provisional application 60/660,300, are herein incorporated by reference in their entireties.

TECHNICAL FIELD OF THE INVENTION

The present invention relates to the field of employee incentives and in particular to a method of incentivizing and rewarding employees whereby incentive rewards are presented to employees after they satisfactorily complete a training module, meet health/fitness goals, or otherwise satisfactorily perform actions that the employer wants to incentivize.

SUMMARY OF THE INVENTION

It is an object of the present invention to provide a novel method for efficiently incentivizing and rewarding employees for their successful use of the training system, health regime, sales goals, injury prevention, or other employer defined performance metrics by utilizing rewards in the form of gifts or discount coupons redeemable for goods and/or services at retail/service centers. In alternate embodiments, these discount coupons are only redeemed when further combined with employees' own money. This system provides employers with a way of infusing incentive and training goals into an employment setting with a balanced cost. The boundaries of the present invention are not limited by the brick and mortar, pen and paper world as the invention may be utilized via the internet or other virtual settings.
In this novel way, the present invention includes discrete steps applied to train or otherwise measure progress of employees, reward employees, and capture the essence of the applied reward as it relates to the completed training module or satisfied performance metric. Thus, the system is designed to concentrate the reward so as to parallel the benefit gained by the employer via the training or performance metric.

BRIEF DESCRIPTION OF THE SEVERAL VIEWS OF THE DRAWINGS

The present invention is best understood when the following detailed description of the invention is read with reference to the accompanying drawing, in which:

FIG. 1 is a flow diagram showing the method of rewarding trainees that utilizes a You Did It Right! card;

FIG. 2 is a flow diagram showing the method of rewarding trainees that utilizes a SmartCard card;

FIG. 3 is an example representation of a You Did It Right! card;

FIG. 4 is an example representation of a SmartCard card;

FIG. 5 is an example representation of an input screen of an interactive input response device where the device is a personal computer terminal and the method of rewarding trainees utilizes the You Did It Right! card embodiment;

FIG. 6 is an example representation of a response screen of an interactive input response device where the device is a personal computer terminal and the reward is a gift code that may be used to acquire for goods/services;

FIG. 7 is an example representation of an input screen of an interactive input response device where the device is a personal computer terminal and the method of rewarding trainees utilizes the SmartCard card embodiment;

FIG. 8 is an example representation of an input testing screen of an interactive input response device where the device is a personal computer terminal and the method of rewarding trainees utilizes the SmartCard card embodiment;

FIG. 9 is an example representation of a response screen of an interactive input response device where the device is a personal computer terminal and the reward is a gift card that will be mailed to the employee and may be redeemed for goods/services;

FIG. 10 is a flow diagram showing the basic method without a 3rd party card Provider;

FIG. 11 is a flow diagram showing the basic method utilizing a 3rd party card provider.

FIG. 12 is a flow diagram showing the utilization of a You Did It Right! card as part of the method where the incentive company contracts with the retail/service center.

FIG. 13 is a flow diagram showing the utilization of a SmartCard as part of the method where the incentive company contracts with the retail/service center;

FIG. 14 is a flow diagram showing the health screening embodiment of the Method;

FIG. 15 is a perspective drawing showing an employee using the interactive input response device where the device is a personal computer terminal; and

FIG. 16 is a flow diagram showing the testing subroutine that takes place during the testing step where the employee is tested.

DETAILED DESCRIPTION

It is to be understood by a person having ordinary skill in the art that the present discussion is a description of exemplary embodiments only, and is not intended as limiting the broader aspects of the present invention. The following examples are provided to further illustrate the invention and are not to be construed to unduly limit the scope of the invention.
The present invention is defined by a number of steps with different actors or entities carrying out those steps. Typically, there are 4 or 5 principal actors. Depending on the particular embodiment, these actors can be identified by a number of different labels some of which will be explained herein.
The first actor is the client company. The client company is any organization that has a need to train or otherwise monitor and improve the performance of its individual constituents. Typically, this is a company that needs to train or monitor its employees. For instance, the company might wish to train employees about a new procedure or sales technique, or monitor efficient use of a machine, or even monitor and train regarding safety and personal health procedures. However, the client company could also be a school, a sports team, a government agency, or other such organizations. A school might wish to monitor teachers or educate students. The sports team might need to teach a technique or monitor personal health practices. Likewise, a government agency might need to train its employees.
A second actor is the individual employee. The employee is any human constituent of an organization that needs to be trained, incentivized, or otherwise monitored. Typically the employee works for a company but the employee could be a student, team member, or even an independent contractor performing work for the client company.
A third actor is the retail store or other entity that accepts reward cards and coupons from the employee and grants discounts on purchases of goods or services. This retail store offers goods or services to the employee. It can operate from brick and mortar store fronts or it can be virtual in nature operating via the Internet. In the preferred embodiment, the retail store or service center's trade name will appear on the face of the coupon. In one embodiment, several different retail stores may have their trademarks appear in connection with a single reward and coupon such that a single coupon may be redeemable at one of multiple retail stores.
A fourth actor is the incentive company. This entity provides training modules, health assessments, or performance metrics to the client company, based on client company's goals, along with correlated rewards and coupons. The performance metrics can be supplied to the incentive company up front as part of the contract between the client company and the incentive company or they can be supplied as necessary by supervisors or managers. For instance, in one embodiment, the incentive company provides the managers with a website where they can upload a few key behaviors that they want to incentivize. The incentive company collects, correlates, and analyzes incentive/performance data and reports such analysis and aggregate data to the client company. In alternate embodiments, the incentive company either produces the rewards and coupons itself, receives the rewards and coupons from the retail store, or receives the rewards and coupons from a third party card provider.
A fifth actor is a third party card provider. The third party card provider exists in alternate embodiments in order to facilitate the reward and coupon transfers between the retail establishments and the incentive company. As such, the third party card provider issues gift card rewards and/or the coupon rewards. This company can also extend credit to the incentive company to cover the potential for coupon redemption.
In addition to the principal actors, there are important concepts to define with respect to the present invention. First, there is the training module. The training module is a training process designed by the incentive company to meet the training needs of the client company. This module includes many different approaches to train the employees. Typically the training module will include an instruction step and a testing step.
The instruction step is used to convey individual nuggets of information to the employee. This instruction step could include seminars, lectures, demonstrations, or wall posters among many others. In an embodiment that uses wall posters, the posters are customizable whereby employers and/or their managers can upload key behaviors they want to incentivize and can also upload pictures for the posters (such as photo of an employee performing a task the correct way). The instruction step subject matter can vary greatly. It might involve instructions on proper use of a piece of machinery or it might involve work place etiquette. Further, the instruction step subject might extend to personal health and fitness or problem solving skills.
One embodiment of the instruction step utilizes a concept called “SmartCards.” In this embodiment, the important nuggets of information are displayed in the facility on a poster for the employees to observe on a daily basis. In the preferred embodiment, these same nuggets are reproduced in miniature form on a small card, called a SmartCard, which the employee can carry around for reference and review. This SmartCard could be a physical card made of paper or other three dimensional material or it could be an email or other electronic form. In any event, the SmartCard will have a series of desired learning points displayed thereon that the employee is advised to study.
Likewise, the testing step can take many forms. In the preferred embodiment, the employee is tested on the information contained on the SmartCard or other embodiments of the instruction step via an interactive input response device. This interactive input response device is typically a computer terminal located in a kiosk in the facility or it could be a personal or office computer. In some embodiments a computer program running on the terminal would present a series of questions to the employee related to the nuggets on the SmartCard. In the preferred embodiment, the interactive input response device is in the form of a terminal directly linked via the internet or some intranet to the incentive company servers and database where code is executed that presents a series of questions related to the nuggets of information on the SmartCard. The employee would input answers via the computer to satisfy the testing step. In alternate embodiments, in place of a computer terminal, the testing step is actuated via the interactive input response device that could utilize a telephone or other means such as paper mail forms. In the case of a telephone, rather than directly logging onto the terminal, the employee would call a telephone number found on the SmartCard and the phone number would link to the incentive company's server database where the questions would be asked and the employee would respond.
In the case of the SmartCard embodiment, the SmartCard itself would also include an alpha-numeric identifier that is entered by the employee into the interactive input response device so that the incentive company servers know which questions apply to the data contained on the SmartCard. Likewise, the alpha-numeric identifier could be entered via telephone or via other means such as paper mail forms.
The training module may also be a set of performance metrics used to monitor and judge the performance of employees for particular tasks and job requirements. For instance, employers would monitor employees to see if they are performing satisfactorily in compliance with these metrics. Observation of compliance with these metrics would parallel successful testing in the testing sub-step. Employees would, thus, be expected to demonstrate information gleaned in the instruction step by integrating that information into their job performance. When the supervisors, peer employees, or others depending on the particular embodiment, notice the advancement based on the nuggets, the employee would satisfy the testing step requirements. In one embodiment of this form of the training and testing module, the supervisor would be given a number of “You Did It Right!” cards, and, upon observing compliance with the performance metrics, would be entitled to distribute the You Did It Right! cards to the respective employees who satisfied the performance metric. The You Did It Right! card would have an alpha-numeric identifier and also have fields for the supervisor to fill in such information as the ID number of the employee observed, the ID number of the supervisor who observed the employee, the date observed, and check boxes for the behaviors observed in compliance with the training step. To complete the testing step, the employee would enter this information from the You Did It Right! card along with the alpha-numeric number into the interactive input response device such as a computer terminal or other means such as a telephone. This information is thereby related to and stored in the incentive company's database for analysis. In this way, the You Did It Right! card is thus a way to validate that feedback was given and to eliminate pencil whipping among other positive outcomes.
Parallel to the concept of issuing You Did It Right! cards for demonstration of performance metrics is issuing you-did-it-wrong cards for failure to demonstrate the performance metrics correctly. Here the supervisors are given a set of you-did-it wrong cards where they fill out the employee ID number of the employee and the employee ID number of the supervisor. The supervisor then checks off what the employee was observed doing incorrectly. The supervisor logs this information in through the interactive input response device and issues the card to the employee. This information is thereby related to and stored in the incentive company's database for analysis and later presentment to the client company.
According to an embodiment of the invention, a method for training a trainee and rewarding a supervisor of a trainee comprises the additional steps of calculating the value and type of reward to be given to the supervisor by the network system computer; and issuing the supervisor a reward.
Another concept that needs to be defined is the critical rewards concept. The reward is a valuable offering provided upon the satisfactory completion of the testing step of a training module. Typically the client company is seen as conferring the reward on the employee. The reward, however, may originate from a variety of sources, including the incentive company as in the preferred embodiment. The reward may be a physical good and it may also be a gift card that can be redeemed for goods, services, or other employee related perks such as additional vacation days. The reward may be in the form of redeemable token-tickets which may be collected and later redeemed for physical prizes from stores or catalogues. The reward might be a scratch off card where the employee scratches off one or more hidden areas to reveal prizes. This scratch off might be a physical card or it could be an online virtual scratch off. In such a virtual scratch off, the virtual scratch off comprises a web page comprising a scratch off area which reveals a prize when the user clicks inside the scratch off area. The prize could be a movie ticket, a trip/vacation, or meal. In one embodiment of the present invention, the reward is a discount coupon that can be redeemed at the retail store. This coupon can take on a variety of forms. It could literally be a piece of paper indicating a discount on a particular brand item, on a particular class of goods, from a particular store, or from a particular group of stores. For example, the coupon might apply to Nike® shoes from any store, or to any footwear from any store, or to any goods from a Foot Locker® store, or to any goods from a Foot Locker® or a WalMart® store, or to an Olive Garden Italian Restaurant® eating establishment or to any combination thereof.
In each of these rewards scenarios described above, the reward is preferably issued from the incentive company. In the embodiments where the employee contacts the incentive company servers via the interactive input response device, the servers are programmed to issue the reward. The type of reward issued can vary depending on the particular embodiment. The reward could be directly tied to the particular nuggets gleaned and successfully tested in a test on the interactive input response device in the SmartCard embodiment or observed in the You Did It Right! card embodiment. The reward could also be given at random so that one satisfaction of the testing step results in, for instance, a $10 gift card, a $20 gift card, or a $100 gift card chosen at random. Additionally, in the preferred embodiment, the reward may alternatively be linked to a variable win algorithm that rewards first time employees more often and with higher value gifts than repeat employees. In all cases, the reward system screens out the employees from fraudulently claiming more cards than received and likewise monitors supervisors distribution of cards to prevent managers from unfairly rewarding the same employee too frequently.
Importantly, the coupon is not limited to the brick and mortar world, that is, it can be used in the virtual world of the Internet. Each coupon will have a unique identification number associated with it as well as other information about the value of the reward, the redemption locations to which it is tied, and any other applicable conditions. The identification number can be entered in the appropriate manner on a website of a retail store that honors the coupon. In this way, the holder of the coupon would be able to use the identification number to redeem the reward over the Internet. Additionally, this identification number may be displayed literally using Arabic numerals but it could be represented via scanner/computer readable bar code or otherwise with imbedded binary numbers readable by a computer.
As for the value of the reward, the amount could vary considerably. In the coupon embodiment however, the basic concept is that the employee would be offered a discount. In many cases the employee would still be required to convey some of his or her own money in order to complete the transaction. The coupon could, thus, be $5.00 off of a purchase of $10.00 or $50.00 off of a purchase of $100.00. Just the same, the coupon could be 25% off total purchase or 50% off of a single item purchase. Moreover, the coupon could also be for $20.00 off of a purchase of $20.00 or more in which case the employee would not have to use any of his or her own money if the purchase amounted to exactly $20.00.
Utilizing these entities and concepts, the present invention further contemplates a system whereby incentive companies contract either directly with retail stores or through third party card providers to obtain redeemable coupons. The incentive companies also contract with client companies to provide training modules and reward packages integrating the redeemable coupons. When the training modules are satisfactorily completed by the trainees or employees, reward coupons are distributed to the employees. The employees then take the coupons to the relevant retail store front, either the physical store or the online store, where the employees make purchases using their own money in combination with the discount coupon. The retailer (or service provider) then, having extended provisional credit to the coupon generator, applies to the respective coupon generator, that is either to the third party card provider or directly to the incentive company. In the case of the third party card provider, that entity will then, in turn, apply the redeemed coupon to the incentive company for reimbursement.
A final step in alternate embodiments occurs after the primary cycle has been completed, that is, after the instruction, the testing, the rewarding, and, alternatively in some embodiments, the redemption, the re-imbursement, etc. . . . . This final step is the reporting step and involves the aggregation of data by the incentive company and then the reporting back to the client company this data. For instance, in a hypothetical manufacturing setting, the incentive company would provide the client company with SmartCards and associated potential rewards to teach ergonomic methods for lifting a box. The client company would offer instruction to the employees and distribute the SmartCards to the employees. The employees would then access an interactive input response device such as a computer terminal or telephone, enter the SmartCard alpha numeric number, take a test, receive a reward for passing the test, and redeem the reward at a retail location. The retail center then seeks reimbursement (as necessary such as for the coupon embodiment) from either the third party card provider or the incentive company as necessitated by the particular embodiment. The incentive company receives information on test passage rates regarding the various employees via the computer terminal and data regarding their respective redemptions of rewards via retail centers and/or the third party card providers. The incentive company then aggregates, analyzes, and reports the data to the client company. The data can be aggregated and sorted into unit areas, sub areas, particular supervisor areas, or other divisions from companywide level down to the individual level. For each level, the progress or lack thereof can be tracked and monitored. For instance, in a factory, second shift supervisors might observe 3 employees lifting with their legs and not their backs and accordingly hand out 3 You Did It Right! cards in month 1. If they then handed out 7 such You Did It Right! cards in month 2, the incentive company would track this data and report it back to the client company. This report would be in the form of updatable wall posters but also on a website portal or dashboard. For instance, the website view will represent all managers as color coded dots with red for noncompliant, yellow for marginal compliance, and green for full compliance with the improvement metrics. Additionally, clicking on the coded dots reveals the underlying raw data.
Likewise, in a hypothetical manufacturing setting where You Did It Right! cards are utilized, the incentive company would provide the client company with the You Did It Right! cards and associated potential rewards to reward successful utilization of ergonomic methods for lifting a box. The client company distributes the You Did It Right! cards to supervisors to use to reward employees. The employees, having received a You Did It Right! card would then access an interactive input response device such as a computer terminal, enter the You Did It Right! card data, receive a reward, and redeem the reward at a retail location. The retail center then seeks reimbursement (as necessary such as for the coupon embodiment) from either the third party card provider or the incentive company as necessitated by the particular embodiment. The incentive company receives information entered into the terminal by the employee from the card regarding the success of the employee as well as the supervisor who observed the success. Communicating with the retail center or the third party card provider, the incentive company also receives data regarding the respective redemptions of rewards. The incentive company then aggregates, analyzes, and reports the data to the client company.
Another way the You Did It Right! card concept may be used is in a peer review situation where peer employees (instead of supervisors) review positive or negatives implementations of the instruction step. Here, the incentive company would provide the client company with the You Did It Right! cards and associated potential rewards to reward to incentivize successful identification of successes and/or failures to following the training step. The client company distributes the You Did It Right! cards to employees, the employees observe their peers, and describe safety hazards and mistakes and/or successes of other employees. The employees, having filled out their You Did It Right! card would then access a computer terminal, enter the You Did It Right! card data identifying the safety hazards created by others or the successes of others, enter the alpha-numeric identifier, receive a reward, and redeem the reward at a retail location. The retail center then seeks reimbursement (as necessary such as for the coupon embodiment) from either the third party card provider or the incentive company as necessitated by the particular embodiment. The incentive company then receives information entered into the terminal by the employee from the card regarding the peer and workplace review by the employee of the other employees. Communicating with the retail center or the third party card provider, the incentive company also receives data regarding the respective redemptions of rewards. The incentive company then aggregates, analyzes, and reports the data to the client company, thereby allowing the company to have a record of success and failures while allowing whistle blowers the benefit of anonymity.
Likewise, in a hypothetical business or manufacturing setting where aggregate employees' health is being promoted, monitored and rewarded, the incentive company would provide the client company with literature regarding healthy living. The incentive company or a medical firm would schedule health screenings whereby employees are examined. When employees receive positive checkups or otherwise show improvement in health, such as an improved cholesterol score, the employees are given you-did-it right cards. The employees, having received a You Did It Right! card would then access a computer terminal, enter the You Did It Right! card data, receive a reward, and redeem the reward at a retail location. The retail center then seeks reimbursement (as necessary such as for the coupon embodiment) from either the third party card provider or the incentive company as necessitated by the particular embodiment. The incentive company then receives information entered into the terminal by the employee from the You Did It Right! card regarding the health status of the employee. Communicating with the retail center or the third party card provider, the incentive company also receives data regarding the respective redemptions of rewards. The incentive company then aggregates, analyzes, and reports the data to the client company. As such, without disclosing private health data of individual employees, the incentive company is able to report on the aggregate health of the client company's work force as well as any improvements. Further, the incentive company will be able to tailor health incentive programs for higher risk employees without penetrating the employee/employer privacy wall.

Claims

I claim:

1. A method of training employees comprising:

Step 1) providing an observer of an employee with a plurality of you-did-it-right cards wherein each of the you-did-it-right cards is associated with a unique identifier, with a training metric, and with the observer;

Step 2) providing an interactive input device linked to a network system computer;

Step 3) observing the employee for demonstration of the training metric and associating the you-did-it-right card with the employee;

Step 4) using the you-did-it-right card to access the interactive input device;

Step 5) calculating a value and type of reward to be given to the observer and to the employee based on the association of the you-did-it-right card with the employee and also based on the unique identifier, by the network system computer.

2. The method of training employees of claim 1 wherein the observer is a supervisor of the employee.

3. The method of training employees of claim 1 wherein the unique identifier is an alpha numeric code.

4. The method of training employees of claim 1 wherein the unique identifier is a code readable only by an image scanner linked to a computer.

5. The method of training employees of claim 1 wherein the interactive input device is a computer.

6. The method of training employees of claim 1 wherein the interactive input device is a telephone.

7. The method of training employees of claim 1 further comprising a step 6, following step 5, which comprises the step of issuing the reward to the observer and also to the employee by the network system computer.

8. The method of training employees of claim 7 wherein the calculations performed in step by the network system computer is based on a variable win algorithm that rewards first time employee you-did-it-right card recipients with higher value rewards than repeat you-did-it-right recipients and wherein the reward could be equal to zero.

9. The method of training employees of claim 7 further comprising a step 7, following step 6, which comprises the step of collecting and analyzing a plurality of statistics as to a number of you-did-it-right cards issued.

10. A method of training employees comprising:

Step 1) providing a supervisor of an employee with a plurality of smart cards wherein each of the smart cards is associated with a unique identifier, with a training metric, and with the supervisor;

Step 3) using the smart card to access the interactive input device by the employee and taking a test based on the smart card and the training metric by the employee;

Step 4) calculating a value and type of reward to be given to the supervisor and to the employee based on the association of the smart card with the employee, based on the unique identifier, and also based on the employee's performance under the test of step 3, by the network system computer.

11. The method of training employees of claim 10 wherein the training metric comprises a plurality of training metrics and the test taken by the employee in step 3 tests each of the plurality of training metrics.

12. The method of training employees of claim 10 wherein the unique identifier is an alpha numeric code.

13. The method of training employees of claim 10 wherein the unique identifier is a code readable only by an image scanner linked to a computer.

14. The method of training employees of claim 10 wherein the interactive input device is a computer.

15. The method of training employees of claim 10 wherein the interactive input device is a telephone.

16. The method of training employees of claim 10 further comprising a step 5, following step 4, which comprises the step of issuing the reward to the supervisor and also to the employee by the network system computer.

17. The method of training employees of claim 16 wherein the calculations performed in step 4 by the network system computer is based on a variable win algorithm that rewards employees who took a test for the first time in step 3 higher value rewards than repeat test takers and wherein the reward issued to the employee or to the supervisor could have a value equal to zero.

18. The method of training employees of claim 16 further comprising a step 6, following step 5, which comprises the step of collecting and analyzing a plurality of statistics as to a number of employees who took tests and analyzing a plurality of test scores.