PROforma Pow-Wow

Reference Guide for Wide & Grand Format Printing

I am posting this guide so anyone who needs to purchase wide format printing for their company/organization will quickly and easily understand it.  I will be posting this information over the next several days.  

Content to be discussed:

- Wide Format Inkjet Terminologies

- Wide Format Laminating

- Wide Format Mounting

- Grand Format Inkjet Terminologies

- Grand Format Finishing Options

- Wide Format Photographic Imaging Terminology

- Photographic Imaging Finishing Options

- When do Wide and Grand Format Prints apply

Wide Format Wide Format Inkjet Terminology

Definition: Inkjet Printing

Street Verbiage = HP Prints or HP’s

Wide Format HP Printing is any full color or black and white print that is larger

 than 18” wide and does not exceed 59.50” wide. It is the process where ink “jets” spray ink onto the selected substraight (paper, vinyl, fabric) and allowed to dry prior to finishing.

 

Wide Format Printing is normally produced as 4 color process.

• Note: New technology allows us to print in 6 colors, see notes below on 6 colors.
• Note: Process Color is defined as the culmination of 4 primary colors that when maxed create all needed colors. C– Cyan Y– Yellow M– Magenta K– Black
• Note: The Fifth and Sixth Colors used in a 6 color application are Light Cyan & Light Magenta
• Note: HP Printer Paper only comes in one thickness which is equals to 60# offset cover stock.

   The HP’s print on a variety of papers including Matte’, Luster or Gloss.

 

 

Wide Format Laminating

Definition = Lam or Encapsulation

• Lamination: the process of covering any print on both sides with a polyethylene

             base plastic film

• Encapsulation: laminating both sides of a print and leaving a 1/8” clear boarder

            around the outside

• Over laminating: only laminating 1 side of a print.
  

All HP Prints (except the HP 9000 prints) must be laminated w/ Matte’, Luster or Gloss

laminations. This is to protect the print and add shelf life to the product.

• Note: All laminations are 99% crystal clear with a 1% drift to yellow.

 

Lamination Gages

1.75 mil / 3.00 mil / 5.00 mil /10.00 mil

Seal 60” Laminator Image

 

  

 

THE POWER OF INCENTIVE PROGRAMS

A study by The Society of Incentive & Travel Executives (SITE) Foundation confirms the impact of incentive programs offering tangible rewards. In addition to increasing work performance an average 22%, such programs also help create positive emotion in the workplace, which greatly influences commitment to a work task, according to Mike Hadlow, president of SITE Foundation. “Incentive programs may be the single most important performance improvement tool available to executives today,” he says.

Payback You Can Measure

• Non-cash rewards achieve three times the return on investment when compared with cash-based programs, according to a study by World at Work (formerly the American Compensation Association).

• While both types of programs will boost performance, the “extra” increases you get with non-cash rewards can turn a good return on investment into an exceptional return.

Why Cash Doesn’t Work?

Make Your Incentive

Dollars Do More!

Research supports the benefits

of tangible rewards over cash

What’s the better motivator, cash or merchandise? When asked, program participants often say they prefer cash. But time and time again, studies show that participants work harder for tangible rewards.

For example, a study conducted for the Goodyear Tire & Rubber Company compared the performance of two groups of participants: one rewarded with cash, and the other rewarded with merchandise and travel. Both groups recorded a performance improvement in response to the incentive offered; however, the group receiving tangible rewards had results nearly 50% higher

A major drawback of cash is that it lacks “trophy value.” When 1,010 people were asked in a survey how they spent their last cash reward, cash incentive or cash bonus, close to half responded “bills” or “do not remember.” These answers (detailed below) underscore the limited impact of money as a motivator. 

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Limitations of

Cash Incentives

In a poll conducted by American Express Incentive Services, 17% of American employees surveyed said they had received a year-end cash bonus from their company; yet a full 32% of those who had been rewarded monetarily admitted the bonus did not impact their work performance.

In a separate study of incentive planners, 68% of respondents said cash bonuses can have a negative impact if they are considered to be too small; three of five respondents said that merchandise and travel are better rewards because they are more like a gift; and three of five respondents said that cash rewards tend to be perceived as part of an employee’s compensation pack.      

 Source: The Society of Incentive & Travel Executives

 

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How Much can an

Incentive Program

Improve Performance?

Research indicates that a well-designed incentive program offering non-cash rewards will increase performance an average 22%. Team incentives increase performance by as much as 44%.*

 The key to success is in program design: targeting the right behaviors, offering rewards that are meaningful to your audience, and executing and tracking flawlessly. It’s critical to choose an incentive supplier with know-how.  Let us put our expertise to work for you!

*Source: Incentives, Motivation and Workplace Performance

Research and Best Practices (International Society of Performance Improvement)