The Power of Lean for HR

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The Power of Lean for HR

Lean concepts have been around for quite some time—starting in the auto manufacturing industry. Even so, many companies today are just beginning to investigate what a Lean implementation could do for their business. No matter the company's industry—manufacturing, service, or otherwise—Lean processes offer organizations of all types and sizes methods to identify and reduce waste, which positively impacts your employees, customers, and the bottom line.

Tom Ault, ERC's Director of Technical Training, brings a wealth of industry and technical experience to our members and clients' fingertips. With a solid understanding of the financial and organization-wide impacts training has on a business, Tom works to identify continuous improvement needs and deliver custom solutions based on each company's specific situation.

The following interview with Tom reveals some of the basic principles and benefits of Lean, how it impacts the HR function, and why Lean should be an initiative to consider for your business.
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How to Build a Tuition Assistance Program

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How to Build a Tuition Assistance Program

As college tuition rates continue to rise, offering employees an opportunity to go back to school and earn a bachelor or a master’s degree has increased in value. Many employers have taken advantage of the opportunity to boost their benefits package and offer tuition reimbursement to their employees.

According to the ERC 2013/2014 Policies & Benefits Survey, more than half of the participating employers offer a tuition reimbursement program to employees. If you are among the employers considering the option of offering this benefit, here are some questions and recommendations to consider when launching a tuition reimbursement program for your employees:
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Six Trends that will Influence Employers in 2014

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Six Trends that will Influence Employers in 2014

Several training trends emerged from 2013 that will affect employers’ delivery of learning and development, heading into 2014. They include the following:

1. Informal Learning

Discussing best practices, reading articles and blog posts, informally talking to mentors, and exchanging messages with coworkers, is evolving and more organizations are leveraging it to improve performance.
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Complete Guide to Training & Development

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Complete Guide to Training & Development

Training and development is an essential function of most organization nowadays. Strategically investing in employees'  training and development, nurturing their talents, and building their skill sets helps organizations achieve their desired results, enhances their culture, and assists leaders in better managing talent. Most organizations can't compete effectively without providing training and development.

Properly managing and administering staff training is important. The following guide provides guidance on several areas of training and development, including:
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How Top Companies Approach Training & Development

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How Top Companies Approach Training & Development

To get the best, grow the best and keep the best employees in today’s global economy, employers must invest in their best. Of course, investing in your employees can mean practically anything, from compensation to luncheons; but let’s take a look at what making an investment means in the context of training & development.

Top Employers, Top Talent

There is no better place to start than with the best- the best 99 employers in Northeast Ohio that is. Last year’s NorthCoast99 winners report that in 2012, they provided an average of 47 hours of training to their employees on the whole and 69 hours of training to their top performers. These training hours account for an average annual expenditure of $1,494 per employee and $2,339 per top performer.
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Leader Development: A Growing Concern and Priority for Employers

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Leader Development: A Growing Concern and Priority for Employers

Leadership development is among employer's top priorities and concerns in the workplace today. A 2013 survey conducted by The Conference Board and Right Management concluded that organizations are expected to spend 37% more on leadership development in 2014.

Many employers are concerned over a potential lack of talent to fill future leadership roles, and are putting practices in place such as succession planning and leadership development programs targeted toward young people, high-potentials, and emerging leaders to address those future gaps.

Below is a quick summary of two key areas in which the approach to creating leadership development programs is evolving.
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10 Ways to Be Better in HR in 2014

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10 Ways to Be Better in HR in 2014

As the end of 2013 approaches, it's an ideal time to stop and reflect on your development as an HR professional and how you might be more effective in your HR role in 2014. Here are 10 ways to be better in HR in 2014.

1. Assume the role of a leader.

Even if you aren't one or don't have the authority or title of a leader, act like one each and every day. Use your influence for positive workplace change in your company, because when your actions have an impact on others, they matter and make a difference.

Leadership is less about title and role, and more about impact and influence. Anyone can lead...even from the very bottom. Assume your "seat at the table" and act like you have one.
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6 Tools to Develop Employees' Careers

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6 Tools to Develop Employees' Careers

It's the end of the year and a common time for employers to have discussions with their employees regarding career development as part of the performance review process, or in preparation for the upcoming year.

Employees tend to have questions about their careers at the end of the year, and organizations should be equipped to answer those, provide information, and help employees achieve their goals. If not, organizations risk losing quality employees who seek career development and advancement elsewhere. In fact, lack of opportunities is one of the key reasons employees leave.

Here are six suggestions for supporting employees' career development in the new year.

1. Set developmental goals.

Setting developmental goals for each employee helps ensure that training and development objectives get accomplished. It's also one of the easiest ways to make employees and managers accountable for developing their skills.
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Fostering Professional Development in the New Year

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Fostering Professional Development in the New Year

With 2013 quickly coming to a close, it’s time to start thinking about those New Year’s resolutions.

In the context of the workplace, the resolutions or goals that many of your employees may be setting for 2014 are likely to focus on professional development. Whether your organization has a large training and development budget that can easily meet the needs of your employees or if you have a more modest budget to work with that requires a bit more creativity in helping your employees grow professionally, the beginning of a New Year is an ideal time to take stock of what types of professional development opportunities your organization and others like yours in the region are offering in order to stay competitive in the region.
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Keys to Setting Up a Training & Development Process

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Keys to Setting Up a Training & Development Process

Many organizations have a training and development function of their business nowadays, whether it is one or a few staff members devoted to training and development, or an entire department. Developing a training function not only helps centralize employee training and development, but also supports an organization's commitment to employee development. Increasingly, organizations that invest in and structure their approach to training and development have a 'leg up" on the competition.

Here are the keys to setting up a training and development process.
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