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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Interview with ERC President Pat Perry

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In a 2014 interview, Pat discusses the dynamics of work, family, and the leadership role in today's business world. The following pages include Pat's responses to many of the HR trends he sees emerging, as well as his comments about what the New Year has in store.

If you could snap your fingers & instantly change 3 typical company policies, what would they be?

"That's an easy one! The three I would immediately change in the workplace are...        

  • Eliminate probationary periods
  • Refine bereavement leave policies
  • Refine the traditional use-it-or-lose-it PTO

"These are the first that come to mind.  These types of polices were designed decades ago and really do not play well for today's top performing employees," explains Pat.
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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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Trends in HR Technology

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Trends in HR Technology

Storing, securing, and using confidential information is an important task in HR, and technology can be a useful tool in maintaining this information and using it to aid decision-making. This article will cover different types of HR technologies, tips in choosing an HR technology, and trends with HR technologies.

Types of HR Technology

A Human Resources Information System (HRIS) is a database that allows employers to track and report various employee-related information. Employers can usually customize the system to their organizational needs, identify and add specific modules, and activate features associated with each module.
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Implementing HR Technology: Is Everyone Really Doing It?

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Implementing HR Technology: Is Everyone Really Doing It?

As is the case in every aspect of our lives, technology plays a major, ever evolving role in the world of HR.

Whether it’s figuring out how to leverage “big data” to improve your workforce planning or simply master the latest mobile application for job postings, keeping up with the latest and greatest HR technologies is an ongoing challenge. Even if you are a computer whiz, not only does every new high-tech system and process have a learning curve, but depending on you’re the demographics and culture of your organization, the next big thing, may not always be the right thing.

To illustrate this point, we take a look at how Northeast Ohio organizations are integrating, planning to integrate, or not integrating some of the better established HR technologies into their workplace practices from recruitment to retention.
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Workers Compensation Best Practices for Employers

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Workers Compensation Best Practices for Employers

By utilizing workers’ compensation best practices employers can achieve a higher level of control over their workplace injuries, which can result in reduced severity and claim costs and better outcomes.

Early Reporting & Transitional Work

Early claim reporting is a crucial first step in controlling costs.  Numerous national studies have shown the longer it takes for a claim to reported, the costlier the claim.  That’s why it’s important to work with an Ohio Managed Care Organization (MCO) that has efficient options for reporting new workers’ compensation claims.  These can include fax, telephone, online or email reporting.
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2014 HR Compliance Guide

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2014 HR Compliance Guide

We’ve developed an easy guide summarizing what your organization needs to know to stay compliant as it begins the New Year. The guide includes a summary of several regulations that take effect as well as important legal issues on the horizon.

Regulations that Take Effect

Below are several major regulations and initiatives will take effect January of 2014.
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Resolutions & Regulations: Incentivizing Your Wellness Program

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Resolutions & Regulations: Incentivizing Your Wellness Program

The start of a New Year guarantees two things in the workplace: (1) lots of new regulations to learn about and comply with in HR and (2) lots of New Year’s resolutions to get healthy among your employees.

In 2014 these two certainties are closely intertwined as new rules for employer wellness programs are among several ACA related regulations now on the books as of January 1, 2014. So with many of your employees undoubtedly working hard on their New Year’s resolutions, and HR working hard to keep up with the regulations, now is a great time to take a look at what types of wellness related benefits organizations are offering in the region and how these programs need to be structured moving forward.
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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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