HR Industry Brief

Most employees want to learn new skills and gain new knowledge; and training programs are key to keeping them happy and engaged. There are a few ways you can help ensure that training successfully meets its goals. First, mandating training or forcing it on employees can make it seem like punishment. When possible, offer some flexibility and reward workers’ willingness to leave their comfort zones to learn something new. At the same time, make learning a natural part of the company’s culture, and capitalize on self-driven employees (e.g., involve them in developing training materials and programs). Finally, make training customizable. Consider the use of artificial intelligence-powered platforms that address workers’ individual needs and concerns and adopt learning to their progress. Read the full article. … [Read more...] about (3/11) 4 Keys to a Successful Training Program

An anticipated Department of Labor (DOL) proposal that would significantly increase the number of employees eligible for overtime pay is of concern to skilled nursing providers. The rule would up the threshold under which workers can automatically earn overtime pay from $24,00 to $35,000; and it would change time-and-a-half requirements for work beyond 40 hours weekly. If implemented, the DOL proposal would increase labor costs, adding to already existing post-acute and long-term care industry woes such as workforce shortages and budget cuts. If the proposal does move forward, it is expected to be challenged in court by groups on both sides of the fence—those who think it goes too far and those who think it doesn’t go far enough. Read the full article. … [Read more...] about (3/8) Labor Department’s New $35K Overtime Threshold Has Skilled Nursing Advocates Worried

Your top performers are a great source of pride, but they also may be overcommitted and headed for stress and exhaustion. However, you can help them regain control of their workloads with five tips. These can help go-getters continue their productivity without burning out. First, encourage them to capture all commitments, responsibilities, and assignments in an external place, instead of just in their heads. Then they should conduct a “commitment audit” to get everything on one page; then they can prioritize projects and reassign or delegate them as appropriate and necessary. Urge them to take one action at a time and not get overwhelmed by a list of activities or tasks. Encourage them to reflect about how to best use their time. Finally, have them set a weekly meeting with themselves to resync, review accomplishments, check priorities, and plan ahead. [Read more...] about (3/7) 5 Tips to Protect Your Productivity and Your Performance

According to a new report, 73% of employees are dealing with a caregiving responsibility. This is in contrast to the 20% who self-identify as caregivers. Study authors attributed the disparity to how people view themselves and their role in the family, noting that they see themselves just as being a good daughter, wife, or husband. The report determined that the more than 43 million Americans caring for a relative face many challenges, especially related to medical issues, cognitive impairment, nutrition, finances, behavioral issues, stress and anxiety, and family dynamics. As an HR professional, you are perfectly positioned to contribute to the dialogue and commit to more meaningful supports for employees struggling with caregiving issues. Do so by expanding your corporate caregiving culture, reviewing company policies to ensure they support caregivers, and seeking honest input from workers about their caregiving challenges and concerns. [Read more...] about (3/6) The Caregivers Among You Need Help

According to one survey, lack of recognition is a big reason companies lose good employees. One expert says that recognition is one area where management often falls short. It should be easy, he says, but it isn’t. One challenge is that many managers aren’t good communicators, and others are hesitant to praise employees. Perhaps they are unsure what is too much or too little praise, so they say nothing. However, HR can help managers understand that meaningful recognition is basically just simple, direct, honest, and personalized; and it is delivered in a timely fashion. Read the full article. … [Read more...] about (3/5) 36% of Employees Say Lack of Recognition Is Top Reason to Leave Their Job

To track employee health and encourage changes takes more than looking at sick days and claims data. Start by monitoring how employees are using preventive services. If they’re not taking advantage of these, you need to determine why. Do you offer health club discounts, but the gym is too far away? Employees may know what health benefits they have, but do they know the value? Take the time to understand what employees want and need and communicate how their healthcare benefits can help them. Don’t forget to individualize healthcare benefits, preferably with a personalized gateway. Make it easy for employees to complete tasks such as choosing a new physician, finding a specialist, understanding costs associated with care, and weighing the benefits of treatment options. Reassure employees that their privacy is paramount. Finally, don’t forget to measure results and use data to implement new practices. [Read more...] about (3/4) 4 Ways Data Can Help Benefit Leaders Improve Employee Health

Enabling and empowering employees to manage conflict is essential to morale and productivity. Ideally, it is best to address and resolve issues before they escalate into full-blown conflicts. But when problems do arise, they are more likely to be solved quickly if employees have conflict resolution capabilities. To prepare workers to prevent and resolve conflicts, arm them with skills including listening, problem-solving, negotiation, emotional intelligence, communication, empathy, reducing bias, and managing stress. Of course, you want to encourage employees to come to you with conflict-related concerns, and no conflict should be dismissed or minimized. However, employees feel more empowered and trusted if they have the opportunity to work out differences among themselves when appropriate and possible. Read the full article. … [Read more...] about (3/1) Helping Employees Manage Conflict

According to a new survey, 39% of 15,000 workers said they are unhappy about their on-the-job rewards, while just 26% said they are happy. The rest said they are neutral. At the same time, most employees are either satisfied with (36%) or neutral about (39%) their workload. Over half of respondents (58%) said they are pleased with the support they receive from management, while only 14% are unhappy and 26% are neutral. Nearly half (47%) said they are happy with the “meaningfulness” of their work, while just 17% said they’re displeased; and 35% are uncertain. Read the full article. … [Read more...] about (2/28) More Workers Happy with Managers, Unhappy About Pay

Diversity and inclusion are leading concerns for HR in today’s challenging business environment. To help keep your finger on the pulse of these issues, tune into the statistics. For instance, one survey shows that 41% of Fortune 1000 leaders said they’re “too busy” to implement diversity initiatives. This suggests a gap that HR could fill, possibly with an investment in expert consultants. Another survey shows that 20% of companies don’t have women leaders, and nearly half don’t have people of color in those roles. This is significant as more diverse companies are 70% more likely to capture new markets; and increasingly, employees value diversity. In one study, 67% of job applicants said diversity is important to them; and another report indicated that over half of employees believe their employer could be doing more to promote diversity. Read the … [Read more...] about (2/27) 3 Stats About D&I in the Workplace That You Must Know

A written job description can bring in lots of great applications or leave you empty-handed. Be methodical, precise, and creative to attract the best and brightest. Start by making sure the job title is accurate and specific; keep it concise but include keywords that are likely to get the right people’s attention. Lay out the job requirements, including years of experience and required technical skills. But don’t demand capabilities that are optional or could be learned on the job. Be clear and use straight talk—state the salary, how/when/where the person will work, and key benefits. If there is something unique about the position—such as it comes with a company car or can be done offsite, highlight that information. Include other positives about the job and/or organization such as tuition assistance, gym memberships, or flexible hours/schedules. [Read more...] about (2/26) Tips for Writing Job Descriptions That Will Attract the Best Candidates