Leading through change.

As leaders in our own lives, we need to bring our best to every situation. If we have learned anything from 2020, it is that we need to be more agile than ever before – our world demands it.

On-demand workforce training and learning and development (L&D) platforms have been critical to advancing a rapid eLearning transformation as the country adapts to co-existence with COVID-19 restrictions. Cloud-based training solutions offer a wide range.

The integration of HRIS (Human Resources Information Systems), eLearning platforms and training content can enhance the Learner Experience while streamlining the Administrator Experience. The markets for digital solutions in the Human Resource (HR).

Measuring training effectiveness is about more than just capturing learner logins, completions and assessment scores. Gathering metrics on the process, participation and outcomes of workforce training and learning and development (L&D).

With more and more employees working remotely because of the COVID-19 outbreak, you may fairly be wondering whether electronic messages or postings on the company’s intranet system will satisfy government requirements to provide notice.

While the move toward remote training and learning and development (L&D) functions isn’t new, the pandemic drastically accelerated the shift, with nearly 85% of L&D programs moving from in-person to virtual. Even before the COVID-19 pandemic, LinkedIn Learning’s “Workplace Learning Report” found that companies were already planning to spend far less on instructor-led training (down 38%) and to invest more in online learning (up 57%).

If employees don’t feel represented or worse, excluded because of language and cultural barriers, learning and development programs are far less likely to achieve business goals and the desired ROI.

Trainery continues to expand its portfolio of elearning platforms and talent management technology with the acquisition of ReviewCloud, an employee performance SaaS product.

Executed well, learning content can help organizations develop the knowledge and tools to build a better workplace for everyone, from uplifting voices within systemically silenced groups to leveling the playing field for job opportunities.

Whether your workforce is on the road, working from home, in the office, or behind the counter, employees expect to be safe, and not just because we are in the midst of a pandemic. Safety matters, from prevention of sexual harassment to unruly guests and workplace violence. Keeping employees safe is a top priority for every organization, now more than ever.

Paying attention to learning analytics can help you not only improve workforce training and employee development, it can also provide critical insight to create a better work culture. In 2011, at the First International Learning Analytics Conference, learning analytics.

We all know what happened last year. Suddenly, everything turned on a dime. Organizations across all industries, including L&D, had to figure out how to adapt quickly. This means a lot of people ended up doing a lot of different things with varying degrees of success.

Training leaders understand that content is king when it comes to employee engagement and knowledge retention. If employees don’t remember what they’ve learned when it’s time to act on a situation or information, or worse yet, didn’t complete the training, no one benefits, not the employee, the manager, the company or the customers.

By delivering consistent training to everyone and measuring individual and collective impact, eLearning tools can help change attitudes and behaviors, both essential ingredients to turning DEI strategies and policies into a reality.

Although there are many models of emotional intelligence, they are often lumped together as “EQ” in the popular vernacular. An alternative term is “EI,” which comprises four domains: self-awareness, self-management, social awareness, and relationship management.

In a Top Five event with Greater Des Moines Partnership, Michele Matt, CSP, CVP discussed the benefits of a positive attitude during the interactive session. The event focuses on communication techniques, analyzing attitudes and more. Michele is a Senior Consultant with JER HR Group.

Nonprofit organizations have a unique mission to serve the public good and fulfill their charitable purpose. However, many nonprofits struggle to attract and retain top executive talent due to concerns about nonprofit CEO compensation.

Several compensation trends were on the horizon prior to, and have emerged alongside, the impact of the Coronavirus on the workplace. These trends include the changing demographic composition of the workforce and the corresponding need to introduce innovative approaches to attract and retain talent.

Determining how to compensate executives of a nonprofit organization fairly requires a unique approach. To attract top talent, compensation packages in the nonprofit sector should be as competitive as possible; however, they cannot be deemed excessive or unreasonable–a requirement of the utmost importance as the IRS expands its workforce.

The goal of almost every organization is to cultivate a work environment that inspires employees, impresses shareholders and drives consistent growth. However, if a company’s corporate governance and executive compensation program are misaligned, attaining workplace harmony can be difficult.

Federal employees are entitled to specific benefits packages while their private sector counterparts are generally at the discretion of the employer. This makes it critical for employers to understand public vs. private compensation differences.

Whether it’s an eLearning platform, employee engagement, workforce training – or frankly any type of new employee-facing technology – in order for it to succeed, employees must actually use it. Otherwise, no matter how great the tool, it will never deliver on promised results or anticipated ROI; it will instead, gather digital dust.

Creating a culture of continuous learning has become a top priority for most organizations. But despite $92 billion being spent on workforce training, it seems many programs are still falling short. Only 1 in 5 employees say they would recommend their company’s learning opportunities, while over 40% are dissatisfied with or indifferent about the programs their company offers.

From left to right: Samantha Grant, a partner at Sheppard, Mullin, Richter & Hampton LLP, moderates the conversation between EEOC Vice Chair Jocelyn Samuels and Commissioner Andrea Lucas at SHRM’s Workplace Policy Conference 2022.Caroline Colvin/HR Dive

“JER HR Group brings more than 30 years of experience in HR, compensation consulting, and talent development, working with clients nationwide. The integration of NexaLearning enhances both organization’s ability to deliver expanded organizational development services,” said Mahesh Kumar, Managing Director of JER HR Group.

SHRM, the Society for Human Resources Management, recommends an annual review of HR policies and practices. However, if your company experiences one of these six events, it should trigger an HR audit immediately.

David Moff, SPHR, SHRM-SCP and Natalie Sanders, J.D., of JER HR Group will be presenting The Five Behaviors of a Cohesive Team™ on February 13 at the HR Association of Greater High Point (HRAGHP), an affiliate of SHRM (Society for Human Resource Management).

A narcissist, a new employee, and the office jerk walk into the break room. Sounds like a joke but it’s real life for some workplaces. The worst part is that these employees are not 100%.

Halloween, Thanksgiving, and Christmas are some of the biggest events of the year. Some companies keep celebrations small and during work hours while others opt for an after-hours get together so employees can let loose a little and connect with each other outside of their everyday work environment.

This JER HR Group white paper helps you get there with a list of what needs to be included, legal considerations, and tips for creating a great Employee Handbook.

Companies spend millions on antibias training each year. The goal is to create workforces that are more inclusive, and thereby more innovative and more effective. Studies show that well-managed diverse groups outperform homogeneous ones and are more committed, have higher collective intelligence, and are better at making decisions and solving problems.

Providing robust safety training to underrepresented groups is essential. Employees must have the resources and training to protect themselves on the job, not only from COVID-19 and other illnesses but also accidents, injuries, confrontation with disgruntled customers, and even mental health challenges that arise from being placed in these stressful situations.

At Deloitte we’re redesigning our performance management system. This may not surprise you. Like many other companies, we realize that our current process for evaluating the work of our people, and then training them, promoting them, and paying them accordingly, is increasingly out of step with our objectives.

JER HR Group and Human Resources Plus jointly announced JER HR Group’s acquisition of Human Resources Plus, Inc. today. Human Resources Plus (HRP) is a HR consulting firm and online HR document provider servicing small businesses primarily in Colorado, insurance companies and brokers, and multi-channel third party alliances.

If the hiring manager is strategic in finding talent, then the search starts in December. The odds are in your favor and stars align. If put yourself in the candidate’s shoes, you are meeting them as they are wrapping up the year. Whether the leader is a passive or active on the job search, you will have a better chance of wooing them this time of year.

If you lead and manage a team, you are a part of a unique subsection of society. You could be a hero or a train wreck but either way, you will be the topic of conversation at the dinner table.

Are you the person that is always having a “crazy” day? You could also be reading this for a “friend.” Either way, with countless tools and tips on accomplishing more in less time, we all could use some advice to harness our runaway schedule. At the very least, let’s actively work towards not feeling manic 24/7.

Documentation is an art. And it can be mastered with considerable practice and training. These are the five common mistakes that people make when it comes to documenting and later end up in trouble:

Mistakes, we all make them and when we make them in the workplace it can be embarrassing and stressful. Here are a few tips for handling mistakes and using them to help you grow both personally and professionally.

It’s everyone’s responsibility to create a great work environment. From leadership to the newest employee, you have a responsibility to foster a positive environment. What can you do to make your workplace better?

HR for small businesses is an absolute necessity. To help prevent HR compliance violations small businesses should create a company-specific Employee Handbook. The Employee Handbook is a great introduction to the company.

The summer is the best time to shine…at work. If your colleagues are not taking time off, then they could be a part of the 1 in 3 that are experiencing the summer slump according to the Society of Human Resource Management.

1. Clean it up – Being active on social media doesn’t mean you have to have an account on every platform. Use what you already have and make sure that your public information is super clean. Profanity, party pictures, and long rants can all be turn-offs for potential employers.

When you hear Employee Engagement, what do you think of? You may say it’s fluff and getting a paycheck should be all the engagement anyone needs. We get it. But, think about it like this, employees want to know their hard work has meaning and that their presence adds value to the company.

Being in the presence of a crier can make the toughest individual a little uncomfortable. One fairly common but nevertheless uncomfortable scenario is watching a direct report burst into tears in front of you.

Do you find that some employees are distracted lately? Are they requesting to come in late or leave early? Back-to-School time can affect many aspects of a parent’s life, including how they perform at work.

Labor Day was first celebrated on September 5, 1882, in New York City by the Central Labor Union. By 1894, 23 more states had adopted the holiday, and on June 28, 1894, President Grover Cleveland signed to make the first Monday in September a National Holiday. And so, Labor Day was born.

It’s no secret that it’s a job-seekers market. According to Labor Department data, 3.6 million Americans voluntarily left their jobs last May, due to having confidence in the ability to find better employment.

After an investigation by the U.S. Department of Labor (DOL), Care Providers of Wilmington, Inc. – a healthcare agency located in Wilmington, North Carolina – has recently paid $90,640 in back wages and liquidated damages to 21 employees for violating minimum wage, overtime and other record keeping violations of the Fair Labor Standards Act (FLSA).