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5 Things Executives of Learning Organizations Know

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The concept of the learning organization has flourished since Peter M. Senge’s The Fifth Discipline hit the business world in 1990. The book left countless business executives with a more ardent focus on human capital and the role of learning. And in today’s competitive environment, executives of learning organizations know five key aspects well:

  1. They understand the new workforce.

Millennials entering the workforce have been lifelong learners. They expect not only training, but supplementary resources. Business executives of learning organizations focus on the necessary progressive changes needed to accommodate their growing employee base. They foster internal work environments that promote idea generation and elements of intrinsic motivation such as “autonomy, mastery and purpose” as depicted in Daniel Pink’s 2009 best-seller, Drive: The Surprising Truth About What Motivates Us.

  1. They remove the sense of entitlement.

Learning organizations hold all members of their organization accountable for assessment completion and training focuses. They recognize that senior leaders have an impact on not only top performance goals and desired benchmarks, but in fueling comprehension. When powerful leaders demonstrate a willingness to learn, employees feel empowered to both acquire and promote knowledge.

  1. They invest in technology.

As a CFO or CEO of a growing company, it can be hard to invest in technology projects due to ambiguous ROIs, cost justifications, net present value calculations and payback periods provided. But a learning management system (LMS) is a must for developing a learning organization and a talent management suite. A solid LMS not only will be the backbone of your performance initiatives, but a centralized source of reference for your growing millennial workforce. Some key functional considerations of an LMS should be:

  • How would the system increase new hires’ ramp-up time or competency levels in established employees?
  • How user-friendly is the system?
  • How is the system independently updating new hires/terminated employees in real time?
  • Is the LMS housed within the same application as your onboarding for a compressed learning curve?
  • Is the system SCORM/AICC-compliant?
  • Can learning results reports be broken down by employee, region, department or position?
  • Can the system generate self-timed reports or reminders for due courses?

  1. They design their own training programs.

Businesses design their own strategy. The same must apply to the deployment of business training where the strategy behind learning initiatives should be agile enough to drive competitive advantages and increase competency levels. Learning organizations do not depend solely on pre-purchased course libraries, but rather use a combination of pre-developed material and their own content that speaks to company/departmental goals.

  1. They don’t wait.

Before a business becomes a learning organization, it must recognize the value of employee development and the correlation it has with profitability and service outputs. Long before they are dominant players in their respective industries or have surpluses of cash in the bank, these companies make leadership efforts toward the development of their human capital focusing on long-term gains.

Is your company a learning organization?

If your company has not yet identified itself as a “learning organization,” start with one dedicated leader and an LMS (see consideration points above). A quality LMS that works with onboarding and other areas of talent management can be the equivalent of two to three full-time employees in training, helping reduce general and administrative (G&A) costs while gaining value. If your organization already has a training program, consider what the technology infrastructure looks like currently. Is it adequately communicating and reporting on new hires, new managers or terminated employees?

Among other consideration points for effective learning and development management is cost. If you fly trainees for a week of corporate training for various departments, consider: Could this be done in three days with the right technology? The evaluation of that question could reduce G&A costs, positively impact EBITDA and drive employee retention.


Jessica Melo

by Jessica Melo


Author Bio: Melo serves as the Director of Sales Training, she is a graduate of Rutgers University and holds a Managerial Economics professional certificate from Dartmouth University. Passionate about education and business, she oversees new hire & intern development, leadership training and continuous education. Her specialties in corporate education are in designing effective learning strategies including governance, alignment and measurement. Outside of work, Jessica is a strong supporter of wildlife and anti- animal cruelty organizations.

IRS Continues to Enforce Affordable Care Act

IRS Continues to Enforce Affordable Care Act

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The IRS recently released an information letter indicating that the IRS continues to enforce the Affordable Care Act (ACA).

Dated June 30, Letter 2017-0010 was sent to a member of Congress who reached out to the IRS at the request of a constituent, a tax-exempt entity concerned it may owe an employer shared responsibility payment (ESRP) because it did not comply with the ACA rules on offering health insurance to its employees, for both financial and religious reasons.

The letter first provides a brief summary of the circumstances that might lead to a large employer owing an ESRP, and notes that there is no provision in the ACA that provides for the waiver of an ESRP.

The letter then addresses the effect of the president’s Jan. 20 executive order on the enforcement of the ACA. Titled “Minimizing the Economic Burden of the Patient Protection and Affordable Care Act Pending Repeal,” the order directed federal agencies to exercise discretion permitted to them by law to reduce potential burdens imposed by the ACA.

However, it did not change the health care law. The legislative provisions of the ACA are still in force until changed by Congress; therefore, taxpayers remain required to follow the law and pay what they may owe.

For more information on the executive order and the current tax filing season, visit https://www.irs.gov/tax-professionals/aca-information-center-for-tax-professionals.

What This Means for Employers

Since Congress has not yet passed a bill that would repeal the ACA, and Republicans have struggled to draft a bill that would receive majority support, employers should use caution and plan to comply with the law’s requirements unless and until the ACA is repealed and any new law’s provisions actually go into effect. Continued compliance may be required for a transition period, following passage of an ACA repeal bill, depending on the language of that legislation.

 

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Posted in ACA, Blog, Featured

Erin Maxwell

by Erin Maxwell


Author Bio: As a compliance attorney for Paycom, Erin Maxwell monitors legal and regulatory changes at the state and federal level, focusing on health and employee benefits laws, to ensure the Paycom system is updated accordingly. She previously served as assistant general counsel at Asset Servicing Group in Oklahoma City. She holds a bachelor’s degree from the University of Central Oklahoma and a J.D. from the University of Oklahoma. Outside of work, Maxwell enjoys politics, historical mysteries and spending time with her family.

Missouri minimum wage

Missouri Minimum Wage to Decrease from $10 to $7.70

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An overwhelming trend in the U.S. is cities and states increasing the minimum wage employers must pay their employees. However, St. Louis, Missouri is bucking this trend – although not willingly – by decreasing its minimum wage from $10 to $7.70, effective Aug. 28.

Court Battle

In 2015, St. Louis passed an ordinance raising its minimum wage to $10, with an automatic increase to $11 scheduled for January 2018. This prompted the Missouri legislature to pass legislation to pre-empt the ordinance from taking effect. The legislation was quickly enjoined in a lawsuit that went all the way to the Missouri Supreme Court.

In May of this year, St. Louis prevailed in the lawsuit and the minimum wage increased to $10. However, three months after the $10 minimum wage was implemented, the Missouri legislature passed another law disallowing any city in the state from having a higher minimum wage than the state, which is currently $7.70, this forcing St. Louis to reverse.

States vs. Cities

State governments dictating cities’ minimum wages is not altogether uncommon. In 2016, Alabama’s legislature shut down the Birmingham City Council’s efforts to raise its minimum wage. Similar efforts were undertaken by Ohio to block the City of Cleveland.

Other states have preemptively prohibited localities from passing minimum-wage ordinances – even before cities have commenced such efforts. Some of these states include:

  • Colorado
  • Idaho
  • Indiana
  • Kansas
  • Kentucky
  • Michigan
  • North Carolina
  • Oklahoma
  • South Carolina
  • Tennessee
  • Texas
  • Wisconsin

 

Although the St. Louis minimum wage decrease runs counter to the national trend, state legislatures prohibiting local increases is not uncommon. As more cities begin to adopt higher minimum wages, expect some state legislatures to push back.

Disclaimer: This blog includes general information about legal issues and developments in the law. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and must not be taken, as legal advice on any particular set of facts or circumstances. You need to contact a lawyer licensed in your jurisdiction for advice on specific legal problems.

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Posted in Blog, Featured, Payroll

Jason Hines

by Jason Hines


Author Bio: Jason Hines is a Paycom compliance attorney. With more than five years’ experience in the legal field, he monitors developments in human resource laws, rules and regulations to ensure any changes are promptly updated in Paycom’s system for our clients. Previously, he was an attorney at the Oklahoma City law firm Elias, Books, Brown & Nelson. Hines earned a bachelor’s degree from the University of Central Oklahoma and his juris doctor degree from the Oklahoma City University School of Law, where he graduated cum laude. A fan of the Oklahoma City Thunder, Hines also enjoys exploring the great outdoors with his wife and daughter.

WOTC Tax Credits

What Tax Credits Are You Leaving on the Table?

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Federal tax credits for businesses are far from easy if you aren’t familiar with the program, and business leaders may find themselves in unfamiliar territory when it comes to their company’s eligibility for tax credits. As a leading provider of comprehensive human capital management software, we have found that the Work Opportunity Tax Credit (WOTC) is one Federal tax credit many leaders underutilize, meaning that they are leaving money on the table when it comes time to do their taxes.

In fact, one Paycom client in the fast-food industry found $447,000 in government-appropriated funds available once they took full advantage of the tax credits available to them. Read more about this client’s experience in our recent case study.

Is your organization is leaving money on the table?

The Purpose of WOTC

WOTC was designed to encourage employers to hire people from segments of the general population who have “consistently faced barriers to employment.”

On average, one in eight new hires potentially qualifies for the WOTC, and that number increases when it comes to the fast-food industry, in which one in four new hires is potentially eligible for the credit.

What WOTC Means for Your Company

Depending on which target group your new hire represents, the number of hours they work and the wages they earn determine the amount of the credit, you can receive up to $9,600 for each eligible new hire.

Like the client in our case study, you may find, that many of the people in your hiring pool are already eligible for the tax credit. They received an average of $1,128 per certified employee.

Who You Can Hire

Qualifying new hires can be full- or part-time workers. They must belong to specific “target groups” designated by the U.S. Department of Labor. These target groups are populations of people who are able and willing to work, but have found barriers to employment for a variety of reasons. Target groups include:

  • veterans
  • Temporary Assistance for Needy Families recipients
  • SNAP recipients
  • designated community residents (living in empowerment zones or rural renewal counties)
  • summer youth employees living in designated communities
  • long-term unemployed

 

 How You Can Receive These Tax Credits

To receive these tax credits, 8850 and 9061 forms must be completed on or before the job offer and sent to your state employment agency within 28 days of the employee’s first day of work. The client in our case study was able to save 75 hours (nearly two weeks of work!) by working with Paycom to process their available tax credits.

If you’re intimidated by or unaware of Work Opportunity Tax Credits, you’re not alone. But you might be missing out by leaving money on the table. Paycom clients using its tax credits service pay nothing for the search if they are found to have eligible employees. Want to learn more about WOTC? Sign up for our August 3 webinar “What’s New With WOTC” to learn the most up-to-date information on WOTC and ask questions specific to your business.

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Posted in Blog, Compliance, Featured, Franchises, Hospitality, Restaurant

Rich Stupansky

by Rich Stupansky


Author Bio: Rich came to Paycom in January of 2010 from Cleveland Ohio and is the Director of Tax Credits at Paycom. Rich was instrumental in developing and creating our tax credits program. Rich has more than 12 years’ experience with federal tax credits and an extensive background in working with companies of all sizes to maximize their full tax credit potential.

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