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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:

As executive director of sales training for Paycom, Melo oversees new hire and intern development, leadership training and continuous education. A graduate of Rutgers University, she holds a managerial economics professional certificate from Dartmouth College and a business strategy professional certificate from Cornell University. Outside of work, Melo is a supporter of wildlife and anti-animal cruelty organizations.

What Substance Abuse in the Workplace Costs Employers

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Of the estimated 14.8 million Americans who use illegal drugs, 70% of them are employed, according to the U.S. Department of Labor. Therefore, odds are your company employs workers who fall into this group. The use of drugs or alcohol by employees inside or outside the office can be costly for a business, leading to:

  • increased turnover rate
  • workplace incidents
  • poor workplace morale

From a financial perspective, the National Institute on Drug Abuse found substance abusers cost employers twice as much in workers’ compensation and medical expenses. Additionally, substance abusers are five times more likely to file workers’ compensation claims.

Furthermore, employees with alcohol dependencies are nearly three times more likely to have injury-related absences, according to the National Council on Alcoholism and Drug Dependence. In 2015, that council reported that federal surveys indicate 24% of workers reported drinking on the job at least once in the past year.

Recognizing the signs

Knowing how to handle substance abuse in the workplace starts with recognizing the existence of a problem. Whether it is abuse of alcohol, prescription drugs or illegal substances, a number of visible signs can indicate an employee needs help:

  • change in appearance
  • frequent tardiness
  • decline in job performance
  • slurred speech and drowsiness
  • mood swings and irritability
  • scent of alcohol

None of these signs alone indicates a substance abuse issue, but intervening early with employees displaying a combination of these signs may be valuable to your business. Implementing a companywide policy, training managers to recognize signs of substance abuse, and setting expectations with employees through training can help safeguard your business and your workforce.

 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, Compliance, Featured

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.

Podcasts

5 Podcasts That Every HR Professional Should Download

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Podcasts provide the opportunity to sit like a fly on the wall and listen to some of the most brilliant minds in the world converse about today’s biggest trends and challenges.

According to a study by Triton Digital, nearly one quarter of Americans listen to a podcast at least once a month. Education is a popular subject, with 40% of podcast listeners tuning in to that type. If you’re an HR professional or business leader looking to broaden your knowledge of HR and HR technology this year, I highly recommend filling your ears and brains with these five podcasts throughout ’18.

1. HBR IdeaCast

From Harvard Business Review, the weekly HBR IdeaCast features leading thinkers in business and management discussing a variety of key topics in the work world.

It is an excellent resource for insights on a wide array of subjects including, but not limited to, HR. The discussions apply directly to organizations nationwide. The podcast reminds me of NPR’s Fresh Air, but with an emphasis on business leaders.

Recommended episodes:

2. HR Happy Hour

Since 2009, HR Happy Hour has featured thought leaders, workplace and technology experts, academics and more to take on important aspects impacting HR, technology and the workplace.

The podcast is so long-running that it has episodes dedicated to just about every HR topic under the sun. The charming hosts Steve Boese and Trish McFarlane make trending topics fun and informative.

Recommended episodes:

3. CIPD

From the UK’s Chartered Institute of Personnel and Development, the monthly CIPD podcast covers everything from talent acquisition to workplace training and cybersecurity.

CIPD’s international perspective brings fresh eyes to subjects that resonate with many American HR professionals. With a backlog of more than seven years’ worth of episodes available, it’s easy to recommend.

Recommended episodes:

4. Workology Podcast

Covering the science and art of the workplace, Jessica Miller-Merrell’s Workology Podcast offers insights and actionable tips on HR and recruiting. Each 45-minute episode promises an in-depth look at every company’s most valuable asset: the employee.

In asking sharp, pointed questions about the latest HR trends, Miller-Merrell does an excellent job as host, bringing a unique and often unexpected take on familiar subject matter.

Recommended episodes:

5. HR Break Room

The official podcast of Paycom, HR Break Room brings you quick conversations on hot topics in HR and HR technology. Co-host Chelsea Justice and I talk with guest experts about the challenges faced by the everyday workplace, as well as their solutions.

To be a bit self-indulgent, I love doing this podcast because it gives me the opportunity to talk with some of the most brilliant minds in the industry. In our first year, our esteemed guests have included New York Times best-selling author Cy Wakeman, millennial expert Adam Smiley Poswolsky, HR Bartender’s Sharlyn Lauby, futurist Jacob Morgan, author and Harvard professor Mihir Desai and of course, motivational speaker and leadership expert, Mark Sanborn.

Recommended episodes:

You can learn more about goings-on within the HR sphere by subscribing to HR Break Room podcast. Here’s to a year full of professional growth through podcasts!

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Posted in Blog, Featured, HR Management, Leadership

caleb.masters

by Caleb Masters


Author Bio:

Caleb is the host of The HR Break Room and a Webinar and Podcast Producer at Paycom. With more than 5 years of experience as a published online writer and content producer, Caleb has produced dozens of podcasts and videos for multiple industries both local and online. Caleb continues to assist organizations creatively communicate their ideas and messages through researched talks, blog posts and new media. Outside of work, Caleb enjoys running, discussing movies and trying new local restaurants.

Deadline Extended

Employer Deadline Extended for Furnishing 2017 ACA Forms

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Distribution of 2017 Affordable Care Act (ACA) Forms 1095-B or -C to your employees has been extended.

As issued in Notice 2018-06, the IRS has extended the deadline from Jan. 31 to March 2. (However, the deadline to provide Forms W-2 and 1099 to employees and contract workers remains as Jan. 31.)

Filing deadlines unchanged

While the deadline to furnish forms was extended, the filing deadlines remain the same: Feb. 28 for paper forms, and April 2 for electronic forms.

IRS Notice 2018-06 emphasizes that employers who do not comply with the due dates for furnishing or filing are subject to penalties under sections 6722 or 6721.

Good-faith transition relief extended

The IRS also announced the extension of good-faith transition relief. This may allow an employer to avoid some penalties if it can show that it made good-faith efforts to comply with the information reporting requirements for 2017.

This relief applies only to incorrect and incomplete information reported on the ACA forms, and not to a failure to file or furnish the forms in a timely manner. Additionally, the IRS stated it does not anticipate extending either the good-faith transition relief or the furnishing deadline in future years.

Contact a trusted tax professional if you have questions on how this may affect your business specifically.

Click here to read more about how the ACA is affect by the new Tax Cuts and Jobs Act.

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 ACA, Blog, Compliance, 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.

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