Tag: Blog

  • 5 Tips to Beat the Heat | California Benefits Consultants

    August 19, 2019

    Tags: , , ,

    There’s no denying that summer has arrived. In fact, the news has been abuzz with Alaska’s heat wave in July that sent temperatures soaring between 20 and 30 degrees above average. When you are caught in the middle of a heat wave, it may seem like there’s nothing you can do to keep cool. But, there are ways for you to beat the heat this summer and stay safe from heat related illnesses.

     

    Avoid the Heat

    It may seem like a no-brainer to avoid the heat to prevent a heat related illness but some professions work solely outdoors. In those cases, there aren’t many options for avoiding the heat.  Be aware of the hottest time of day and limit physical activity outside during that time.

    Reduce Activity Levels

    Plan the most active job of the day to be in the morning when the sun and heat aren’t as intense. Heatstroke can occur when a person engages in strenuous activity for long periods of time in the heat. If possible, arrange workflows to include times of rest and times to visit a cooling station.

    Drink Fluids Regularly

    The underlying factor in most heat related illness is the inadequate supply of fluids for your body, in other words, drink more water! Heavy sweating depletes a person’s body of fluid and salt and this in turn can cause heat cramps and heat exhaustion. If this occurs, drink cool water or an electrolyte-replacement beverage like Gatorade. To prevent these two illnesses, drink plenty of water before you know you will be outside in the heat so that your body has sufficient fluids in reserve.

    Have a Buddy System

    When you know you will working outside or even playing outside in the heat of the day, make sure you have someone with you. If you should experience a heat related illness while alone, there would be no one available to offer first aid or call for help. As in the case of heatstroke, confusion and weakness along with fainting and possibly convulsions could occur. These are all series symptoms and require immediate action for treatment. The buddy system gives you a safety net of someone else who can recognize these symptoms and can act to save them.

    Take a Dip!

    The best way to beat the heat is by cooling off your body. Not everyone has access to a pool when spending time outside in the heat so if that’s the case, use cold compresses or ice and ice packs to lower body temperature. You can also remove excess clothing and spray your body with cool water. If you do have someone with you and you are experiencing a heat related illness, make sure they are watching you if you jump into a pool.

     

    By following these easy tips to beat the heat you can safely be outside when temperatures are at their peak. Enjoy your summer and stay cool!

  • Top 5 Learning Metrics to Watch | California Benefits Team

    August 14, 2019

    Tags: , , ,

    How much job training equates to time wasted:  About 20%, according to one LinkedIn study.  That’s the percentage of learners who never apply their training to their job.  That same study says 67% of learners apply the lessons learned, but in the end, revert to previous habits.  Another study found 45% of training content is never applied.

    For HR professionals designing or monitoring the Return on Investment of training programs, those are disturbing statistics, especially when you consider the decrease in productivity this causes and the cost of wasted money.

    So, how do you mitigate or address the issue?

    Learning Metrics

    Gone is the day leaders make learning strategy decisions via gut and intuition.  Arrived is the day leaders look at learning data and statistics to make decisions and provide evidence for an action.

    There was a time when the only metrics requested from learning and development officials were the number of people taking part in the training and the cost involved.  In other words:  basic effectiveness and efficiency.

    As with everything, however, learning and development has evolved.  It’s now a business critical change agent.  It’s not enough, though, to measure inputs, the number of courses, and attendance.  Learning and development must look at the output and outcomes.

    “We’re in the process of trying to become a learning organization, and to become a learning organization you have to be nimble.  You have to have a culture of leaders as teachers.  You have to have a culture of recognizing those things that contribute, and actually those things what lead to success,” Brad Samargya said.  Samargya is the Chief Learning Officer for mobile phone maker Ericsson.

    All of the descriptions Samargya is using refer back to the content, specifically how it is delivered and is it of substance.  When both pieces are in concert, HR professionals should see an increase in quality around the metrics gathered.

    Delivery

    First, let’s focus on delivery.

    Samantha Hammock is the Chief Learning Officer for American Express.  Her company employs a learning management system as part of their learning process.  Hammock says measurement is the company’s biggest need.

    “If we’re going to mandate training, we had better be robust in tracking and reporting. Is the experience getting better, is the knowledge increasing. We have put it thru workforce analytics to slice and dice some of those metrics,” Hammock said.

    Of course, learning management systems are not the only way to deliver learning.  Mobile learning for instance, makes content available on smartphones, tablets, and other devices.  Not only is the content accessible anywhere, but anytime.  Video learning is similar in that the content is available in the ever-popular YouTube format.  Gamification, or education by gaming, again delivers learning in a form much for attractive than your regular classroom format, and microlearning, or the strategy of delivering learning content over a short amount of time.

    None of those work without one specific ingredient, however:  the content.  Providing relevant content is key to a good learning strategy, good metrics, and  to ensure your learners are engaged and continue to come back for more.

    The modern employee is distracted, overwhelmed and has little time to spare. Catering content to their needs is not only important – it’s critical.

    The content presented to employees must be applicable and timely to help them with their daily duties, expand their mind, and provide them with quick takeaways that can immediately be applied.

    Metrics to Watch

    There are a handful of metrics derived for HR professionals to analyze.

    1. Completion rates – This metric is important because it indicates the level of learner engagement, motivation and participation. Low completion rates indicate employees aren’t investing in the material or how it relates to their jobs.  High completion rates show employees are invested.
    2. Performance and Progress – This particular metric is split into two categories: the individual and the group.  For the individual, metrics will give you a detailed look at how the employee is doing with the learning.  For the group, the metric will include the details around specific trends.  For instance, how the group is progressing through the material.  Both individual metrics and group metrics allow for the tracking of course effectiveness and engagement.
    3. Satisfaction and approval – This metric gives HR professionals some indication of how the employee or employees feel about the content. The is a powerful metric because it allows HR or learning managers to adjust current content or, if need be, create better content based on the needs of the employee.
    4. Instructor and manager ratings – This metric may not always be applicable as, in some cases, material is not presented by an instructor or manager but through a technology interface of some sort. If that is not the case, this will indicate how learners feel about the instructor or manager.  It can also be directly linked to the reason an employee or group of employees are not learning at the level expected.
    5. Competency and proficiency – Competency and proficiency metrics show HR professionals if employees have the knowledge and skills to achieve a desired outcome. If not, this metric allows for learning managers to adjust the material accordingly.  It also allows from some insight into an employee or group’s currently proficiency.

    In summation

    The challenges facing HR professionals when using analytics to transform the learning and development program are connected.  Before companies can actually engage with the transformation, data has to be present.  Whether it is realized or not, companies do have learning data available.  What may not exist is the ability to evaluate that data.

    Data provides invaluable insight into the future learning opportunities of a company’s workforce.  Now, more than ever before, HR professionals have a real opportunity to do what all leaders and C-suite members want to do:  predict the future.  By leveraging and understanding the data generated by learning programs, HR professionals can better evaluate the content and their effectiveness.  It can lead to better outcomes both developmentally for the employee and financially for the employer.

    By Mason Stevenson

    Originally posted on hrexchangenetwork.com

  • 5 Things to Think About Before Adding Outside-of-the-Box Benefits

    April 16, 2019

    Tags: ,

    According to the Bureau of Labor and Statistics, the North Bay’s unemployment rate for the month of January 2019 was 3.3%. With the unemployment rate being so low, employers are now forced to get creative with how they attract and retain employees. As benefits advisors, we get an up-close view as to what makes a company’s staffing goals successful. We see that the employers who are winning the talent war use outside-of-the box benefits that target the workforce that the employer needs. Here are five things that we advise clients to think about before they look to add and use outside-of-the-box benefits as a way to attract and retain employees:

    SURVEY

    It’s important to engage your workforce and find out what benefits they would value most before investing in a benefit that will have little or no return on investment. We have had several discussions with employers over the past 18 months where the employer thinks of a benefit that they would value and therefore assumes the employees will value it too. You won’t if you’re correct until you ask.

    WHO ARE YOU TRYING TO ATTRACT?

    It’s important to strategically think about the type of employee you are looking to hire and retain. Employers often hire to fill a spot without thinking about the type of person they need and whether the new hire will fit seamlessly into the organization.

    WHAT ARE YOUR VALUES

    The wants and needs of the workforce are changing. For example, younger people tend to see their careers not solely as income, but as a driver of fulfillment and an expression of their values, interests and skills. We like to highlight corporate values because we have found that to be a main driver for a younger employee’s decision on whether or not to work for a company. Company values are the beliefs upon which a business and its behaviors are based. We suggest that employers determine and make their values public. This will help attract employees who align with an employer.

     WHAT ARE YOU TRYING TO ACCOMPLISH AND WHY?

    Do you want to create a better employee experience and make employees feel more engaged or are you looking to attract more talent to your organization? Maybe it’s both. Either way, there is no one-size-fits-all solution to this puzzle. Our suggestion is to target the demographic you are looking to attract or retain. Understand them and then focus on what brings them value.

    ENGAGE EMPLOYEES ON AN INDIVIDUAL LEVEL

    By understanding deeper motivations, employers can develop strategies that better engage their workforce. Having a benefits program customized to meet individual employees’ increases loyalty to an employer (MetLife Benefit Trends Study).

     

     

    ABOUT US

    Andrew McNeil and Rosario Avila are employee benefit advisors who collaborate with their clients as team, using their different perspectives to deploy one solution. Both have been recognized nationally by Employee Benefit Advisor magazine (Andrew: 2017 Rising Star in Advising. Rosario: 2018 Top Women in Benefit Advising).

  • 5 Tips to Beat the Heat | California Benefits Consultants

    August 19, 2019

    Tags: , , ,

    There’s no denying that summer has arrived. In fact, the news has been abuzz with Alaska’s heat wave in July that sent temperatures soaring between 20 and 30 degrees above average. When you are caught in the middle of a heat wave, it may seem like there’s nothing you can do to keep cool. But, there are ways for you to beat the heat this summer and stay safe from heat related illnesses.

     

    Avoid the Heat

    It may seem like a no-brainer to avoid the heat to prevent a heat related illness but some professions work solely outdoors. In those cases, there aren’t many options for avoiding the heat.  Be aware of the hottest time of day and limit physical activity outside during that time.

    Reduce Activity Levels

    Plan the most active job of the day to be in the morning when the sun and heat aren’t as intense. Heatstroke can occur when a person engages in strenuous activity for long periods of time in the heat. If possible, arrange workflows to include times of rest and times to visit a cooling station.

    Drink Fluids Regularly

    The underlying factor in most heat related illness is the inadequate supply of fluids for your body, in other words, drink more water! Heavy sweating depletes a person’s body of fluid and salt and this in turn can cause heat cramps and heat exhaustion. If this occurs, drink cool water or an electrolyte-replacement beverage like Gatorade. To prevent these two illnesses, drink plenty of water before you know you will be outside in the heat so that your body has sufficient fluids in reserve.

    Have a Buddy System

    When you know you will working outside or even playing outside in the heat of the day, make sure you have someone with you. If you should experience a heat related illness while alone, there would be no one available to offer first aid or call for help. As in the case of heatstroke, confusion and weakness along with fainting and possibly convulsions could occur. These are all series symptoms and require immediate action for treatment. The buddy system gives you a safety net of someone else who can recognize these symptoms and can act to save them.

    Take a Dip!

    The best way to beat the heat is by cooling off your body. Not everyone has access to a pool when spending time outside in the heat so if that’s the case, use cold compresses or ice and ice packs to lower body temperature. You can also remove excess clothing and spray your body with cool water. If you do have someone with you and you are experiencing a heat related illness, make sure they are watching you if you jump into a pool.

     

    By following these easy tips to beat the heat you can safely be outside when temperatures are at their peak. Enjoy your summer and stay cool!

  • Top 5 Learning Metrics to Watch | California Benefits Team

    August 14, 2019

    Tags: , , ,

    How much job training equates to time wasted:  About 20%, according to one LinkedIn study.  That’s the percentage of learners who never apply their training to their job.  That same study says 67% of learners apply the lessons learned, but in the end, revert to previous habits.  Another study found 45% of training content is never applied.

    For HR professionals designing or monitoring the Return on Investment of training programs, those are disturbing statistics, especially when you consider the decrease in productivity this causes and the cost of wasted money.

    So, how do you mitigate or address the issue?

    Learning Metrics

    Gone is the day leaders make learning strategy decisions via gut and intuition.  Arrived is the day leaders look at learning data and statistics to make decisions and provide evidence for an action.

    There was a time when the only metrics requested from learning and development officials were the number of people taking part in the training and the cost involved.  In other words:  basic effectiveness and efficiency.

    As with everything, however, learning and development has evolved.  It’s now a business critical change agent.  It’s not enough, though, to measure inputs, the number of courses, and attendance.  Learning and development must look at the output and outcomes.

    “We’re in the process of trying to become a learning organization, and to become a learning organization you have to be nimble.  You have to have a culture of leaders as teachers.  You have to have a culture of recognizing those things that contribute, and actually those things what lead to success,” Brad Samargya said.  Samargya is the Chief Learning Officer for mobile phone maker Ericsson.

    All of the descriptions Samargya is using refer back to the content, specifically how it is delivered and is it of substance.  When both pieces are in concert, HR professionals should see an increase in quality around the metrics gathered.

    Delivery

    First, let’s focus on delivery.

    Samantha Hammock is the Chief Learning Officer for American Express.  Her company employs a learning management system as part of their learning process.  Hammock says measurement is the company’s biggest need.

    “If we’re going to mandate training, we had better be robust in tracking and reporting. Is the experience getting better, is the knowledge increasing. We have put it thru workforce analytics to slice and dice some of those metrics,” Hammock said.

    Of course, learning management systems are not the only way to deliver learning.  Mobile learning for instance, makes content available on smartphones, tablets, and other devices.  Not only is the content accessible anywhere, but anytime.  Video learning is similar in that the content is available in the ever-popular YouTube format.  Gamification, or education by gaming, again delivers learning in a form much for attractive than your regular classroom format, and microlearning, or the strategy of delivering learning content over a short amount of time.

    None of those work without one specific ingredient, however:  the content.  Providing relevant content is key to a good learning strategy, good metrics, and  to ensure your learners are engaged and continue to come back for more.

    The modern employee is distracted, overwhelmed and has little time to spare. Catering content to their needs is not only important – it’s critical.

    The content presented to employees must be applicable and timely to help them with their daily duties, expand their mind, and provide them with quick takeaways that can immediately be applied.

    Metrics to Watch

    There are a handful of metrics derived for HR professionals to analyze.

    1. Completion rates – This metric is important because it indicates the level of learner engagement, motivation and participation. Low completion rates indicate employees aren’t investing in the material or how it relates to their jobs.  High completion rates show employees are invested.
    2. Performance and Progress – This particular metric is split into two categories: the individual and the group.  For the individual, metrics will give you a detailed look at how the employee is doing with the learning.  For the group, the metric will include the details around specific trends.  For instance, how the group is progressing through the material.  Both individual metrics and group metrics allow for the tracking of course effectiveness and engagement.
    3. Satisfaction and approval – This metric gives HR professionals some indication of how the employee or employees feel about the content. The is a powerful metric because it allows HR or learning managers to adjust current content or, if need be, create better content based on the needs of the employee.
    4. Instructor and manager ratings – This metric may not always be applicable as, in some cases, material is not presented by an instructor or manager but through a technology interface of some sort. If that is not the case, this will indicate how learners feel about the instructor or manager.  It can also be directly linked to the reason an employee or group of employees are not learning at the level expected.
    5. Competency and proficiency – Competency and proficiency metrics show HR professionals if employees have the knowledge and skills to achieve a desired outcome. If not, this metric allows for learning managers to adjust the material accordingly.  It also allows from some insight into an employee or group’s currently proficiency.

    In summation

    The challenges facing HR professionals when using analytics to transform the learning and development program are connected.  Before companies can actually engage with the transformation, data has to be present.  Whether it is realized or not, companies do have learning data available.  What may not exist is the ability to evaluate that data.

    Data provides invaluable insight into the future learning opportunities of a company’s workforce.  Now, more than ever before, HR professionals have a real opportunity to do what all leaders and C-suite members want to do:  predict the future.  By leveraging and understanding the data generated by learning programs, HR professionals can better evaluate the content and their effectiveness.  It can lead to better outcomes both developmentally for the employee and financially for the employer.

    By Mason Stevenson

    Originally posted on hrexchangenetwork.com

  • 5 Things to Think About Before Adding Outside-of-the-Box Benefits

    April 16, 2019

    Tags: ,

    According to the Bureau of Labor and Statistics, the North Bay’s unemployment rate for the month of January 2019 was 3.3%. With the unemployment rate being so low, employers are now forced to get creative with how they attract and retain employees. As benefits advisors, we get an up-close view as to what makes a company’s staffing goals successful. We see that the employers who are winning the talent war use outside-of-the box benefits that target the workforce that the employer needs. Here are five things that we advise clients to think about before they look to add and use outside-of-the-box benefits as a way to attract and retain employees:

    SURVEY

    It’s important to engage your workforce and find out what benefits they would value most before investing in a benefit that will have little or no return on investment. We have had several discussions with employers over the past 18 months where the employer thinks of a benefit that they would value and therefore assumes the employees will value it too. You won’t if you’re correct until you ask.

    WHO ARE YOU TRYING TO ATTRACT?

    It’s important to strategically think about the type of employee you are looking to hire and retain. Employers often hire to fill a spot without thinking about the type of person they need and whether the new hire will fit seamlessly into the organization.

    WHAT ARE YOUR VALUES

    The wants and needs of the workforce are changing. For example, younger people tend to see their careers not solely as income, but as a driver of fulfillment and an expression of their values, interests and skills. We like to highlight corporate values because we have found that to be a main driver for a younger employee’s decision on whether or not to work for a company. Company values are the beliefs upon which a business and its behaviors are based. We suggest that employers determine and make their values public. This will help attract employees who align with an employer.

     WHAT ARE YOU TRYING TO ACCOMPLISH AND WHY?

    Do you want to create a better employee experience and make employees feel more engaged or are you looking to attract more talent to your organization? Maybe it’s both. Either way, there is no one-size-fits-all solution to this puzzle. Our suggestion is to target the demographic you are looking to attract or retain. Understand them and then focus on what brings them value.

    ENGAGE EMPLOYEES ON AN INDIVIDUAL LEVEL

    By understanding deeper motivations, employers can develop strategies that better engage their workforce. Having a benefits program customized to meet individual employees’ increases loyalty to an employer (MetLife Benefit Trends Study).

     

     

    ABOUT US

    Andrew McNeil and Rosario Avila are employee benefit advisors who collaborate with their clients as team, using their different perspectives to deploy one solution. Both have been recognized nationally by Employee Benefit Advisor magazine (Andrew: 2017 Rising Star in Advising. Rosario: 2018 Top Women in Benefit Advising).

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