H E A L T H W E A L T H C A R E E R

Presented by:

Ruth Baylis, Mercer PeopleProAleksandra Myers, Mercer PeoplePro

E M P L O Y E E R E T E N T I O N F O R T H E L O N G T E R M -T R A I N I N G F O R T H E M A R A T H O N

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H O U S E K E E P I N GHOUSEKEEPING

CREDIT QUESTIONS TOPIC

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The use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

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T O D A Y ’ S F E A T U R E D S P E A K E R S

Prior to joining Mercer PeoplePro, Aleksandra Myers held a Compliance Manager role at an institutional broker-dealer working specifically in Corporate Compliance.In her role, the main areas of focus were implementing policies and procedures surrounding compliance rules, and helping to implement and monitor industry required regulations. Additionally, Aleksandra oversaw the licensing registrations of registered representatives in addition to working on exchange memberships for the firm and making sure employees were communicated to and trained across the company.

Aleksandra received a B.A. in Criminal Law from the University of Oklahoma.

Ruth BaylisPRO

Ruth Baylis has joined Mercer PeoplePro after 20+ years in HR, on the client side of the business. She has experience in a variety of industries including Financial Services, Healthcare, tech startups and environmental non-profits. Her specialties lie in the Talent Acquisition/Management and Business Partner space, although she has managed all areas of HR.

Ruth holds a Master’s Degree in Industrial and Labor Relations from the University of New Haven and a Bachelor of Arts Degree from the University of Massachusetts, Amherst.

Aleksandra MyersPRO

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W H A T Y O U W I L L E N J O Y T O D A Y

• What are learning organizations?

• How to focus on the individual learner and not employees as a whole

• The benefits of mobile-learning for employees

• About the benefits of “Microlearning”; shorter and more frequent learning opportunities.

• Creating a safe place for employees to provide feedback to management

• How to create a culture where employees feel they are assets and not replaceable commodities.

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LEARNING ORGANIZATIONS

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W H A T I S A L E A R N I N G O R G A N I Z A T I O N ?

• An organization that encourages and facilitates a culture of continuous learning and critical thinking

• Encourages growth and new ideas

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PERSONALIZED LEARNING

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F O C U S O N T H E I N D I V I D U A L L E A R N E R - N O T E M P L O Y E E S A S A W H O L E

• Organizations have to constantly strive to provide training and learning opportunities to individual learners, not to all employees as a whole. This is not only to enhance their skills but also to provide opportunities for growth and a feeling of existing. The more an employee is ‘engaged’ in the workplace, the more he or she will be able to perform.

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W H A T I S P E R S O N A L I Z E D L E A R N I N G ?

• According to The Glossary of Education Reform:─The term personalized learning, or personalization, refers to a diverse variety of educational

programs, learning experiences, instructional approaches, and academic-support strategiesthat are intended to address the distinct learning needs, interests, aspirations, or cultural backgrounds of individual students.

─Personalized learning is generally seen as an alternative to so-called “one-size-fits-all” approaches to schooling in which teachers may, for example, provide all students in a given course with the same type of instruction, the same assignments, and the same assessmentswith little variation or modification from student to student. Personalized learning may also be called student-centered learning, since the general goal is to make individual learning needs the primary consideration in important educational and instructional decisions, rather than what might be preferred, more convenient, or logistically easier for teachers and schools.

Just EnoughJust in TimeJust for Me

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P E R S O N A L I Z E D L E A R N I N G S T R A T E G Y – O N E S I Z E D O E S N O T F I T A L L

• Meeting individual needs makes an employee a more active and effective learner

• Employees who feel a sense of personal engagement are less likely to tune out

• Learning should not only be effective but also fun

• Talent development is truly achieved when the learners feel completely engaged and connected to the workplace on an individual level, not just when the same training or learning sessions are given to all employees across the board

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WHAT’S NEW IN LEARNING

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L E T E M P L O Y E E S T A K E T H E L E A D

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M O B I L E E N A B L E D

• People are attached to their devices

• It can be completely on demand• Allows remote workforce to receive

same information• Allows employees to manage their own time

• But mostly – its what people want and expect

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M I C R O L E A R N I N G

• Microlearning deals with relatively small learning units and short-term learning activities.

• Generally, the term "microlearning" refers to micro-perspectives in the context of learning, education and training.

• More frequently, the term is used in the domain of e-learning and related fields in the sense of a new paradigmatic perspective on learning processes in mediated environments.

Upside Possible Pitfalls

Current Not for long term learning

Focused Miss big picture

Specific Inconsistent training experience

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D O E S M I C R O L E A R N I N G R E A L L Y W O R K ?

• According to research by Grovo*, a learning solutions company, in a microlearningbest practices list presented by the National Child Welfare Workforce Institute, 80 percent of all information learned in a traditional classroom setting is lost within 30 days. However, microlearning allows people to access very specific information at the moment of need.

• “It’s less about the time and more about breaking a performance goal into focused steps that are as short as possible, but as extensive as necessary,” said Alex Khurgin, director of learning and creative at Grovo.

*Grovo.com

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C A S E S T U D Y - G R O V O A N D I H G• Customer Service is a hallmark of IHG and it was becoming more

complicated

• Needed a more sophisticated and efficient approach to training

• Rolled out microlearning program resulting in:– High engagement: Within two days of launch, learners in 5 countries around the

world over 5,500 lessons, with activation and engagement steadily increasing day over day.

– Greater efficiency: IHG cut onboarding time from 5 weeks to 2 weeks, getting reps back on the phones faster and saving the company time and money.

– Better scores: IHG reports better scores from newly hired staff, as well as a rise in scores among existing staff for the training.

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G A M I F I C A T I O N

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• Gamification is the process of applying gaming designs and concepts to learning or training scenarios in order to make them more engaging and entertaining for the learner.

• In game-based learning events, learners compete directly against one or more individuals or participate individually in an interactive experience that rewards learning performance in some way.

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B E N E F I T S O F G A M I F I C A T I O N

• Improves productivity

• Positively impacts business results

• Games incentivize employees to learn and accomplish more skills

• Gaming is also applied to boost knowledge and loyalty among customers, channel partners and other stakeholders

• Appeals to Millennials

*Training Industry website

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C A S E S T U D Y – G A M I F I C A T I O N A T P E P B O Y S

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C A S E S T U D Y – G A M I F I C A T I O N A T P E P B O Y S *

• Goal – Decrease safety issues and decrease inventory shrinkage

• Pep Boys implemented a gamification platform called Axonify

• Associates received daily quiz-type games – If they answered correctly, they were eligible for prizes– If they answered incorrectly, the system immediately presented a short training

piece

• The entire process takes 30-90 seconds each day and associates do it either at the beginning of a shift or during downtime throughout the day.

• Outcome -- Safety incidents were reduced by 45% and in shrinkage by 55%!

*Article by Karl Kapp in Learning Solutions Magazine by Karl Kapp

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LISTENING TO YOUR EMPLOYEES

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• Why is a great feedback culture important to our business?– Investing large amounts of money in the fanciest training solutions is

meaningless if your employees aren’t truly engaging; training rosters don’t tell the whole story

– Gathering feedback on the success of your programs is also an important part of the learning cycle and, in fact, to everything the company does. Being able to learn from both positive and negative feedback from employees is crucial for success, for both employees and the firm.

– A strong feedback culture can help companies grow as well as being an important part of personal development and success, and should be part of the day to day operations of the business.

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I M P L E M E N T I N G A F E E D B A C K C U L T U R E

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E N C O U R A G I N G A F E E D B A C K C U L T U R E

• Encourage feedback routinely, both positive and negative, by letting your staff know their opinions are considered valuable to the organization

• Feedback should be optional so the employees do not feel forced to provide information

• The sole purpose of feedback is to receive constructive and honest feedback, not information that management only wants to hear. Make sure there is anonymity and confidentiality around feedback given

• Always share aggregate feedback and results, both the positive and the negative

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E M P L O Y E E S A R E A S S E T S , N O T C O M M O D I T I E S

• Let your employees and staff know you value their opinions with feedback as stated previously. Don’t assume this is known.

• Actively look for opportunities to show them they are valued, individually.

• Allow employees to praise one another and make it public.

• Let them know their effort is noticed even during casual, every day conversations. Again, do not assume this is known or should be assumed.

• When an employee doesn’t know their work is important or their work ethic is noticed, they begin to feel threatened or that they are underperforming. This is a poor strategy for retaining employees in general as they begin to look for alternative options where they would be happier and valued.

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S U M M A R Y

• Use personalized learning when possible

• Incorporate new, fresh learning opportunities in bitesize or incentivized ways

• Make programs easy for employees to access

• Keep employees interested and engaged

• Create a feedback culture where employees feel valued

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QUESTIONS• Enter all questions into the “Questions” section of the GoToWebinar panel on your computer screen

• Enjoy 2 free hours of Mercer PeoplePro consulting on these topics, or other HR hot issues at http://mercerpeoplepro.com/wellbeingcompliments of Mercer PeoplePro.

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The use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

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W H O I S M E R C E R P E O P L E P R O ?

Mercer PeoplePro is the most powerful and affordable virtualmarketplace for HR consulting and solutions. Designed to bringMercer’s trusted brand and expertise to the small business segment,Mercer PeoplePro will power the HR engine needed by companies togrow fast, and attract and retain the best talent.

MERCER PEOPLEPROTM

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ASCENTIS HCM SOLUTIONS• Ascentis Recruiting:

– Manages onboarding– Standardizes paper-work– Integrates with social media– Portal that parses resumes

• Ascentis Talent Management– Mobile interface– No training required– Easily identify top employees– Employees can rate

themselves

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• Free live webinars monthly• Free HRCI, SHRM, and APA credits• All webinars recorded and posted to

website for free.UPCOMING WEBINARS

Feb. 23, 2017 – Employee Engagement: Why it Really Matters to OrganizationsMar. 2, 2017 – Using Behavioral Assessments in Recruiting and HiringMar. 7, 2017 – The Advantages of Hiring U.S. VeteransMar. 15, 2017 – The Hidden Cost of Turnover and Strategies to Increase Retention

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CONTACT US

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