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Talent Scout, Human Resource Management, Talent Management , Learning & Development, Organisational Development, Change Management, Psychology, Neuropsychology.

Forgive me for the cryptic title on today’s post. I won’t keep you in suspense. The answer is, management development should include “virtual” management of remote workers.

My guess is that managers are being asked to supervise an increasing number of remote or virtual employees. Even if they only do it on a part-time or sporadic basis. A great case in point – – the news headlines last winter that said, “75 percent of the population will suffer below-freezing temps this week”. My first thought is, if you didn’t have to go into a physical office…why would you?!

Regardless of the reason, when you’re working from home, the company probably definitely expects employees to still get the work done.

That means managers still need to manage. The challenge is that organizations haven’t really spent a lot of time teaching managers how to build relationships with employees, monitor their performance, and coach them when their employees aren’t sitting right in front of them. That’s not the manager’s fault.

Let me repeat that – – – it’s not the
manager’s fault!

I found an article on the Association for
Talent Development (ATD) website about the concept of “virtual
proximity”. The idea being that good managers shouldn’t
let four walls or distance interfere with their ability to manage. I could see
virtual management being a necessary component in today’s management
development programs. For starters, organizations should address these four
areas:

Relationship Building. In a physical office environment, managers can walk by an employee’s desk and immediately engage in conversation. In a virtual environment, it’s different. Managers might want to schedule a quick one-on-one with employees for the sole purpose of building relationships. Recognition. Like relationship building, managers can easily walk up to an employee and recognize them for a job well done. I’m not saying that’s always the right way to give recognition, but let’s face it…managers often do it. Virtual employees need recognition too and managers need to find a way to convey those messages in ways that benefit the employees and the operation. Collaboration. When it comes to projects, virtual employees need to get the same opportunities to brainstorm and weigh-in on ideas as the team working in the office. Collaboration technology solutions can help with this, so no one feels they are being left out of the loop.Technology. Speaking of technology, it’s important for managers to learn about today’s technology tools. Just because we’re talking about managers building relationships with employees and effectively managing their teams, doesn’t mean they can use the help of technology. It’s time for organizations to realize that managing remote employees isn’t the same as managing the workforce you see every day IRL. Managers should go through management development on the differences and they should be given the tools to effectively supervise both in-office and remote workers.

Image captured by Sharlyn Lauby while exploring the streets of Oklahoma City, OK
The post Management Development Programs Today Need to Add This Topic appeared first on hr bartender.
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Author: hrbartender
Date/time: 20th October 2019, 18:02

​Mothers in the U.S. who work full time are paid an average of 69 cents for every $1 a father makes, according to the National Women’s Law Center’s analysis of U.S. Census data. This wage gap is wider than the one between men and women in general in the U.S. The financial loss mothers experience is greater in some states and for women of color who are mothers.
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Author: SHRM Global
Date/time: 19th October 2019, 06:02


Deciding to work past 65 can pose several questions concerning Medicare. Should I enroll at 65? Can I delay Medicare? Will I be penalized if I do?
Well, the answer is, it depends.
It depends on the size of your employer, the quality of the employer coverage you have, and whether you want extra benefits or not. Let’s look at the different scenarios to figure out if you should enroll in Medicare at 65 if you’re still working.
Medicare options when working for a large employer
A large employer has 20 or more employees. Large employer coverage is creditable coverage for Medicare. Therefore, if you work for a large employer, you’re able to delay all parts of Medicare until you retire without penalty.
However, you can have large employer coverage and Medicare if you’d like. For instance, since most people pay $0 per month for Part A, you can enroll in Part A at 65 to supplement your employer coverage for inpatient stays.
You can also enroll in Part B if you’d like. However, it’s not recommended since having Part B as secondary coverage usually isn’t cost efficient. Also, since you have to pay for Part B, it’s smart to delay Part B and save those premium payments.
On the other hand, if you contribute to a health savings account, you won’t want to enroll in any part of Medicare. If you are enrolled in any part of Medicare, you will not be able to contribute to a health savings account.
Medicare options when you have poor quality large employer coverage
Although you can delay Medicare until you retire when you have large employer coverage, you may not want to. Some employer plans have a high deductible or copays. If your employer coverage isn’t very good, you can choose to drop your employer coverage and enroll in Original Medicare with or without a Medicare plan.
When deciding which route is the most cost-effective, look at premiums, deductibles, copays, and other financial aspects for each type of coverage. Also, take into consideration how often you use your plan. For instance, if your employer coverage plan has a $5,000 deductible and 20% coinsurance, choosing Medicare over your employer coverage may be the more cost-effective option.
If you choose to drop your employer coverage, you will need to enroll in Part A, Part B, and Part D at 65 to avoid late enrollment penalties. You will also have the choice of enrolling in either a Medigap plan or Medicare Advantage plan. These plans help to lower out-of-pocket costs. Note, if you enroll in a Medicare Advantage plan, you likely won’t need to enroll in a Part D plan as most Medicare Advantage plans include a Part D plan.
Medicare options when working for a small employer
A small employer for Medicare purposes has fewer than 20 employees. Small employer coverage pays secondary to Medicare. Therefore, to avoid late penalties, you will need to enroll in Part A and Part B at 65. Your small employer coverage likely has creditable coverage for Medicare Part D. If it does, then you won’t need to enroll in Part D at 65.
But again, choosing straight Medicare over employer coverage may be the more cost-effective option. If you’d rather have Original Medicare and a Medigap plan, you can drop your employer coverage and enroll in all parts of Medicare.
There is no need to have employer coverage, Part A, Part B, and a Medicare plan. If you had all four of these, you would be over-covered and paying for more than you need.
So, the coverage options for someone working past 65 are:
Large employer coverage
Large employer coverage + Part A
Small employer coverage + Part A + Part B
Part A + Part B + Part D
Part A + Part B + Part D + Medigap
Medicare Advantage
Remember, examine all the aspects of your coverage options before deciding. Consider both financial aspects and quality aspects. Discuss with your HR department, which route might be the best for you at the moment.Danielle Kunkle Roberts is a founding partner at Boomer Benefits and a Medicare Supplement Accredited Advisor. She and her team help thousands of baby boomers learn the ropes regarding Medicare every year.

CakeHR is an award-winning HR software company that provides attendance, performance and recruitment management for customers worldwide. More information at www.cake.hr
The post Should you enroll in Medicare at 65 if you are still working? appeared first on CakeHR Blog | Easy to implement HR tips!.
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Author: cake hr uk
Date/time: 19th October 2019, 00:01