Author: Paul Kopack


While attending a recent human resources conference, I was struck by hearing more than one speaker warn that we will not have enough skilled workers to meet our organizations’ needs— both now and in the future. So, what should we do? One of the solutions offered is to “upskill” your existing employees. You know—those tenured, high performing employees you already have, who may jump at the chance to learn some new skill(s) and not be tempted to leave your organization. START AT THE BEGINNING To successfully build your case, you must ensure that your senior-most leaders see the value...

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Sexual Harassment is Front and Center

By now, you’ve likely heard about the recent allegations against a Hollywood film producer claiming he committed acts of sexual harassment. Soon, both parties’ political figures, television celebrities, and others were either charged with having committed acts of sexual harassment or came forward to say they were victims of it. Why should you care about this at your business? Principally, because our corporate values are based upon treating everyone with dignity and respect. In addition, we want to remain in compliance with Title VII of the Civil Rights Act and similar state civil rights and fair employment laws. The...

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Do You Have a Learning Culture?

I don’t know about you, but I can’t help but notice how cultivating a “culture of learning” is growing in importance within our organizations. The learning formats businesses are using cover a wide range: one-on-one coaching, traditional classroom teaching, “on demand” online training, team-based learning and more. The Definition A learning culture is one where the employees are not only actively interested in continuous learning but also are freely sharing their newfound knowledge with others. Robert Grossman expands on this in a 2015 article in HR Magazine, explaining how a learning culture is “a community of workers instilled with...

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Essential Elements of Employee Retention

Have you ever wondered why some of your organization’s new hires are not a good fit and leave in less than a year? If so, you’re not alone. The Impact According to Julie Kantnor, President and CEO of Twomentor, LLC, losing a Millennial employee can cost the company $15,000 to $25,000. It’s actually a lot more when you weigh in a few additional variables. A study by the Society for Human Resource Management states that employers will need to spend the equivalent of six to nine months of an employee’s salary in order to find and train their replacement....

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