Donna Jones

Monday, July 22, 2019

Walmart Revolutionizes Its Training with Virtual Reality

A quiet virtual reality revolution is occurring at Walmart. Since 2017, when the company began using virtual reality headsets in its training centers—called “Walmart Academies”—Walmart has used the technology to improve the employee experience, better assess workers’ skills and present new ways of training staff.

According to Andy Trainor, vice president of learning at Walmart, virtual reality in the retail environment makes a lot of sense, especially in stores that are open 24 hours a day. Why?

“Because you don’t have the opportunity to train after hours and you don’t want to disrupt your customers on the floor,” he said. “Virtual reality allows you to artificially create scenarios that you can’t recreate on the sales floor in a way that associates can learn in a safe environment.”

With this in mind, Walmart is using virtual reality, otherwise known as VR, in multiple ways, such as preparing employees for the commotion when customers swarm stores on Black Friday and evaluating how workers respond to angry shoppers. Additionally, VR is being used to ascertain which employees have the skills to fill middle management positions.

What Walmart executives have found is that VR works especially well when rolling out new technology and processes.

“We used VR to train associates on Pickup Towers, which are 15-foot vending machines that allow customers to pick up online orders,” Trainor said.

Since using VR, Walmart has seen improvements in employee test scores from training sessions, and the technology allows the company to introduce new training programs.

“When we used the Oculus Rift VR headset in the classroom, we noticed an increase in test scores between 5 percent and 10 percent,” he said. “We are starting to replace some global learning management system modules that can take 30 to 45 minutes and transitioning this to a three- to five-minute module in the virtual reality environment.”

According to company executives, as of February, 10,000 of Walmart’s 1.2 million employees have taken skills management assessments using VR. Later this year, Walmart plans to train over 1 million employees across 4,000 stores using the standalone headset.

Trainor said Walmart’s HR organization helped to develop the training. Now that the company has rolled out VR to every store, HR professionals at each store will manage the devices and facilitate the training.

“It’s important to bring HR partners along the journey so they can see the benefits first hand and become an advocate for this new way of educating associates,” he said.

Align VR with Business Goals

HR managers looking to use virtual reality in their training programs shouldn’t only consider how the technology can improve employee training, but should also consider how the technology can strengthen the company’s overall business objectives. They should also think about partnering with a virtual reality vendor for at least two years, said Derek Belch, chief executive officer of STRIVR, a Menlo Park, Calif.-based company that designed Walmart’s virtual reality training program.

“You have to learn what this technology is and what it isn’t, what it does and what it does not do,” Belch said. “HR managers have to think about implementing the technology in the right way. You can’t just whip up a piece of content and put it in a room and hope someone uses it. That is just a recipe for disaster. We are seeing a lot of companies, for lack of a better term, tinker with this and they are not getting real business results.”

Research from SuperData, a Nielsen company, estimates that 71 percent of companies using VR use the technology for training.

At Fidelity Investments Inc., VR headsets are used to train new workers about empathy. These employees are guided through a virtual phone call with a Fidelity “customer” going through a financial crisis. At UPS, HTC Vive VR headsets are used to help drivers identify potential hazards while “driving” on a virtual road. American Airlines uses VR to acquaint new crew members with safety procedures before they start their jobs.

Don’t Neglect Human Interaction

Although using VR to train employees is in its very early stages, there is huge value in using VR to train employees, said Sarah Brennan, CEO and principal of Accelir Insights, a Milwaukee-based HR technology consulting firm. Brennan predicts that VR will have a significant impact on hiring and onboarding staff.

[SHRM members-only toolkit: Managing the Employee Onboarding and Assimilation Process]

“I would not be surprised to see VR being used for hiring,” Brennan said. “Before candidates take a job, they can really understand what it would be like to do the job. They’ll get a better sense of what it feels like to be in a busy kitchen, or what it feels like to be behind a desk when you are getting yelled at by a customer.”

HR managers need to be aware that in some extreme cases—like preparing soldiers for what they might see in war zones or coaching emergency workers for what they might encounter in a terrorist attack—workers using VR need additional support, she said.

“A lot of things could go wrong, and my fear would be that we jump too far to relying only on the technology,” Brennan said. “There needs to be the communication and the opportunity for questions and interactions with another person. Managers have to make sure that they take care of the whole person. Don’t assume that the technology can handle it all.”

Nicole Lewis is a freelance journalist based in Miami. She covers business, technology and public policy.

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Sunday, July 21, 2019

Workers Sue Yale University Over Workplace Wellness Penalties

A class action lawsuit on behalf of Yale University’s workers alleges that the university’s employee wellness program uses financial incentives that violate the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA).

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IRS Allows Health Plans to Cover More Treatments Before Deductible Is Met

The Treasury Department and IRS added treatments for a range of chronic conditions to the list of preventive-care benefits for which a high-deductible health plan (HDHP) can pay—even if a plan enrollee’s health care spending hasn’t surpassed the plan deductible—without running afoul of the rules allowing pretax contributions to health savings accounts (HSAs).

Medical care, including prescription drugs, for certain chronic conditions will now be classified as preventive care for someone diagnosed with that condition, according to the July 17
Notice 2019-45, which immediately took effect. Any medical care previously recognized as preventive care under IRS rules is still treated as preventive care.

The notice lists the new types of medical care that now can be treated as “preventive” because they can keep an existing condition from worsening.

Adjusting HSA Rules

Employees covered by an HDHP may contribute to an HSA. To comply with the IRS rules for making HSA contributions with pretax dollars, an HDHP may not provide benefits for any year until the minimum deductible for that year is satisfied. However, HDHPs are not required to have a deductible for preventive care.

President Donald Trump issued an executive order on June 24 directing the Secretary of the Treasury to issue guidance that expands the ability of patients to select HDHPs that can be used alongside an HSA. The guidance, Trump said, should cover low-cost preventive care, before the deductible, to help maintain the health of people with chronic conditions.

Allowing “coverage for conditions that commonly require maintenance drugs or therapies, such as diabetes, hypertension or arthritis, will no longer prevent people enrolled in an otherwise HSA-compatible HDHP from making HSA contributions,” noted Scott Behrens, director of government relations at Lockton, a benefits brokerage and consulting firm.

With
employers increasingly offering HDHPs linked to HSAs, “the rules governing health savings accounts need to be modernized to meet the needs of consumers,” said Chatrane Birbal, director of policy engagement at the Society for Human Resource Management. The new guidance is a welcome development because otherwise “employees with chronic conditions who enroll in HSA-qualified plans, particularly those whose employers offer only one plan, face substantial barriers to care if they want to manage their chronic conditions,” she noted.

Expanding ‘Under the Deductible’ Coverage

Under Notice 2019-45, the following services and items for people with chronic conditions can now be covered under an HDHP as preventive care.

Preventive Care for Specified Conditions	For People Diagnosed with
Angiotensin converting enzyme (ACE) inhibitors	Congestive heart failure, diabetes and/or coronary artery disease
Anti-resorptive therapy	Osteoporosis and/or osteopenia
Beta-blockers	Congestive heart failure and/or coronary artery disease
Blood pressure monitor	Hypertension
Inhaled corticosteroids	Asthma
Insulin and other glucose-lowering agents	Diabetes
Retinopathy screening	Diabetes
Peak flow meter	Asthma
Glucometer	Diabetes
Hemoglobin A1c testing	Diabetes
International normalized ratio (INR) testing	Liver disease and/or bleeding disorders
Low-density lipoprotein (LDL) testing	Heart disease
Selective serotonin reuptake inhibitors (SSRIs)	Depression
Statins	Heart disease and/or diabetes

The IRS action “makes it possible for consumers to more affordably and effectively manage their conditions and maintain improved health,” said Mike DiSimone, president and CEO of PayFlex, an administrator of consumer-directed products and services, including HSAs.

Making HDHPs More Appealing

“Given the expansion of the types of preventive [care] that an HDHP can cover, and the tax advantages of an HSA to employees, employers who have not previously implemented a HDHP or HSA
may want to consider doing so now,” wrote Carol V. Calhoun, an attorney with law firm Venerable in Washington, D.C.

“Raising the attractiveness of HDHP/HSAs potentially can help more Americans improve health outcomes while stretching their health care dollars,” said Kevin Robertson, chief revenue officer for HSA Bank, an HSA administrator. “People with these conditions may now be able to receive these treatments at no cost, or at a lower cost, depending on how their insurance plan or employer decide to cover these services, without jeopardizing an individual’s ability to contribute to HSA.”

This change not only helps people with these chronic conditions, “but also helps remove perceived expense barriers for anyone evaluating if an HDHP/HSA solution is right for them,” Robertson added.

“More people will now be able to realize the financial advantage of health savings accounts and will have the increased flexibility they need to use them,” DiSimone said.

Increasing Coverage Options

Plans will not be required to pay 100 percent for the treatments on this list, explained Kim Buckey, vice president of client services at DirectPath, a benefits education, enrollment and health care transparency firm. “The notice simply means that these treatments are not subject to the HDHP deductible before they are covered. So, if the HDHP has a $2,000 deductible, and normally you’d have to pay $2,000 out of pocket before these services would be covered at, say, 80 percent of their cost, now the IRS is saying they can be covered at 80 percent even if the deductible is not yet met.”

The listed services also can be subject to a different, lower deductible, “so the employer might say you have a $500 deductible for these particular services,” Buckey added.

[SHRM members-only toolkit: Complying with and Leveraging the Affordable Care Act]

Legitimizing a Common Practice

“This is good news for employers and employees,” Buckey noted. “Many employers have been covering these types of medications as ‘preventive’ for chronic-condition patients for a while now,” despite the risk that doing so could run afoul of IRS rules, she noted. “It’s encouraging to see the IRS recognizing what’s becoming standard practice.”

“The IRS has allowed drugs prescribed even for existing conditions to be considered ‘preventive’ if they prevent the recurrence of a disease from which the insured has recovered or prevent additional complications in an individual who has developed risk factors for a disease,” wrote Edward Fensholt, senior vice president and director of compliance services at Lockton. “Drugs for treating high cholesterol (an existing condition) have been considered ‘preventive’ if they help prevent additional complications, such as a heart attack,” he noted. “But outside of the pharmaceutical context the IRS has resisted calls to treat care of existing diseases or illnesses as preventive.”

Covering medications for chronic conditions pre-deductible for HDHP enrollees “hopefully will encourage patients to fill those prescriptions, stick to the regimen prescribed by their doctors and delay or prevent the onset of more serious and acute conditions—which, in turn, will save both the employer and the employee money,” Buckey said.

“Sponsors of HDHPs may find this guidance helpful as they prepare for the plan year that begins late this year or in 2020,” Fensholt noted. “We half suspect, however, that because the IRS has never supplied an exhaustive list of what is considered preventive and what is not, some HDHPs have already been paying for treatment of at least some of the services listed in the chart for the associated conditions.”

Health Improves When People Take Their Medicine

“Expanding coverage of preventive products and services for managing chronic conditions will help improve adherence to medication, reduce costs for consumers and improve health outcomes,” said Thomas Moriarty, chief policy and external affairs officer at pharmacy and health care firm CVS Health. “With millions of Americans covered through high-deductible health plans, too often they have seen higher out-of-pocket costs on their prescriptions until they have met their deductible. This has created a major financial burden for patients, especially those living with chronic conditions like diabetes, asthma and heart disease.”

Research by CVS Health, Harvard University and Brigham and Women’s Hospital showed that
health care costs were reduced when patients with hypertension, heart failure, diabetes, asthma and depression took their medications as prescribed—and that medical spending by patients with congestive heart failure fell nearly $8,000 per year when they took their medication, despite the increased drug spending.

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Now go ahead and click the yellow â€œAdd to Cartâ€ button to get instant access to my program and discover the secrets to giving the kind of blowjobs he dreams about.

Look, there are 3 options in front of you now.

Option 1 is that you leave and do nothing to improve your sex life. You may think blowjobs are not that important for a relationship’s success… and that’s OK, but pray a Blowjob Queen never puts her lips around your man’s penis. Or your relationship may fall apart like a house of cards in a thunderstorm. I’m a guy and I know how men think â€“ we are sexual, hedonistic creatures and we will always choose better sex if we have the option. Why risk it or worry about it when you can have a carefree, loving relationship?

Option 2 is that you keep reading Cosmo and similar women’s magazines, or listen to your “more experienced” girlfriends that are “sexperts” when it comes to men and blowjobs. How far did listening to them get you? Sure, you can learn a thing or two, but you have access to the exact same basic information all other women do as well. It doesn’t make you special. And most guys laugh out loud when they see what kind of BS advice women get. Of course guys get turned off.

Option 3 is that you join over 30,000 Blowjob Queens that have benefited from my step-by-step program. Now they’re enjoying loving and secure relationships with the man of their choice. They have more control over their love life and never have to worry about cheating, feeling sexually inadequate or worry if he’s satisfied. And they don’t have to wonder â€“ they know exactly how to give killer blowjobs while feeling supremely confident, sexy and empowered â€“ so they know it’s the best blowjob of his life… and now you can too.

Best of all â€“ you can master the art of blowjobs absolutely risk-free, on top off that you get my original blowjob lessons at half the price, plus all these awesome bonuses at no extra cost. Just click the Add To Cart button below and see for yourself. I promise it’ll be the best decision you’ve made in a long, long time â€“ the only thing you’ll regret is not knowing about this years ago.

However you decide today, I hope you get as much value from my blowjob program as thousands of other women like you already have.

See you soon on the other side,

Your blowjob instructor,Jack Hutson

Look, my program is definitely NOT for everyone. It’s very direct, it contains adult language, and it may offend some people that are not ready to hear the truth about what men actually want in a blowjob.

Otherwise, my blowjob advice is completely unconventional and unusual. It has helped tens of thousands of women become Masters of oral sex, so I don’t see why it wouldn’t work for you, too. For most of my blowjob graduates â€“ simply applying 2 or 3 of my tips instantly supercharged their results, and they didn’t even apply 5% of my advice. It’s crazy that a few simple changes in your technique can instantly take your blowjobs to the next level.

It doesn’t matter whether you’re a total beginner or have been around the block,whether you’ve been married for decades or just started dating this new guy â€“ Jack’s Blowjob Lessons can give you that unfair advantage in any relationship that makes him want you, and only you.

And it’s easy. Anyone can learn this. It’s not rocket-science. You’ve just been misinformed about what really works because you’ve been taking advice from amateurs.

Either way, you’ve got nothing to lose â€“ you can now try it completely risk-free, it comes with a 60-day, 100% money-back guarantee. Just email me if your guy isn’t absolutely blown away by your very next blowjob and I’ll refund all of your money, no questions asked. However, I urge you to take advantage of my offer while all of these awesome free bonuses are still on the table. Spots are limited.

First of all, there’s an FAQ bonus with 74 of the most common blowjob questions that are answered in detail, it’s 312 pages of extra blowjob advice to make him addicted to you.

In case your question is not already answered in the FAQ â€“ you can always send an email to the VIP members only email address and get a priority reply directly from me.

Over the years I’ve personally helped thousands of women GET and KEEP the man of their dreams. Every problem has a solution, we can figure it out together (and it’s completely private). Again, take advantage of this opportunity before my marketing guy forces me to close the doors on this.

Have you ever seen a chubbier, not-that-good-lookin’ girl with a stud? Did you wonder how she landed this guy, what does she have that you don’t? She doesn’t even look good, she may even be slightly dumb. But I guarantee you she’s good when it comes to blowjobs. And that’s very, very rare. Most women have no idea what they’re doing.

How important are blowjobs? Well… Let’s just say that men are sexual creatures, and they think with their penises. So when a woman that can blow like a pro comes along, she has a lot more power and leverage in that relationship.

I’m a guy and I know men. The thing is â€“ when you give him a mind-blowing blowjob â€“ he connects those pleasurable thoughts with you and your face. You make him feel that way. And that’s what makes him fall in love, those emotions. He can easily get addicted to that feeling, not just physically, but the emotional high of being worshipped like that.

It’s important that you make him feel this way before a woman with real skills puts her lips around him.

So why not give it a try? You’ve got nothing to lose. Order my program today, quickly learn my blowjob secrets, and see for yourself how your guy treats you like a Queen. Suddenly he treats you like a drop of water in the desert, making all your wishes his top priority. My program is responsible for making thousands upon thousands of men propose. Don’t believe a word I say. Just read some of the reports I get from my blowjob graduates and how their love life transformed after making his blowjob dreams come true.

I am no scientist or PhD in sexology and I was NOT featured on Oprah or FOX News. I am the guy who has slept with hundreds of women and taught every one of them to blow like a decent girl should. And that’s the only reason you should listen to what I have to say. I’m not telling you this to brag, I don’t care if you believe me or not.

The thing is, I’m not your boyfriend and I don’t have a reason to lie to you that your blowjobs are great when, in fact, you probably have no idea what you’re doing. Even if you’re “good” â€“ that just doesn’t cut it. You have no idea how mind-blowing your blowjobs can actually be. If don’t ruin blowjobs for any other woman that ever puts her lips around him, then you’re not doing a good job and you’re not protecting your relationship.

All major Credit Cards, debit and PayPal are available. As soon as you checkout, you get instant access to the entire program. If you’re having any trouble, just email support@jacksblowjoblessons.com and I’ll personally get back to you within 24 hours, usually sooner.

Your purchase will appear on your bank statement under the name “CLKBANK*COM”, so your purchase can remain completely private and secure. You can even store the files within your email and access them directly in your email provider without actually having the files on your computer.

No. The entire Jack’s Blowjob Lessons package is available as a digital edition that you can access within 5 minutes. It’s more private and convenient this way so you can keep your new skills to yourself â€“ like a secret weapon â€“ no waiting time.

You can save the files and study the materials on your computer, smartphone, or tablet. You will also receive a â€œfor printâ€ version as a PDF that’s specially designed for this purpose (smaller font) and you can print out a copy for yourself, if it’s easier for you to read that way and take notes.

This all just started out as a fun project years ago. I had no idea it’ll start a blowjob Revolution.

After getting another lousy blowjob (and never calling her again), I decided to put together a simple site with some basic, but real-world advice… since nobody else was talking about it honestly. The site grew like crazy. I ended up receiving thousands of questions from women all around the globe.

At some point I just couldn’t reply to everyone anymore, and they kept asking for a step-by-step program, all the dirty little tricks and details that make a blowjob perfect. So I created Jack’s Blowjob Lessons as a result.

Having seen the amazing impact my advice made on so many relationships and marriages, I had to make this available to everyone, that’s also why I offer you all this value for such a low price, ’cause I wanted to make this affordable to all women, even college students and women in third world countries.

Donâ€™t forget to send me an email once you’ve applied my advice! I love reading your emails and hearing your success stories. They always put a smile on my face

Click here to get Jack’s Blowjob Lessons – How to Give The Best Blowjob In the World at discounted price while it’s still available…

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Saturday, July 20, 2019

Ace Your SHRM Certification Exam

An accessible new guidebook just published by the Society for Human Resource Management (SHRM), Ace Your SHRM Certification Exam: A Guide to Success on the SHRM-CP® and SHRM-SCP® Exams, features expert tips and practice questions that demystify the tests and improve one’s ability to understand and prepare for them. It was edited by SHRM’s vice president of certification operations, Nancy A. Woolever, SHRM-SCP.

The short, easy-to-use volume includes everything a candidate needs to know before taking either level of SHRM certification exam: best practices for studying, research-based advice for sharpening test-taking skills, proven strategies for managing pre-exam anxiety, tips from experts and certified professionals, detailed learning resources, answer keys for both exams, guides to exam structure, terminology and acronyms, plus more.

Below is the first of three excerpts from this helpful publication. Use code ACE19 for an additional 20 percent off when purchased though the SHRMStore. Current SHRM credential-holders who read the book and pass a quiz will earn 3 professional development credits (PDCs) toward recertification.

Excerpt from Ace Your SHRM Certification Exam, Chapter 3

Part 1: Learning How You Learn Best

Part 2: Recognizing the Symptoms of Anxiety

Part 3: What to Expect on Exam Day

We’re not all the same when it comes to learning (and in so many other ways as well!). We receive and process information differently, and we like to learn in different ways. Some people learn best by reading, taking notes by hand, and explaining the concepts to someone else. Others grasp new information and concepts more easily when the content is presented in visual form, via charts, graphs, slides or videos.

Understanding your learning preferences, or styles, will help you decide how best to successfully study for the SHRM-CP and SHRM-SCP exams.

Four Primary Learning Styles

In 1982, management experts Peter Honey and Alan Mumford published a Learning Styles Questionnaire based on psychologist David Kolb’s learning-style model. Honey and Mumford identified four primary types of learners: Activists, Reflectors, Theorists and Pragmatists. No one is entirely one type or another, but most people prefer one or two of the four styles.

Activists (Doers)

You have an open-minded approach to learning and enjoy experimenting, exploring, and discovering. Anxious to practice what you learn and apply it to real-world situations, you might become impatient with lengthy discussions and explanations. Some Activists might have a tendency to be disorganized and to procrastinate.

Reflectors (Reviewers or Observers)

Reflectors prefer to learn by watching or listening. If you’re a Reflector, you like to take your time, collect data, and examine experiences or concepts from a number of different perspectives before coming to conclusions. You might have a tendency to dislike pressure and tight deadlines.

Theorists (Thinkers)

If facts, models, concepts and systems help you engage in the learning process, you might be described as a Theorist. You like to think things through, analyze what you are learning, and understand the underlying theory. You might also tend to be more organized than other types of learners.

Pragmatists (Planners)

You might describe yourself as a Pragmatist if you enjoy solving problems and sometimes become impatient with too much theory and lengthy discussions. When you learn, you want to know how the concepts apply in the “real” world.

Three Ways to Learn

Researchers also have found that our learning styles differ in the ways in which we use our senses to receive and process information. One well-known theory, called “VAK [visual, auditory, kinesthetic],” postulates that most of us learn best when using one or two of our three primary sensory receivers: visual, auditory or kinesthetic.

Visual learners

If you’re a visual learner, you like to have information presented through pictures, charts, diagrams, lists of key learning points, infographics, videos and other visual media. Taking notes and making visual maps helps you remember what you hear or read. Interestingly, some visual learners can visualize pages on which certain information appears.

Auditory learners

You know that you are primarily an auditory learner if you remember more of what you learn when you hear something than when you see it. You might prefer lectures and podcasts to reading. Reading aloud to yourself or talking about what you learn to others can help fix facts and concepts in your mind.

Kinesthetic learners

You can be described as a kinesthetic learner if you find it hard to sit still for long periods. You need to stand up and move around often to keep from losing your concentration. Keeping study periods short and focused, taking notes by hand, and building frequent breaks into your study schedule can help you learn.

Additional Online Resources

Matt Davis is manager of book publishing at SHRM.

For more information on SHRM Certification, and to register for the exam, please visit our website. Already SHRM-certified? Be sure to maintain your credential by recertifying. Learn more about recertification activities here.

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Recertification Q&A: Carrying Over Credits

Have questions about recertifying your SHRM-CP or SHRM-SCP? In every issue, the SHRM Certification team will answer some of the frequently asked questions they receive from credential-holders.

Q. This is my recertification year and I’m well on the way to meeting the requirement of earning 60 professional development credits (PDCs) within a three-year period. I was glad to find out about the change in policy on carrying over PDCs. How many can I carry over to my next recertification cycle?
A. Good for you in maintaining your SHRM credential! Effective Aug. 1, 2019, SHRM credential-holders who have recertified with more than 60 PDCs will be able to carry over a maximum of 20 PDCs into their next cycle.

Q. Are all types of PDCs eligible for carrying over?
A. Yes, all PDCs are eligible for carryover.

Q. How do I enter the excess PDCs into my account?
A. The carryover amount—up to 20 PDCs—will be autoloaded into your SHRM Certification Portal in the Advance Your Education category.

Q. Will the new carryover policy be applied retroactively? I recertified last year with 75 PDCs—can I have the excess 15 PDCs credited to my new cycle?
A. As of now, no, but we are looking into it. We will notify all certification-holders if this policy changes.

Have additional questions? Send them to SHRMCertNews@shrm.org.

For more information on SHRM Certification, and to register for the exam, please visit our website.

Already SHRM-certified? Be sure to maintain your credential by recertifying. Learn more about recertification activities here.

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