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  • In hopes of modernizing labor communication, Ohio Governor Mike DeWine signed Senate Bill 33, otherwise known as the “Law Poster Bill,” on April 25th, 2025. This new legislation requires employers to post specific state labor law notices electronically or on an online resource, as long as they are accessible to all employees. Continue reading to learn about this new legislation and how it will impact your business.

    What is Senate Bill 33?

    In the past, Ohio employers were required to post physical labor law notices throughout the workplace, in common areas such as breakrooms, or on bulletin boards. But, as businesses continue to rely on technology for communication and efficiency, lawmakers believe that utilizing an additional communication method will help employers quickly showcase important labor updates and notices to employees, ensuring safety and compliance.

    Specifically, Senate Bill 33 covers six state-level labor law notices required by Ohio law:

    • Ohio Minor Labor Law Notice: Outlines restrictions on the employment of minors 
    • Ohio Civil Rights Law Notice: Summarizes the rights of Ohio workers regarding equal opportunity and discrimination in the workplace.
    • Ohio Workers’ Compensation Notice: Provides employees with information on filing workers’ compensation claims and how to access benefits. 
    • Ohio Minimum Fair Wage Standards Law Notice: Details Ohio’s wage and overtime laws.
    • Ohio Prevailing Wage Law Notice: Provides details on current public works projects.
    • Ohio Public Employment Risk Reduction Program (PERRP) Notice: Lists requirements for public sector employment.

    What Employers Should Know

    Under Senate Bill 33, employers must post labor law notices on the company’s intranet, internal website, or an HR portal such as a human resources information system (HRIS). This law changes how Ohio employers will share information on any changes to minimum wage, overtime rules, civil rights protections, public employment risk reduction, and workers’ compensation laws.

    Employers should also be aware that this law goes into effect on July 20th, 2025, giving business owners enough time to develop a plan for managing this transition. Employers should also consider sending a company-wide communication alerting upper-level leadership and employees about the law change and providing educational content to help them understand what is expected of them and how to ensure compliance. 

    Ensure Compliance with Group Management Services

    While Senate Bill 33 provides new flexibility, it also brings new responsibilities for Ohio business owners. Employers must ensure digital postings are placed on a secure, reliable platform that all employees can access, and clearly communicate any changes to employees.

    As a business owner, worrying about regulatory compliance isn’t why you started a business. That’s where a certified professional employer organization (CPEO) like Group Management Services (GMS) can help. GMS’ team of experts can help your company stay on top of any regulatory changes that pass. Whether you need help auditing your business processes, ensuring compliance, or streamlining your internal processes, GMS can help you improve business operations, save money, and reduce stress.

    Learn more about GMS today!

  • The skilled trades are the backbone of the American economy. Electricians, plumbers, heating, ventilation, and air conditioning (HVAC) technicians, and other craftsmen keep our homes, businesses, and infrastructure running smoothly. The skilled labor market is experiencing high demand, particularly in fields such as construction, manufacturing, and energy. Many trade business owners are finding it harder than ever to manage the day-to-day responsibilities that come with running a company.

    That’s where a professional employer organization (PEO) like Group Management Services (GMS) comes in. Partnering with a PEO empowers skilled trades businesses to delegate administrative tasks, allowing them to focus on delivering high-quality work.

    The Challenges Facing Skilled Trades Businesses 

    Skilled trade owners are no strangers to long hours and tight deadlines. But on top of that, they often juggle:

    • High turnover rates and labor shortages, especially among younger workers entering trades.
    • Time-consuming HR tasks, such as onboarding and crew management, across multiple job sites.
    • Complex payroll processing and tax filing with job costing, prevailing wage, and overtime tracking.
    • Compliance with constantly changing labor laws and safety regulations, which vary by state.
    • Rising costs of employee benefits and workers’ compensation.
    • Little time left to pursue growth opportunities, such as new contracts or training initiatives.

    These challenges are not only inconvenient but also costly. Small business owners spend an average of 20+ hours per week on HR-related tasks. That’s valuable time that could be spent on job sites, bidding on new projects, or training employees.

    How a PEO Partnership Helps

    GMS offers full-service PEO solutions designed to support the unique needs of skilled trades businesses. Here’s how we can help:

    Risk management

    From Occupational Safety and Health Administration (OSHA) requirements to workers’ comp, skilled trade businesses face a complex web of regulations. GMS creates comprehensive risk management plans to keep employees safe and reduce workers’ compensation rates. Partnering with GMS helps businesses address hazards, reduce workplace injuries, manage claims, and enjoy lower insurance rates.

    Employee benefits

    Attracting and retaining top talent requires competitive benefits, but managing them can be costly and complex. GMS streamlines this process, offering cost-effective benefits that keep employees engaged and businesses competitive.

    Human resources support

    Our expert team handles a wide range of HR tasks, including recruiting, onboarding, employee training, payroll, and benefits administration. By partnering with GMS, businesses can streamline their HR processes, ensure compliance, and focus on their core operations while we manage the complexities of HR.

    Payroll and tax administration

    No more worrying about missed deadlines or incorrect withholdings. We offer streamlined payroll services designed to make managing payroll easy and stress-free. We handle everything from payroll processing and tax management to providing access to payroll software, where employees can view their payroll information anytime, anywhere.

    Real Results from Real Businesses

    Businesses that partner with a PEO see measurable improvements. According to 2025 data from the National Association Of Professional Employer Organizations (NAPEO):

    • PEO clients grow 7% to 9% faster than businesses that don’t use a PEO.
    • Businesses that use a PEO have 12% lower employee turnover.
    • PEO clients are 50% less likely to go out of business.
    • The return on investment when using a PEO, in cost savings alone, is 27%.

    Why Skilled Trades Should Partner with GMS

    Whether you’re running a small plumbing company or a growing construction business, GMS understands the unique demands of skilled trades. We help simplify your back office so you can focus on scaling your operations, supporting your team, and serving your clients.

    Hear from our skilled trades clients:

    “GMS presented a comparative cost savings of their services versus our ‘in-house’ accounting and workers’ compensation. The amount saved was substantial for our sized firm…They have helped our company save money on workers’ compensation, as well as accounting expenses.” 

    – HVAC Company 

    “In addition to our payroll services, we have utilized many of the services GMS offers, from human resources to workers’ compensation. With today’s ever-changing laws and regulations, it is difficult to keep up. As a small company, we find it a great comfort to have their expertise at our fingertips.” 

    – Manufacturing Company 

    “GMS has saved our company hundreds in workers’ comp alone. They are truly a partner in all HR functions. Although we are a small company, GMS helps us to operate with the professionalism of a large corporation.” 

    – Construction Company 

    The skilled trades are essential to our future and so is making sure those businesses have the support they need to thrive. Let GMS take care of your business, so you can take care of the job. Learn more about partnering with GMS today.

  • Earlier this year, the California legislature introduced several new employment bills focusing on workplace surveillance, employee training, pay transparency, family-paid leave, and more. While these laws haven’t been passed yet, they could impact your employees and business operations if passed.  Read this blog for a brief summary of several proposed policies and what California business owners can expect if they are signed into law.

    Key Bills Being Introduced

    Senate Bill 642

    This bill mandates that wage scales in job advertisements must be within 10 percent of the average pay rate for the specified salary or hourly wage range. It also clarifies that employers cannot pay employees less than those of “another sex” for similar work, replacing the previous terminology of “opposite sex” in the final text.  

      • How employers can prepare: If this bill is passed into law, employers must ensure they post the correct pay scales in both physical and online job advertisements.

    Assembly Bill 1018

    This would regulate the development and use of automated decision systems for hiring, performance evaluation, termination, and promotion purposes. Standard automated decision systems include artificial intelligence (AI) systems, facial recognition software, and more. Employers must also allow their workers to opt out of using these systems and provide an appeals process for adverse outcomes.

      • How employers can prepare: If this bill is enacted, employers should clearly communicate the use of these technologies and inform employees of their option not to participate. Depending on the number of individuals affected by these technologies, employers may have to undergo annual audits.

    Assembly Bill 1331

    This bill aims to limit the use of workplace surveillance technologies. Workplace surveillance tools are systems, applications, instruments, or devices that collect or facilitate the collection of worker data, communications, actions, or behaviors by means other than direct observation. These technologies can include electromagnetic tracking, geolocation monitoring, biometric scanning, video surveillance, and more. Employers would also be prohibited from monitoring their workers during off-duty hours or in private areas in the workplace, such as a locker room, bathroom, breakroom, cafeteria, lounge, or a worker’s personal vehicle.

      • How employers can prepare: Since this bill has a broad scope and far-reaching implications, employers should follow it through its legislative process. Employers will need to assess how they currently use these tools and prepare to make potential revisions.

    Senate Bill 590

    This bill would expand employees’ eligibility to take time off to care for a sick family member. It would allow employees to take paid family leave to care for someone who is seriously ill and has a relationship similar to that of a family member. This includes caring for a foster child, stepchild, parent, sibling, grandchild, grandparent, child, or spouse.

      • How employers can prepare: Business owners should carefully review their paid family leave policies to ensure they comply with state standards. Employers can also seek advice from third-party companies or agencies to ensure no discrepancies slip through the cracks.

    How GMS Can Help California Business Owners

    Failure to comply with federal, state, and local laws can lead to costly fines, monetary penalties, and reputational harm. Being a business owner is hard enough; between managing your employees, ensuring a safe workplace, and administering benefits, finding the time to ensure regulatory compliance is difficult. Consider utilizing a professional employer organization (PEO) like Group Management Services (GMS) to simplify your business operations.

    Our team of experts will help you stay informed about changing regulations, assist with ensuring compliance, and streamline your operations. With a PEO, you have a reliable partner. We can advise you on performance management strategies, recruitment, improving productivity, and more. Are you interested in learning how GMS can help your business remain compliant? Contact us today!

     

     

     

  • What is The Americans with Disabilities Act?

    The Americans with Disabilities Act (ADA) is an important civil rights law protecting individuals with disabilities from discrimination in various areas, including employment, public accommodations, and transportation. As defined by the ADA, a disability is a physical, mental, or neurological impairment that limits an individual’s ability to participate in major life activities. The goal of this law is to ensure that people with disabilities have proper access to public services, facilities, and equal employment and educational opportunities. Common disabilities that are protected under the ADA are:

    • Blindness
    • Cancer
    • Epilepsy
    • Autism
    • Major depressive disorder
    • Diabetes

    What Employers Should Know About the ADA

    The ADA is crucial because it promotes equal opportunity and accessibility for individuals with disabilities. By ensuring accessibility in various aspects of life, the ADA fosters a more inclusive environment. To encourage and champion accessibility and inclusion in the workforce, employers must understand their responsibilities under the ADA.

    Learn and understand the law

    A great way to ensure regulatory compliance is to take the time to read and understand the law and any accompanying policies. Whether you choose to read a summary from a federal website or consult a subject matter expert, gaining knowledge about your business’s legal obligations and the disabilities that are covered will allow you to implement the necessary accommodations. If this sounds overwhelming, there are HR companies like certified professional employer organizations (CPEOs) that can ensure your compliance and assist you with providing proper accommodations.

    Providing reasonable accommodations

    One of the protections enacted by the ADA is implementing reasonable accommodations. These accommodations are specifically geared towards helping qualifying employees successfully perform and complete their job functions. Covered accommodations can include modified work schedules, installing a ramp, providing noise-canceling headphones, or allowing a service animal in the office.

    Not only is ADA compliance part of federal law, but it’s beneficial to your employees, company, and bottom line. While the cost of a penalty depends on the violation, a first-time ADA violation for non-compliance can cost up to $75,000. Among the most common violations are a lack of accessible exits, entrances, and parking spots, missing signage, and inaccessible restrooms.

    Providing reasonable accommodations for your staff shows your loyalty to your employees’ well-being, fostering a culture of loyalty and positivity. A strong work culture can also enhance your company’s overall creativity, productivity, and morale, improving your brand and bottom line.

    How A CPEO Can Ensure Your Compliance

    The ADA is a significant employment law that every company should stay up to date on and properly understand. But, as a business owner, it can be stressful to properly keep track of all the requirements, and failure to do so can be detrimental to your bottom line. That’s why many business owners partner with a CPEO like Group Management Services (GMS).

    GMS has a wide range of subject matter experts (SMEs) who assist business owners with compliance, ADA compliance training, and updating employee handbooks. Our team has the knowledge and expertise to ensure you’re providing the necessary accommodations, following legal requirements, and collecting proper documentation to reduce any potential legal liabilities. Are you concerned about your ADA compliance? Contact us to learn how we can help!

  • Partnering with a professional employer organization (PEO) can be a game-changer for businesses looking to streamline human resources (HR), payroll, compliance, and employee benefits. However, as your business evolves, you may find that your current PEO no longer meets your needs. Whether it’s due to service limitations, rising costs, or poor customer support, switching to a new PEO like Group Management Services (GMS) may be the right decision.  

    Transitioning from one PEO to another requires careful planning to ensure business continuity and avoid disruptions to employees. This guide will walk you through the key steps to make the switch to GMS smoothly and efficiently. 

    Identify Why You’re Switching PEOs

    Before making any changes, take time to assess why your current PEO is no longer the right fit. Understanding your reasons will help you choose a new provider that better aligns with your business needs. Some of the most common reasons companies switch PEOs include: 

    • High costs: Unexpected fees, rising rates, or a pricing model that no longer aligns with your budget. 
    • Limited service offerings: Your current PEO may not provide the comprehensive HR support, compliance assistance, or employee benefits that your business requires. 
    • Poor customer support: Delays in response times, lack of proactive support, or a one-size-fits-all approach to HR solutions can be frustrating. 
    • Outdated or inefficient technology: If your PEO’s software is difficult to use or doesn’t integrate with your existing systems, it can slow down operations. 
    • Lack of scalability: If your business is growing, you may need a PEO that can support multi-state operations, offer better benefits, or provide more strategic HR guidance. 

    By pinpointing these challenges, you can better evaluate new PEOs and ensure they offer solutions to the issues you’re currently facing. 

    Research and Compare PEO Options

    Not all PEOs offer the same level of service, so it’s crucial to thoroughly vet potential providers before making a switch. Here are some key factors to consider when comparing PEOs: 

    • Accreditation and compliance: Look for CPEOs certified by the Internal Revenue Service (IRS) to ensure financial stability and compliance. 
    • Service offerings: Confirm that the new PEO provides everything you need, such as payroll processing, HR support, risk management, workers’ compensation, and employee benefits. 
    • Technology and integrations: A modern, user-friendly HR platform that integrates with your existing systems (such as accounting software and time tracking tools) can significantly improve efficiency. 
    • Reputation and client reviews: Read online reviews, check testimonials, and ask for client references to get insight into the PEO’s track record. 
    • Industry expertise: Some PEOs specialize in specific industries, which can be beneficial if you have specific HR and compliance requirements. 

    Once you’ve shortlisted a few PEOs, schedule consultations to discuss their offerings, pricing, and transition process to determine the best fit. 

    Review Your Current PEO Contract

    Before making the switch, carefully review your existing agreement to understand any contractual obligations. Key areas to check include: 

    • Termination clauses: Some contracts require a 30-to-90-day notice period, while others have specific renewal and exit terms. 
    • Early termination fees: Be aware of any penalties or fees for ending the agreement before the contract expires. 
    • Data access and transfer policies: Confirm that you’ll have access to all necessary HR, payroll, and benefits data for a seamless transition. 

    If you’re unsure about any terms, consider consulting a legal or HR expert to help you navigate the contract and avoid unexpected complications. 

    Develop a Detailed Transition Plan

    Once you’ve selected GMS and notified your current provider of your intent to leave, it’s time to plan your transition. A well-structured transition minimizes disruptions and ensures a smooth handoff. Here’s how to do it: 

    Set a Transition Timeline 

    • Identify key dates, such as the last payroll with your current PEO and the first payroll with GMS. 

    Notify Key Stakeholders 

    • Inform your employees about the change and explain any updates to payroll, benefits, or HR processes. 
    • Coordinate with department heads to ensure they understand any changes in HR or compliance procedures. 

    Work Closely with Both PEOs 

    • Ensure GMS has all the necessary employee records, payroll data, and tax information. 
    • Request assistance from the current PEO in facilitating the transition, especially regarding benefits continuation and tax filings. 

    Ensure Payroll and Benefits Continuity 

    • Verify that employee benefits (health insurance, retirement plans, etc.) remain uninterrupted. 
    • GMS will ensure payroll schedules align so that employees don’t experience paycheck delays. 

    How GMS Can Help You Make a Seamless PEO Transition 

    Switching PEOs can feel overwhelming, but with the right partner, the process can be smooth and beneficial for your business. Group Management Services (GMS) specializes in providing tailored HR, payroll, and compliance solutions to help businesses thrive. 

    When you switch to GMS, we ensure: 

    • A smooth, hassle-free transition with expert support to guide you through the process and address any concerns. 
    • Comprehensive payroll, benefits, and compliance management to keep your business running without disruptions.  
    • Scalable solutions designed to grow with your business and adapt to your evolving needs. 

    Ready to make the switch? Get a quote today and discover how GMS can support your business and handle the complexities of HR. 

  • Employee performance directly impacts business success. When employees struggle to meet expectations, it can lead to decreased productivity, lower morale, and potential financial losses. However, rather than resorting to immediate termination, employers should take a strategic approach to managing poor performance. Addressing issues early, providing support, and implementing structured improvement plans can help turn struggling employees into valuable contributors. 

    Why Managing Poor Performance Matters 

    Poor performance doesn’t just affect one employee; it can disrupt team dynamics, slow down workflow, and create frustration among high-performing staff. If left unchecked, it can also lead to: 

    • Increased turnover and hiring costs 
    • Decreased overall productivity 
    • A negative workplace culture 
    • Higher risks of legal complications if termination isn’t handled correctly 

    Proactively managing performance issues helps businesses retain talent, strengthen leadership, and maintain a positive work environment. 

    Tips For Managing Poor Performance 

    Identify the root cause 

    Performance issues can stem from various factors, such as lack of training, unclear expectations, low engagement, or personal challenges. Start by assessing the situation; review job responsibilities, recent performance trends, and any external factors affecting the employee’s work. Have an open conversation to understand their perspective and uncover any underlying issues. 

    Set clear expectations and goals 

    Employees need to know what is expected of them. Provide a detailed job description, set measurable goals, and establish performance benchmarks. Clearly communicate these expectations in writing and ensure the employee understands the consequences of continued poor performance. 

    Provide constructive feedback and coaching 

    Regular feedback helps employees course-correct before issues escalate. Be specific about what needs improvement and offer actionable suggestions. Frame feedback in a way that encourages growth rather than discouragement. Instead of saying, “Your work isn’t meeting expectations,” try, “I’ve noticed some challenges with [specific task]. Let’s work on a plan to improve in this area.” 

    Implement a performance improvement plan  

    A structured performance improvement plan (PIP) provides employees with a clear path to success. It should outline: 

    • Specific areas that need improvement 
    • Measurable goals and deadlines 
    • Available support, such as training or mentorship 
    • Consequences if performance does not improve 

    Regular check-ins during the PIP period can help track progress and offer additional support if needed. 

    Offer training and development opportunities 

    Sometimes, employees underperform due to a lack of skills or knowledge. Providing professional development opportunities, whether through mentorship, workshops, or online courses, can help employees build the necessary competencies to succeed in their roles. 

    Address engagement and motivation 

    Low engagement often leads to poor performance. Assess whether the employee feels valued, challenged, and connected to the company’s mission. Recognition programs, career development discussions, and fostering a positive work culture can boost motivation and performance. 

    Know when termination is necessary 

    If an employee consistently fails to improve despite multiple interventions, termination may be the best option for both the individual and the business. However, terminating an employee requires careful consideration to avoid legal risks. 

    Before terminating an employee for poor performance: 

    • Document all performance discussions, feedback, and improvement plans 
    • Ensure compliance with company policies and labor laws 
    • Conduct a final meeting with human resources (HR) present 
    • Offer a respectful and professional exit process 

    How GMS Can Help With Employee Management 

    Managing employee performance requires expertise in HR best practices, compliance, and leadership development. Group Management Services (GMS) helps businesses navigate these challenges by providing: 

    • HR support to develop performance management strategies 
    • Training programs to upskill employees and enhance productivity 
    • Compliance guidance to mitigate legal risks associated with termination 
    • Employee engagement solutions to boost workplace morale and retention 

    Addressing poor performance isn’t just about fixing problems; it’s about building a stronger workforce. Whether through coaching, training, or structured improvement plans, investing in employee success leads to long-term business growth. If you need support managing employee performance, contact GMS today to learn how our HR solutions can help. 

  • After years of remote work, a new chapter is unfolding in the modern workplace: a strong push to return to in-person work. Whether driven by government mandates, evolving agency policies, or corporate strategies, the call for employees to come back to the office is generating a range of opinions. In this article, we’ll explore the recent government and corporate moves to end telework and what employers can do to strike the right balance for their teams.

    Government Mandates And Agency Shifts

    A significant catalyst in the push toward a return to in-person work comes directly from the federal government. According to a recent White House memorandum, all federal workers are required to terminate remote work arrangements and return to their offices full time, with exemptions allowed where deemed necessary. Similarly, several federal agencies such as the Environmental Protection Agency (EPA), General Services Administration (GSA), and the Department of Health and Human Services (HHS) have already ended telework agreements and set return-to-office dates. These moves signal a broader governmental effort to reinvigorate traditional work environments and reinforce in-person collaboration.

    Local And State Initiatives

    While the federal push is clear, state-level initiatives add another layer of complexity. In Ohio, for instance, Governor Mike DeWine has mandated that most permanent state employees return to their offices by mid-March 2025. Local business owners in downtown Columbus are already anticipating a boost from increased foot traffic, hoping that more in-person work will restore the pre-pandemic vibrancy of their communities. Yet, these measures are not without controversy, as some employees and local stakeholders express concerns over the abrupt change.

    Corporate Return-To-Office Policies: A Mixed Bag

    On the corporate front, the return-to-office (RTO) debate is far from uniform. A number of major companies have rolled out strict RTO mandates, while others are experimenting with hybrid models. For example:

    • Amazon has enforced a five-day in-office policy, though it’s now facing logistical challenges like limited desk space.
    • AT&T and Barclays have also mandated full-time office attendance for key teams, citing enhanced collaboration and innovation as benefits.
    • On the flip side, research from various case studies has raised concerns that strict RTO policies can drive away top talent, lower job satisfaction, and even hurt productivity. Some critics argue that these mandates may be more about managerial control than about boosting performance.

    Advice For Employers

    Given the diverse viewpoints and rapidly changing business landscape, here are some recommendations for employers navigating the return-to-office transition:

    1. Prioritize communication and connection:
    • Schedule regular check-ins, video meetings, and virtual social interactions to mitigate the isolation that remote work can create.
    • Consider hosting periodic in-person gatherings, even if only once a month, to foster team cohesion.
    1. Evaluate your business needs:
    • Assess which roles truly benefit from in-person collaboration and which can remain flexible.
    • Explore hybrid models that allow for both focused remote work and collaborative office days.
    1. Invest in a better office environment:
    • If you decide to bring employees back, ensure your workspace is designed for productivity and comfort. Upgrading technology, optimizing desk space, and creating communal areas can ease the transition.
    1. Be mindful of employee well-being:
    • Recognize that forcing a full-time return may have unintended consequences on morale and productivity.
    • Provide support through mental health resources, clear policy communication, and opportunities for feedback.
    1. Stay informed and compliant
    • Keep an eye on evolving federal, state, and industry guidelines, and work with legal counsel to ensure your policies meet current requirements.

    How GMS Can Help

    The RTO wave has been propelled by government mandates, evolving agency policies, and diverse corporate strategies. While the push for in-person work promises renewed collaboration and community, it also comes with challenges, especially for those who have grown accustomed to remote flexibility. The key for employers is to find a balance that supports both the operational needs of the business and the well-being of its employees.

    At Group Management Services (GMS), we’re committed to helping you navigate these transformative times. Whether you need guidance on revamping your workplace policies or expert support to manage the transition, GMS is here to make your business operations simpler, safer, and stronger.

    Partner with GMS today to build a resilient, future-ready workforce that thrives in both remote and in-person environments.

  • In today’s rapidly evolving business landscape, artificial intelligence (AI) isn’t just a buzzword, it’s becoming a transformational force. Recent headlines, such as the breakthrough by DeepSeek, highlight that even the biggest players in tech can be caught off guard if they aren’t prepared. To stay competitive and drive innovation, organizations must entertain an investment in developing an AI-ready workforce.

    The Critical Need For An AI-Ready Workforce

    The story of DeepSeek serves as a wake-up call. A group of relatively inexperienced engineers built an advanced AI platform that outperformed established competitors at a fraction of the cost. This dramatic success underscores a vital lesson: technology alone won’t guarantee success – people will. Organizations must upskill their teams and create a culture where employees are as comfortable with AI as they are with everyday digital tools.

    A global survey of C-suite executives reveals that AI ranks among the top strategic priorities for 2025. With significant investments planned – some companies are expecting to spend tens of millions on AI – businesses are rapidly realizing that their long-term success depends on having employees who not only understand AI but can actively leverage it.

    Upskilling Talent And Reimagining Work

    One of the greatest challenges today is the skills gap. According to recent Gallup survey data, only a small fraction of U.S. employees are comfortable using AI in their roles – and even fewer use it daily. This gap makes reskilling a top priority for organizations committed to AI adoption. Companies must invest in comprehensive training programs that empower employees to handle everything from routine automation to complex data analytics.

    Upskilling isn’t just about teaching new software skills – it’s about reimagining work. Organizations need to shift from traditional workflows to new, AI-augmented processes that foster innovation and improve decision-making. Embracing AI means redefining roles, improving collaboration between human and machine, and creating a culture that supports continuous learning.

    AI As A Catalyst For Enterprise Transformation

    Integrating AI into the workplace can reshape entire business functions. By harnessing AI, companies can:

    • Boost competitiveness: Automate routine processes and speed up decision-making to stay ahead in a fast-paced market.
    • Enhance operational efficiency: Free up human resources (HR) for strategic initiatives by delegating repetitive tasks to machine learning systems.
    • Drive data-driven decision making: Leverage real-time analytics to identify trends, tailor customer interactions, and optimize performance.

    These benefits are only achievable when organizations are proactive about upskilling their workforce and embedding AI into their operational DNA.

    Overcoming The Skills Gap: Strategies For An AI-Ready Culture

    Research indicates that a shockingly small percentage of firms are fully prepared for large-scale AI adoption. Building an AI-ready culture requires a multifaceted approach:

    • Develop a comprehensive AI strategy: Clearly communicate that AI is meant to augment human capabilities – not replace them. This involves setting a clear vision and establishing a human-centered AI framework.
    • Future-proof your workforce: Create an AI skill pyramid where every employee is “AI aware,” a select group are “AI builders,” and a few become “AI masters.” This way, the entire workforce is AI ready, with select groups developing and deploying AI solutions or solving complex AI-related business challenges.
    • Invest in reskilling and continuous learning: Implement targeted training programs, hands-on workshops, and mentorship opportunities to accelerate the adoption of AI technologies.
    • Embrace responsible AI practices: Prioritize ethical considerations, such as transparency, fairness, and accountability, to build trust and ensure compliance with evolving legal frameworks.

    How GMS Can Help

    At Group Management Services (GMS), our mission is to provide the HR tools and support to help empower your business to grow and succeed. As a professional employer organization (PEO) and benefits administrator, we understand that building an AI-ready workforce is not just about technology – it’s about people, culture, and strategic change.

    We can help your organization by:

    • Designing robust training programs: Leverage our expertise to develop customized upskilling initiatives that foster continuous learning.
    • Streamlining HR processes: Allow us to handle the administrative complexities, so you can focus on nurturing a culture that embraces innovation.
    • Driving organizational transformation: Our tailored HR solutions ensure that your talent development strategies align with business objectives, paving the way for a resilient, competitive enterprise.

    Now is the time to invest in your people. Contact GMS today and let us help prepare you and your workforce for the AI-driven future.

  • In today’s dynamic business environment, continual employee development is essential to drive organizational success. The Chief Learning Officer (CLO) has emerged as a strategic C-suite leader whose role has evolved from managing training programs to transforming entire learning ecosystems. In this blog, we explore what a CLO is, how the role has transformed over the years, and why organizations of all sizes should consider investing in this leadership position.

    What Is A Chief Learning Officer?

    A Chief Learning Officer is a senior executive responsible for aligning an organization’s learning strategy with its overall business goals. Traditionally emerging in the late 1980s, the CLO role has grown beyond classroom training to become a strategic partner in shaping organizational culture and building leadership capabilities. Today, CLOs report directly to the Chief Executive Officer (CEO) or Chief Human Resources Officer (CHRO) and work hand in hand with other C-suite executives to drive innovation and talent development across the organization.

    From trainer to transformer

    Over the past three decades, the CLO’s responsibilities have expanded dramatically. Initially, CLOs focused on delivering standardized training programs. However, as technology, digital learning platforms, and the demands of a hybrid workplace have evolved, the modern CLO has become an organizational architect. Today’s CLOs design comprehensive learning ecosystems that integrate digital tools, experiential learning, and data analytics to develop not just skills but also mindsets. They transform traditional training into initiatives that drive leadership, agility, and innovation.

    Key Responsibilities Of A CLO

    Modern CLOs do much more than schedule training sessions. Their core responsibilities include:

    • Strategic learning alignment: Mapping learning initiatives to business strategy and cultural values. CLOs ensure that the skills developed across the organization support critical business outcomes.
    • Designing learning ecosystems: They create learning content that ranges from online courses and interactive simulations to peer-to-peer coaching and immersive in-person experiences.
    • Leadership and change management: CLOs drive leadership development programs and foster a culture of continuous improvement. They also lead digital transformation efforts by leveraging new technologies and data-driven insights to personalize learning at scale.
    • Oversight of learning technologies: From learning management systems (LMS) to artificial intelligence (AI) tools, CLOs are tasked with selecting and optimizing technology solutions that support the evolving learning needs of the organization.

    Essential Skills And Qualifications

    The modern CLO must blend business acumen with deep expertise in learning and development. Some of the specialized skills include:

    • Strategic thinking: The ability to link learning initiatives directly to business strategy.
    • Data analytics and measurement: Using learning analytics to assess program effectiveness and demonstrate return on investment.
    • Digital literacy: Navigating digital learning platforms, online courses, and emerging technologies like AI for personalized learning.
    • Change leadership: Leading organizational transformation and managing resistance while fostering a culture of continuous improvement.
    • Learning experience design: Creating engaging, hybrid learning experiences that resonate with diverse employee populations.

    Many successful CLOs have over 15 to 20 years of corporate experience and hold advanced degrees in fields such as human resources (HR), business, or organizational development.

    The Future Of The CLO Role

    The future of the CLO is bright and increasingly strategic. Recent trends indicate that CLOs are evolving into “transformer” leaders who:

    • Revamp learning goals: Shifting from simply delivering content to cultivating mindsets and capabilities that prepare employees for future challenges.
    • Personalize learning methods: Moving away from one-size-fits-all training toward agile, personalized learning experiences that leverage digital platforms and social learning techniques.
    • Restructure learning departments: Transforming traditional training functions into lean, agile teams that operate as strategic business partners, curating both internal and external content to meet the evolving needs of the workforce.

    This evolution positions CLOs as critical drivers of organizational change, ensuring that companies not only keep pace with technological advancements but also foster a resilient, learning-centered culture.

    How Can You Become A CLO?

    For those aspiring to become a Chief Learning Officer, the path is multifaceted:

    • Build a strong foundation: Gain experience in human resources (HR), training, and talent development.
    • Develop business acumen: Learn to speak the language of business by understanding organizational priorities and strategic planning.
    • Pursue continuous education: Advanced degrees or specialized certifications in learning, organizational development, or leadership can be highly beneficial.
    • Network and mentor: Building relationships with current CLOs and other C-suite leaders is critical for understanding the role’s strategic impact and for gaining career opportunities.

    How GMS Can Help

    At Group Management Services (GMS), we understand that effective learning and development are the cornerstones of organizational success. Our comprehensive HR solutions, spanning payroll, employee benefits, risk management, and more, are designed to simplify your business operations. With decades of experience supporting companies of all sizes, GMS is well positioned to help you:

    • Develop robust learning programs: Leverage our expertise and tools to design, implement, and monitor effective learning strategies that align with your business goals.
    • Streamline HR processes: Allow us to handle the administrative complexities so you can focus on fostering a culture of continuous learning.
    • Drive organizational transformation: With our innovative approach and dedicated support, we help ensure that your talent development initiatives lead to measurable business outcomes.

    Contact GMS today and let us be your partner as you navigate the evolving landscape of employee development.

  • In the early months of the year, many organizations ramp up their hiring efforts, marking the start of the year’s most active recruitment cycle. With new budgets approved and business goals outlined, companies recognize this time as an opportunity to secure top talent and build teams that align with their strategic objectives for the year. However, recruitment in today’s market goes beyond just filling vacancies; it requires a well-planned approach that considers workforce needs, market trends, and potential challenges that arise during slower hiring periods. By proactively planning their recruitment strategies, human resources (HR) leaders can ensure they attract, engage, and retain the right candidates. 

    Evaluating Workforce Needs For Hiring Success 

    Before launching recruitment campaigns, organizations must assess their current workforce. These crucial first steps include identifying skills gaps, forecasting future hiring needs, and understanding long-term talent requirements. As industries rapidly evolve due to technological advancements and shifting workforce dynamics, HR teams must anticipate what roles will be in demand. 

    Workforce planning involves analyzing company objectives and determining whether existing employees have the necessary skills to meet those goals. If there are skill shortages, businesses must decide whether to upskill current employees or bring in new talent. This approach is especially important in industries experiencing high turnover or emerging technologies that require specialized knowledge. By conducting a workforce audit, companies can develop a strategic hiring plan rather than simply reacting to immediate vacancies. 

    Building A Recruitment Campaign That Attracts Top Talent 

    A well-structured recruitment campaign is essential for capturing the attention of qualified candidates. It starts with crafting compelling job descriptions that clearly outline the role, responsibilities, and company culture. Candidates today are looking for more than just a paycheck; they want to work for organizations that align with their values and offer career growth opportunities. Businesses should emphasize their unique employer value proposition, highlighting benefits such as professional development, work-life balance, and company culture. 

    In 2025, digital recruitment strategies will continue to dominate. Companies must leverage multiple channels to reach candidates effectively. Job boards remain a reliable source, but social media, employee referral programs, and industry-specific networking platforms are becoming increasingly important. Employer branding also plays a significant role. Organizations that showcase their company culture, leadership, and employee success stories through digital content will be more likely to attract high-quality candidates. 

    Another key aspect of modern recruitment is the candidate experience. Job seekers expect a streamlined, transparent hiring process. Lengthy application forms, unclear timelines, and poor communication can deter top talent. Implementing an applicant tracking system (ATS) can help organizations manage applications efficiently and keep candidates engaged throughout the process. 

    Overcoming Recruitment Challenges During Slow Hiring Periods 

    While the early months of the year are typically active hiring periods, businesses often encounter recruitment challenges in slower months. For example, summer and the holiday season tend to see fewer job seekers actively looking for new roles, leading to a limited talent pool. However, HR teams can use these periods strategically by building and maintaining a talent pipeline. 

    Creating relationships with potential candidates before positions open allows businesses to move quickly when hiring needs arise. This can be done through networking events, talent communities, and keeping in touch with past applicants. Additionally, companies should focus on employer branding during slow months, strengthening their reputation as an employer of choice so that when hiring picks up again, they are top of mind for job seekers. 

    Flexibility is another factor that can help businesses navigate slower hiring months. Offering contract, remote, or project-based roles can attract candidates who may not be actively searching for full-time employment but are open to new opportunities. By diversifying hiring options, companies can continue acquiring talent even when recruitment activity typically slows. 

    Key Considerations For 2025 Recruitment Strategies 

    The recruitment strategies are constantly changing, and 2025 will bring new challenges and opportunities. Artificial intelligence (AI) is becoming an integral part of hiring, with AI-powered tools assisting in candidate sourcing, resume screening, and interview scheduling. While technology can enhance efficiency, organizations must balance automation with a human touch to ensure a positive candidate experience. 

    Diversity, equity, and inclusion (DEI) initiatives will continue to shape recruitment strategies. Companies prioritizing diverse hiring practices will enhance their employer brand. In 2025, job seekers will be more conscious of workplace diversity efforts, and businesses that actively promote inclusivity will have a competitive edge in attracting top talent. 

    Another emerging trend is employee advocacy. Encouraging current employees to share job openings and company culture on their personal social media networks can significantly enhance recruitment efforts. Peer recommendations carry more weight than traditional job postings, making employee referrals a valuable strategy for attracting high-quality candidates. 

    How To Build A Winning Recruitment Strategy 

    Recruiting the right talent requires time, expertise, and resources, which are elements many businesses may not have readily available. That’s where Group Management Services (GMS) comes in. GMS offers comprehensive recruiting and training solutions designed to help businesses find and develop top talent efficiently. 

    • Our recruiting services connect businesses with top job boards, including Indeed and LinkedIn, streamlining the hiring process and increasing the visibility of job postings.  
    • We provide an ATS that allows HR teams to manage every stage of the hiring process seamlessly, reducing administrative burdens and improving candidate experience.  
    • GMS offers customized employee training programs to ensure new hires receive the necessary skills and development opportunities to thrive within their roles. 

    By partnering with GMS, companies can focus on growing their business while we handle the complexities of recruiting and training. Whether you need assistance with sourcing candidates, managing applications, or developing workforce training programs, GMS provides tailored solutions to help businesses succeed.  

    Ready to optimize your recruitment strategy? Contact GMS and learn how we can support your hiring and training needs.