Connecting Business with the College Community, the Next Step in HR Education

Written by Mark Fogel on the SHRM blog is this informative article on connecting business with the college community, and how it is a fantastic next step in HR education. How do you feel about this update in HR eduction?

You can read the original article here.


 

Many of you know I am passionate about preparing our next generation of HR practitioners for the workforce of tomorrow. I have been teaching graduate, and occasionally undergraduate HR courses, in the business school at a major university on Long Island for close to a decade. It is hard to integrate my classes with local businesses when the courses are primarily at 6 or 8pm at night. I am sure many if not most graduate HR programs face a similar challenge.

I try to bring practitioners in to speak, host panels and do an online HR simulation in one of my classes. But, the real-life experiences of being integrated into a business is and will always be the best learning experience as far as I am concerned. So short of the occasional internship opportunity, my students and those at the university have faced a void of HR reality that I have looked to fill throughout my tenure.

I have now found a solution that I want to share with the HR community in hopes that you think about partnering with local schools too.

I have partnered with GEICO insurance to do a case competition in my graduate selection and recruiting class on Attraction and Retention of Millennials for GEICO’s Management Development Program. The project involves having 6 teams of students research millennial hiring and retention trends as it relates to Geico’s current and future employment needs.

GEICO’s local talent team is providing support and opening their doors at a major work center to have my students come into their business to interview and observe their employment practices. Their regional facility has expanded hours of operation and this helps in coordinating schedules for on-sites too. The project/competition ends late in the semester with formal presentations and prizes for the best research. They bring in a few senior executives along with the Talent team to listen, question, and discuss the research results, which adds to the overall experience and creates great networking opportunities.

This is an amazing partnership that can be replicated by other businesses on a variety of projects and is a win-win for all. Students get a bird’s eye view of HR challenges and Geico gets great insight and research in return. With minimal to no cost and great ROI, this is a no brainer.

This is not to say that SHRM and other learning systems, courses, and conferences are not great value adds in the learning experience. They obviously are and I continue to do my part in volunteering in the conference space myself, however this is a missing piece of the puzzle for HR education. Especially for early and emerging practitioners or those wishing to enter the field.

What are you waiting for?

You can read the original article here.

Source:

Fogel M. (3 October 2017). "Connecting Business with the College Community, the Next Step in HR Education" [Web Blog Post]. Retrieved from address blog.shrm.org/…/connecting-business-with-the-college-community-the-next-step-in-hr-educatio


Workout - Girl - Stretching - Pixabay

Apple, Fitbit to join FDA program to speed health tech

Wondering how technology can speed the process of developing health tech? In this article from BenefitsPro written by Anna Edney, gain a close insight on how Apple and Fitbit are working together with the FDA to make your health of vital importance.

You can read the original article here.


A federal agency that regulates apples wants to make regulations on Apple Inc. a little easier.

The Food and Drug Administration, which oversees new drugs, medical devices and much of the U.S. food supply, said Tuesday that it had selected nine major tech companies for a pilot program that may let them avoid some regulations that have tied up developers working on health software and products.

“We need to modernize our regulatory framework so that it matches the kind of innovation we’re being asked to evaluate,” FDA Commissioner Scott Gottlieb said in a statement.

The program is meant to let the companies get products pre-cleared rather than going through the agency’s standard application and approval process that can take months. Along with Apple, Fitbit Inc., Samsung Electronics Co., Verily Life Sciences, Johnson & Johnson and Roche Holding AG will participate.

 

A new report and video from the Health Enhancement Research Organization (HERO) identifies six promising practices for effectively integrating wearables...
The FDA program is meant to help the companies more rapidly develop new products while maintaining some government oversight of technology that may be used by patients or their doctors to prevent, diagnose and treat conditions.

Apple is studying whether its watch can detect heart abnormalities. The process it will go through to make sure it’s using sound quality metrics and other measures won’t be as costly and time-consuming as when the government clears a new pacemaker, for example. Verily, the life sciences arm of Google parent Alphabet Inc., is working with Novartis AG to develop a contact lens that could continuously monitor the body’s blood sugar.

Faster Pace

“Historically, health care has been slow to implement disruptive technology tools that have transformed other areas of commerce and daily life,” Gottlieb said in July when he announced that digital health manufacturers could apply for the pilot program.

Officially dubbed the Pre-Cert for Software Pilot, Gottlieb at the time called it “a new and pragmatic approach to digital health technology.”

The other companies included in the pilot are Pear Therapeutics Inc., Phosphorus Inc. and Tidepool.

The program is part of a broader move at the FDA, particularly since Gottlieb took over in May, to streamline regulation and get medical products to patients faster. The commissioner said last week the agency will clarify how drugmakers might use data from treatments already approved in some disease to gain approvals for more conditions. In July, he delayed oversight of electronic cigarettes while the agency decides what information it will need from makers of the products.

Rules Uncertainty

As Silicon Valley developers have pushed into health care, the industry has been at times uncertain about when it needed the FDA’s approval. In 2013, the consumer gene-testing company 23andMe Inc. was ordered by the agency to temporarily stop selling its health analysis product until it was cleared by regulators, for example.

Under the pilot, the FDA will scrutinize digital health companies’ software and will inspect their facilities to ensure they meet quality standards and can adequately track their products once they’re on the market. If they pass the agency’s audits, the companies would be pre-certified and may face a less stringent approval process or not have to go through FDA approval at all.

More than 100 companies were interested in the pilot, according to the FDA. The agency plans to hold a public workshop on the program in January to help developers not in the pilot understand the process and four months of initial findings.

You can read the original article here.

Source:

Edeny A. (27 September 2017). "Apple, Fitbit to join FDA program to speed health tech" [Web Blog Post]. Retrieved from address http://www.benefitspro.com/2017/09/27/apple-fitbit-to-join-fda-program-to-speed-health-t

Wondering how technology can speed the process of developing health tech? In this article from BenefitsPro written by Anna Edney, gain a close insight on how Apple and Fitbit are working together with the FDA to make your health of vital importance.

You can read the original article here.


A federal agency that regulates apples wants to make regulations on Apple Inc. a little easier.

The Food and Drug Administration, which oversees new drugs, medical devices and much of the U.S. food supply, said Tuesday that it had selected nine major tech companies for a pilot program that may let them avoid some regulations that have tied up developers working on health software and products.

“We need to modernize our regulatory framework so that it matches the kind of innovation we’re being asked to evaluate,” FDA Commissioner Scott Gottlieb said in a statement.

The program is meant to let the companies get products pre-cleared rather than going through the agency’s standard application and approval process that can take months. Along with Apple, Fitbit Inc., Samsung Electronics Co., Verily Life Sciences, Johnson & Johnson and Roche Holding AG will participate.

 

A new report and video from the Health Enhancement Research Organization (HERO) identifies six promising practices for effectively integrating wearables...
The FDA program is meant to help the companies more rapidly develop new products while maintaining some government oversight of technology that may be used by patients or their doctors to prevent, diagnose and treat conditions.

Apple is studying whether its watch can detect heart abnormalities. The process it will go through to make sure it’s using sound quality metrics and other measures won’t be as costly and time-consuming as when the government clears a new pacemaker, for example. Verily, the life sciences arm of Google parent Alphabet Inc., is working with Novartis AG to develop a contact lens that could continuously monitor the body’s blood sugar.

Faster Pace

“Historically, health care has been slow to implement disruptive technology tools that have transformed other areas of commerce and daily life,” Gottlieb said in July when he announced that digital health manufacturers could apply for the pilot program.

Officially dubbed the Pre-Cert for Software Pilot, Gottlieb at the time called it “a new and pragmatic approach to digital health technology.”

The other companies included in the pilot are Pear Therapeutics Inc., Phosphorus Inc. and Tidepool.

The program is part of a broader move at the FDA, particularly since Gottlieb took over in May, to streamline regulation and get medical products to patients faster. The commissioner said last week the agency will clarify how drugmakers might use data from treatments already approved in some disease to gain approvals for more conditions. In July, he delayed oversight of electronic cigarettes while the agency decides what information it will need from makers of the products.

Rules Uncertainty

As Silicon Valley developers have pushed into health care, the industry has been at times uncertain about when it needed the FDA’s approval. In 2013, the consumer gene-testing company 23andMe Inc. was ordered by the agency to temporarily stop selling its health analysis product until it was cleared by regulators, for example.

Under the pilot, the FDA will scrutinize digital health companies’ software and will inspect their facilities to ensure they meet quality standards and can adequately track their products once they’re on the market. If they pass the agency’s audits, the companies would be pre-certified and may face a less stringent approval process or not have to go through FDA approval at all.

More than 100 companies were interested in the pilot, according to the FDA. The agency plans to hold a public workshop on the program in January to help developers not in the pilot understand the process and four months of initial findings.

You can read the original article here.

Source:

Edeny A. (27 September 2017). "Apple, Fitbit to join FDA program to speed health tech" [Web Blog Post]. Retrieved from address http://www.benefitspro.com/2017/09/27/apple-fitbit-to-join-fda-program-to-speed-health-t


Be Prepared: Workplace Violence

Be Prepared is committed to preventing violence in the workplace. In order to keep our workplace as safe as possible, please observe the following guidelines:

Identifying Your Risk

Workplace violence can include actions or words that endanger or harm you, and cause you to believe that you may be in danger, including the following:

  • Verbal or physical harassment
  • Verbal or physical threats
  • Assaults or other violence
  • Any other behavior that causes you to feel unsafe (bullying or sexual harassment)

Staying Safe

  • Participate in all safety training and apply the knowledge learned to your everyday job.
  • Learn, understand and comply with all company safety procedures and precautions.
  • Share any suggestions for making our workplace safer with your supervisor.
  • Report all violent incidents immediately and accurately, regardless of whether the violence is between an employee and a client or customer, or between multiple employees. Even if you are not involved, be sure to report incidents that you witness.
  • Call 911 immediately if the violent incident is serious. After help has arrived, be prepared to discuss what happened with both authorities and company officials.
  • Report behaviors such as threatening, bullying, stalking or harassing. If it is ongoing, it is helpful if you document each episode.
  • Let your supervisor know if you ever feel threatened or nervous, and would like additional security measures to be established.
  • Report any worrisome or distinguishable changes in a co-worker to a supervisor.
  • Remember, you will never be penalized for reporting violence, whether you are a victim or a witness. The company will observe complete confidentiality. Our concern is for the safety of all employees.


Ribeyes & Cocktails

Our June Dish is brought to you by our very own CEO, Mike HierlMike Hierl

Mike is the 3rd generation owner of Hierl Insurance, Inc. with a strong insurance background and a desire to help others. When he isn't in the office, you can find him on the golf course perfecting his swing or pheasant hunting with his 2 labs.

When it comes to eating out, Mike enjoys the classic combo of pizza and caesar salad and Gino's Italian Restaurant in Fond du Lac is the place to get it. Need directions?

At home, Mike enjoys ribeyes and cocktails! His cocktail of choice would be a Brandy Old Fashioned Sour with olives and mushrooms. Now he wouldn't part with his ribeye recipe which we're sure is amazing, but have no fear! We do have one for you courtesy of Certified Angus Beef and it's sure to make your mouth water!


Classic Pan-Seared Ribeye Steak

Here's what you need:

  • 1 16-ounce ribeye steak
  • Cast Iron Skillet
  • 1 teaspoon peanut or canola oil
  • 1/2 teaspoon coarse kosher salt
  • 1/4 teaspoon freshly cracked black pepper
  • 3-4 thyme sprigs
  • 2 garlic cloves, partially crushed
  • 2 tablespoons butter

What to do:

  1. Place skillet in over and preheat oven to 450° F. Brush both sides of steak with oil and season with salt and pepper. When over is heated, carefully remove pan and plan on stovetop over medium heat.
  2. Place steak in skillet and sear for 2 minutes. Flip, top with garlic and thyme and place skillet back in oven for 6-7 minutes
  3. Put skillet back on stovetop over low heat. Flip steak, top with butter and carefully tilt pan while scooping melted butter, garlic and thyme to continually coat steak for 1-3 minutes. Confirm doneness with an instant read thermometer and pull from skillet at 120-125° F for medium rare. Let rest 5 minutes and coat with browned butter before serving.

Are you ready for Pizza Night?

Our May Dish is brought to you by our very own Tonya Bahr

With her passion for educating employees and business owners on benefit options, Tonya is expertly suited as a Benefits Advisor here at Hierl.

Outside of work, Tonya is kept busy with her three children and their various extracurricular and athletic activities, including: basketball, soccer, football, track, dance and cheerleading. Like her children, Tonya leads an active lifestyle with activities such as: running, hiking, biking, working out and playing tennis. She also has a competitive streak! Challenge her to a round of bowling or even your favorite card game and have a good time!

When she isn't running all over the place,  Tonya favors two restaurants that feature dishes as appetizing as their dining atmospheres! Ruth's Chris Steak House and RED Sushi are places you HAVE to try at least once.

At home, Friday nights come with a family tradition: pizza night! Sausage pizza, to be exact.

"We put a blanket down on the living room floor and create a picnic while watching a movie. We're not picky about our pizza! Sometimes it's homemade, sometimes it's delivered, and sometimes it's frozen from the freezer.

Everyone takes turns picking the movie for the week. It's a great family tradition we've been doing for years and I hope my kids will continue it, or perhaps a healthier variation, with their families in the future."

Whether you decide to head to one of the local fine dining establishments or relax at home with a pizza and a movie, you're sure to have a great time! Thanks Tonya! Save us a slice of pizza!

 


Cindy's Mexican Favorites Will Fill You With Love

Our April Dish is brought to you by our very own Cindy Contreras

Cindy joins Hierl as our Administrative Assistant. With her degree in Management/Human Resources and Finance, she's a perfect fit for our office and our clients.

At home, Cindy enjoys spending time with her husband and 3 children. She thoroughly enjoys watching her children grow and experience the wonders of life. Together, they enjoy outdoor activities like bicycling and camping, as well as indoor activities such as visiting the library and cozying up for a nice movie.

When it comes to eating out, Cindy enjoys a local favorite that features authentic Mexican food that's truly made with love.

"Mi Casa is small little restaurant owned by people who really care about making good food. My favorite meal is the camaron suizos. Shrimp sautéed with bacon, onions and mushrooms in a cheese sauce. So delicious!"

Need Directions?

At home, Cindy enjoys making Mexican comfort foods and one of her favorites is Arroz Con Leche (Mexican Rice Pudding). Be sure to check out the delicious recipe below!

 


Arroz Con Leche (Mexican Rice Pudding)

"It's a dessert that can be served after lunch or dinner, but will also make a great treat for your children during breakfast time. Give it a try! I guarantee you won't be disappointed!"

Here's what you'll need:

  • 1 cup uncooked riceIY0109_Arroz.jpg.rend.hgtvcom.616.462
  • 1 cinnamon stick
  • 1/4 teaspoon salt
  • 1/4 cup raisins (optional)
  • 1 can condensed milk
  • 1 can evaporated milk
  • 1/4 teaspoon cinnamon
  • lemon peel (optional)
  • 2 teaspoons vanilla

Let's get started:

  1. In a medium saucepan, let rice soak in two and a half cups of water for 15-20 minutes. Add three cups more of water and then cinnamon stick. Simmer for 15 minutes covered.
  2. Add salt and raisins (optional), cook for another ten minutes or until the rice is tender. If you think it needs more time and water for the rice to get tender, just add one or two cups of water and let cook until soft.
  3. Mix the condensed milk, evaporated milk, cinnamon, lemon zest and vanilla and then add it to the rice. Verify sweetness and add more condensed milk if necessary. Cook uncovered on moderate heat for ten minutes, moving constantly to prevent rice pudding from sticking to the pot.
  4. Remove from heat; the consistency should be a little watery since the pudding will thicken as it cools. After five minutes, discard the lemon zest and cinnamon stick. Serve hot or cold sprinkled with ground cinnamon.

A dessert that can be served at any time of the day is a MUST! Can't wait to try it out Cindy!


What it Takes to Make Good Decisions in the New World of Work

With many companies taking employee education and training into their own hands employers must be properly prepared for the changing future. Check out this great article from SHRM about what employers must do to keep pace in the ever evolving workplace by Ross Smith and Madhukar Yarra

We live in a world where phenomena such as the internet, globalization, social media, and mobility are accelerating change faster than ever before. Today’s digital age fed by big data is manifested in new businesses disrupting existing business models, which are remnants of the industrial era. These new models, typified by the Ubers, Amazons, Teslas, Airbnb’s and Facebooks of the world, are fossilizing the older generation of companies.

It is difficult for the education system to keep pace with this kind of change. The education system is a behemoth whose design is evolving to address the need for agility and speed. They change after the fact and therefore almost always take refuge in ‘best practices’. The MBA as we know it, has also fallen prey to this.

The MBA has been designed to provide a pool of mid-level managers for large corporations and questions arise about the future. Armed with an MBA, new hires walk into a large corporation with a desire to prove their worth through a strong knowledge of historical best practices. They may miss the value of ‘first principles’ thinking, and more often than not, face challenges to make an impact. Over time, this can create a disconnected or disillusioned workforce.

The question then becomes - if emerging and disruptive business models no longer subscribe to historical best practices, and by extension, to business schools, as their source for leadership, where should they look? What is that institution or model that allows individuals to build decision making capabilities in today’s world?

The reliance on irrelevant frameworks, outdated textbooks, and a historical belief in “best practices” all run counter to how a leader needs to be thinking in today’s fast paced digital world.  There are no established best practices for marketing in a sharing economy or creating a brand in a digital world. The best practices might have been established last week. The world is moving fast, and leaders need to be more agile. Today, Millennials are leading teams, calling the shots in many corporations, which means that the energy created is one that leaves little time for rules and structures to effectuate and/or create impact. Making good decisions in today’s business world requires a new and different kind of thinking, and there are tactics that can help grow these new types of leaders.

Importance of questions: most leadership and business programs today evaluate and assess students based on answers, not the ability to ask good questions. Thoughtful and incisive questions lead to innovation and as business problems become more granular and interconnected, this skill will help leaders arrive at better decisions.

Experimentation over experts: Students are encouraged to seek “expert advice” rather than formulating their own hypotheses that can be tested as low cost experiments. While consulting with those who have walked the same path has its benefits, relying on the experiences of others may hinder growth, particularly when change is accelerating. The shift to globalization, digitization, social, and agile are changing rapidly, there is no “right answer”, so experimentation is a crucial skill.

Interdisciplinary perspective: Disciplines and industry sector models are glorified at a time when discipline barriers are being broken to create new ideas. A conscious intermingling of disciplines creates more fertile minds for innovative thoughts to occur.

In today’s management programs, outdated content and old-school delivery mechanisms are limiting  students and businesses alike. There is a dire need to help business and young talent alike embrace a new art of problem solving, essential for the realities of today.

Many companies are starting to take education and employee training into their own hands. The advent of online courses, MOOCs, and other innovative programs in employee education are supplementing traditional education.

HR professionals can learn from companies who have set up their own deep technical training programs. With the work they do to augment decision science skills, Mu Sigma University is a great example of a modern day tech company, building skills across technology, business, analytics, and design. The workforce is changing. Many traditional jobs are being replaced with automation, robots, cloud-based machine learning services, and artificial intelligence – while at the same time, the demand for high end engineering, analytics, business intelligence, data and decision science is booming. Many companies, such as Mu Sigma, are spinning up advanced technical training investments to ensure their employees are equipped for a rapidly evolving future.

See the original article Here.

Source:

Smith R. &  Yarra M. (2017 March 15). What it takes to make good decisions in the new world of work [Web blog post]. Retrieved from address https://blog.shrm.org/blog/what-it-takes-to-make-good-decisions-in-the-new-world-of-work


Patty's Dish is Saint Paddy's Day Ready!

Our March Dish is brought to you by our very own Patty McBride

Patty works as our Employee Benefits Service Agent. Her passion for her work shines through in her attention to detail and organizational skill throughout the quoting process!

When it comes to eating out, Patty enjoys the authentic Mexican cuisine found at Casa del Tequila. "Their Chicken Tinga or the Chicken Fajitas are [my] favorite with a margarita! They have salsa and guacamole prepared tableside!" Need Directions?

For home cooking, Patty enjoys a family recipe passed down from her great grandmother. "We always look forward to this when the garden green beans are in abundance. From my mother, her grandmother."

 


Grandma's Fresh Green Bean Dish

"Grandma was one of those natural cooks who never measured, knew just what to add and when things were right. If you can cook without specific measurements treat yourself to this family favorite of many generations."

Grandma's version:

  1. Cut fresh green beans into 1" strips and cook in salted water until tender, but not soft.
  2. In another pan, cook a small amount of diced potatoes.
  3. While vegetables are cooking, fry approx. 6 to 8 slices of bacon, and break into pieces.
  4. Add flour to bacon fat, brown well and then add enough liquid from cooked vegetables to make a white sauce. Stir over low heat until it thickens, then add drained vegetables and bacon and simmer until ready to serve.
  5. Quantity of ingredients may be varied according to preference. As a side dish, a thicker sauce is recommended. As a meal-in-itself supper, serve with hot biscuits or fresh bread to 'sop-up' the tasty gravy.

Our Version:

  • 1 lb. Bacon
  • 4 med. Red Potatoes
  • 1-2 Cups Cut Green Beans
  • Flour for gravy/white sauce

Let's get started:

  1. Cook beans until tender.
  2. Cook diced potatoes until tender (I peal them).
  3. Cook bacon until crisp and remove from pan. Save the grease in pan to use for the gravy. I prefer good bacon like Oscar Meyer. I drain most of the grease into a clean can, and keep the good stuff in the pan.
  4. I mix some flour and water in a glass jar and shake well. Pour the flour into the hot grease; stir immediately.
  5. Scrape all the good bacon drippings from the pan.
  6. Add water from the beans and potatoes.
  7. Keep adding the flour mixture and water from veggies until you get the amount you want.
  8. Should be a nice brownish color from the bacon grease. Usually I do not need to add more grease as the grease on the bacon will bring more flavor back to the dish.
  9. At this point, I will transfer the mixture to a Dutch oven pan. Crumble the bacon into the dish.
  10. Add the drained veggies, desired amount up to you.
  11. Simmer so flavors can mix. Serve as stated in original recipe.

Regardless of which recipe you decide to cook, it's bound to taste delicious and it times perfectly with Saint Patrick's Day! Thanks Patty!


Employers prioritizing employee well-being

Are you putting enough priority into your employees' well-being? Take a look at this article from Employee Benefits Advisor   about the importance of employee well-being by Nick Otto

Benefits managers and HR pros alike know the two-fold benefits well-being programs provide: a healthier, more engaged workforce and increased productivity. So it’s no wonder more companies are prioritizing such programs.

A large majority of employers (78%) call employee well-being a key component of company strategy, according to Virgin Pulse’s 2017 State of the Industry report. In addition, 87% say they have already invested, or plan to invest, in some type of employee well-being initiative, and 97% agree with the decidedly uncontroversial statement that worker well-being positively influences engagement.

“Until recently, employee well-being has been viewed as a ‘nice to have,’ but with more and more research directly connecting employee well-being to business productivity and performance, business leaders are recognizing it as a ‘must have’ from a business perspective,” says Chris Boyce, CEO of Virgin Pulse, a wellness technology provider. “The proof is in the data that emerging-companies that invest in employee well-being see lower turnover, less absenteeism, stronger stock performance and higher business productivity. That’s a compelling business case.”

But what programs do employers say are advancing wellness and engagement? Opinions seem to differ. Forty-one percent of the organizations surveyed by Virgin Pulse are still in the process of defining employee engagement or developing a plan to enhance it.

Further, a little less than a third (29%) of respondents have established engagement programs to fit specific needs or offer an integrated solution that links to organizational strategy, the report notes.

One of the more striking differences between the older, or more “mature” organizations, accounting for 29% of those surveyed, and the rest of the employers is that the great majority of the former group conducts annual employee engagement surveys, compared to less than half of other employers.

By completing these surveys, some roadblocks employers say they are encountering in engaging more employees in well-being programs include issues such as organization culture (48%), budgets (47%) and communications (30%), the study notes.

For benefits managers, making sure that all employees have access to benefits and programs that address their full well-being — and having the ability to communicate those programs and measure usage and impact — is critical in proving the value of wellness programs, Boyce notes.

“Today, businesses can and should be looking beyond wellness and health cost savings and evaluating employee well-being programs in the context of the larger cultural and business value they deliver, such as increased employee engagement and retention, reduced safety incidents, decreased absenteeism and higher business productivity,” he adds.

In fact, a large majority of HR leaders view workplace culture as an important part of furthering employee well-being. Eighty percent have programs in place or plan to implement programs aimed at improving culture at the office.

Beginner organizations can jump-start their well-being initiatives by offering well-being programs, experiences and activities that engage all employees, not just a few, Boyce suggests. Social connections and team support are critical in building — and sustaining — cultures of well-being, so the more actively involved employees are in the program, the more successful it will be in driving the changes and outcomes that matter for individuals and organizations.

“As organizations continue to focus on individual well-being as a positive driver of company culture, they are going to see happier, healthier, more engaged employees and better business results, across the board,” he says. “That’s just good business sense.”

The best way to implement a robust program that meets the individual needs of employees —while simplifying management and communication for employers — is to find a well-being vendor that has a hub embedded with their solution, Boyce says.

A hub that provides a one-stop-shop experience by connecting all relevant programs into a single space allows employees to access all their resources in one interface while driving participation and usage. With the right well-being and benefits hub, employers will be able to integrate a broad range of HR and benefits programs and promote them to relevant employees and populations.

“Imagine being able to suggest your financial planning program to employees that are new to the workforce, physical activity programs to those who are most sedentary, and mindfulness programs to departments in the throes of their busy season,” Boyce says. “Simplification, employee engagement and personalization are key to building a robust well-being program.”

See the original article Here.

Source:

Otto N. (2017 January 27). Employers prioritizing employee well-being [Web blog post]. Retrieved from address http://www.employeebenefitadviser.com/news/employers-prioritizing-employee-well-being?brief=00000152-1443-d1cc-a5fa-7cfba3c60000


3 reasons benefits are a game-changer for attracting talent

Helpful tips from Employee Benefit Adviser about attracting new talent by Aldor Delp

Unemployment is hovering around 5%, November marked 73 continuous months of job gains and wage growth is picking up. All indications seem to suggest that employers have positions to fill, which may also mean that workers now have leverage, confidence and options. This is good news for job candidates. But for employers vying for fresh talent, it means the attributes of a company need to be that much more enticing. It also makes me think that a comprehensive benefits package may tip the scales for a candidate who’s considering multiple offers. To put it simply: Benefits can be the game changer.

It’s true that a traditional comprehensive benefit package has always been a successful recruitment element for companies. But given the wider array of benefits employers now can offer, today’s companies can use those elements to differentiate themselves from the competition.

From an employer’s perspective, competitive benefits don’t just help with recruitment but can also bolster retention. While strong benefit packages can potentially become expensive depending on the options they include, replacing an employee can be potentially even more costly and time consuming if a company experiences regular churn. With an investment in more appealing benefits packages, an employer may be able to mitigate the cost, time and effort of turnover and recruitment.

While healthy, stocked kitchens, nap areas and ping pong tables are perks that now reach far beyond the tech industry, many companies are building up three additional benefits areas that can truly change the game.

1) Financial wellness programs. Given the recent recession, retirement still is a growing concern for many American workers. A recent study showed that over the past 12 months, 38% of workers considered delaying retirement beyond the original age they intended and 52% said they will delay retirement because they “need to save more.” When these financial worries make their way into the workplace, employers should take notice. Consider a study from PricewaterhouseCoopers that showed that employees spend an average of three hours a week at work dealing with their finances. That’s fairly significant.

By offering financial wellness programs, employers can combat this anxiety and increase efficiency, while providing a sought-after benefit that many companies aren’t yet offering. Ninety-two percent of employer-respondents in another ADP study confirmed interest in providing their workforce with information about retirement planning basics, and 84% said the same of retirement income planning. Even if employers would like to provide these programs, few offer them, citing several existing challenges that stand in the way, such as a need to focus on other aspects of their business (27%) or not enough resources (15%). Providing financial wellness programs can be an added reward that may help a potential employee lean in your favor.

2) Strong internal training. Providing employees with training and development opportunities can promote retention and commitment. Regardless of the number of opportunities for career development, you can still help employees refine skills and increase knowledge that will serve them in the future. American workers want to learn to hone their skills. In fact, 84% of Americans are excited to use technology to learn in real-time, according to ADP’s Evolution of Work study. This is a benefit that not only can provide employee enrichment, it can also strengthen the talent pipeline to management positions.

However, internal training programs are not what they used to be. According to ADP’s recent report, Strategic Drift: How HR Plans for Change, corporate training budgets fell by 20% between 2000 and 2008. Seventy-six percent of executives see the market for skilled employees tightening and 75% expect high turnover among millennials. Reduced corporate training budgets have perpetuated a cycle of high employee turnover. So, if your organization has strong training programs, it’s likely to stand out from competitors. It may be worth considering internal and external training opportunities, mentoring, job shadowing, cross-training and professional development classes.

3) Workplace flexibility. Be open to the idea that it may be more feasible for some workers to telecommute and work from home for a portion of the week. Workplace flexibility is attractive for many employees and it can help reduce the number of unscheduled absences. Flexible work arrangements — such as the option to work from home, alternative start and stop times, compressed work weeks, or Summer Fridays — can help encourage workers to use their time more efficiently, and underscore a corporate culture that stresses balance, mindfulness and trust.

As job candidates and existing employees take a more holistic view of their benefits, relevant, supportive and flexible programs can be the game changer for them. The right mix of direct compensation and indirect benefits may be the difference between onboarding that “dream” candidate, retaining a top performer, or elongating the search for that precious needle in the talent haystack.

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Source:

Delp A. (2016 December 12). 3 reasons benefits are a game-changer for attracting talent[Web blog post]. Retrieved from address http://www.employeebenefitadviser.com/opinion/3-reasons-benefits-are-a-game-changer-for-attracting-talent