For small-to-midsize organizations, it can be incredibly challenging to design pay plans that are robust enough to attract the right workforce to support your business strategy at an affordable price. However, the right research and preparation will help ensure your compensation strategy is in step with your industry in spite of your budget constraints.
For employers planning to dust off last year’s process for this next enrollment period, stop! If you haven’t made changes, then you’re likely behind the curve.
Inclusion and diversity are an integral part of the Talent Experience
As organizations seek to develop sustainable human capital management practices, they must understand the importance of what we call the “Talent Experience.”
From agile teams to the gig economy, flexibility underpins our new ways of working. In order for Total Rewards to support today’s evolving work ecosystem, programs must flex not only with changing business needs but also with the shifting expectations – especially regarding choice – of a diverse, multi-generational workforce.
Rethinking Total Rewards in this way will help unlock the full potential of employees and shape a better Total Rewards experience.
Many organizations are struggling to attract digital talent. New approaches to total rewards are needed.
In this Digital Age, many organizations, ranging from large multi-nationals to small mid-sized companies, are facing the need for digital talent to transform their business and drive business results. Many organizations have already started to think about their digital strategy, and the impact on business issues including their products, their use of data and their customers’ experience. However, many organizations are less certain about how to manage the HR aspects of their digital transformation.
Does your HR Portal spark joy? You might have read that title and then read it again to make sure you saw that correctly. And then you may have wondered what kind of crazy question is that? It’s not often that you see the words HR and spark joy in the same sentence.
When considering health and benefits strategies for this year, cost containment will be a top priority for employers. Employers face unique challenges when it comes to addressing the health and wellness of their workforce, with employees grappling with health care costs that are rising faster than wages are increasing. It’s critical for employers to ensure they’re tuned in to the health care needs of their workforce so they can be strategic about their investment in health care benefits while maximizing the chances of employee engagement with health and wellness initiatives.
Shifting skillsets and new diverse workplaces create an environment whereby employers need to make some changes in order to remain competitive in attracting and retaining key talent.
One such HR Program that continues to evolve and require attention is that of performance management. According to our 2017-2018 Global Future for Work study, breakthrough approaches were identified to meet the evolving workplace – they included, leadership development, organizational structure and effective performance management all of which remain critical to engaging talent.
You’ve seen the headlines, as one notable man after another has a disgraceful fall from power after many women have bravely come forward with their stories. Beyond the scandals involving Weinstein, Lauer, Moonves, and hundreds of other high profile individuals, today’s workplace environment has seen a significant surge in focus and awareness of sexual harassment. The effects of the #MeToo movement and the Time’s Up Initiative have sparked hundreds of accusations against (mostly) men in power. According to a CNN/Time Survey, 70% of Americans classify sexual harassment as a “very serious problem” compared to 1998 when only 36% of Americans did.