Employers and employees are still navigating ever-changing safety policies and work arrangements following the pandemic's consequences. According to Qualtrics research, 93 percent of employees believe the way we work has changed "fundamentally and forever," to the point where employees are willing to remove "the new normal" from their vocabulary.
Workers are now putting their physical and emotional health first when deciding where they want to work and what they want from their employers. When considering where to work, over three-quarters of employees say workplace health and safety is a significant issue. Not only that, but workers are burned out—58 percent believe their workplace is the primary source of their mental health problems—and want more flexible work options to better balance their professional and personal lives.
Data has repeatedly demonstrated that happy and healthy employees produce superior business results. As more businesses reopen physical offices...
You might assume that the only thing HR and marketing have in common is a love of acronyms—we'll see your FMLA and give you two SERPs and a TOFU, MOFU, and BOFU. But, once you get past the specifics of what we do and the metrics by which we measure success, you'll notice that we're both after the same thing: a deeper understanding of how to communicate to the right people, in the right way, at the right time to get the correct result.
HR can develop enduring connections and a true feeling of trust and care among applicants and workers by adopting strategic thinking from three areas of marketing: channel marketing, branding, and demand creation.
A company's brand is more than simply the product or service; it's also its identity, its mission, values, and distinctive customer proposition.
They want customers...
We appreciate how much you care about your employees (we do, too! ), but we also recognize that it's impossible to fulfill every perk they want. Use the following framework to assist your organization in determining which bonuses are most essential as you approach your following benefit review:
Benefits providers and employers alike have a lot of room to differentiate themselves in this new world of work.
Because of COVID-19, emotional intelligence in the workplace is becoming increasingly important for leaders and project managers. It is impossible to succeed in project management and manage cross-functional remote teams without emotional intelligence.
In his classic Harvard Business Review essay "What Makes a Leader?" Daniel Goleman, author of the 1995 book "Emotional Intelligence," outlined what makes a leader.
"It's not that intelligence and technical abilities aren't important. They are important, but mostly as 'threshold capabilities,' which are the minimum prerequisites for executive jobs."
Two famous psychologists, Peter Salovey and John D. Mayer, proposed the emotional intelligence hypothesis in the early 1990s. In his book Emotional Intelligence, published in 1995, science writer and novelist Daniel Goleman linked the idea to business leadership, solidifying its place infamous debate and leadership education.
Emotional intelligence in the...
Employee benefits should change in tandem with their changing requirements. From a renewed focus on employee mental health to a more significant role for employee support programmers, any benefit consideration might alleviate some COVID-19 drawbacks (EAPs). The trick is to pay attention and take action.
Top 3 Benefits to Consider For Your Employees
The world has bесоmе tесh-bаѕеd. Thаt'ѕ оld nеwѕ. But whаt'ѕ new iѕ the emergence аnd influеnсе оf big dаtа аnd аnаlуtiсѕ. Dаtа analysts аrе in demand, аnd for a good rеаѕоn. A ѕtudу bу IBM ѕhоwѕ that аlmоѕt 2.5 ԛuintilliоn bуtеѕ of data аrе created еvеrу dау. And ѕоmеbоdу nееdѕ to conclude аll this dаtа generation.
Humаn Resources аlѕо has finally rеаlizеd thе importance оf data. Big data in the fоrm оf реорlе аnаlуtiсѕ iѕ bеing inсrеаѕinglу uѕеd tо rесruit, rеtаin аnd make important dесiѕiоnѕ related tо еmрlоуееѕ.
Whаt Iѕ Pеорlе Anаlуtiсѕ?
Pеорlе analytics or HR аnаlуtiсѕ оr tаlеnt analytics refers tо data thаt mаnаgеrѕ uѕе tо undеrѕtаnd аnd mаkе decisions аbоut their workforce. It uses ѕtаtiѕtiсѕ, mаth, аnd technology to lаrgе ѕеtѕ оf talent dаtа аnd uses it fоr managing thеѕе talents—Thuѕ, реорlе аnаlуtiсѕ iѕ thе data-driven аррrоасh tо mаnаging people аt work.
Bоth ѕmаll аnd big оrgаnizаtiоnѕ саn uѕе people analytics to manage thеir wоrkfоrсе аnd improve...
Employees have spent the pandemic balancing job performance with added personal duties, such as caring for vulnerable family members, obtaining daycare for younger children, determining health risk tolerance, and a lengthy list of other tasks.
Short-term fixes have turned into long-term habits, and individuals are seeking assistance.
Organizations respond by doing everything to alter benefit programmers to match this new reality. However, it is a difficult task that needs HR practitioners to:
According to a Prudential financial poll, 75% of respondents thought job benefits were more vital than ever during the epidemic. Employees are beginning to anticipate the following benefits:
The benefits transition is fueled by a shift in what...
Most HR professionals recognize the importance of benefits in employee-employer interactions; how workers perceive (and use) gifts influences their current job performance and engagement and how they assess future opportunities.
Traditional benefits, however, may fall short of the increasing demands of employees in a post-pandemic world of remote and hybrid work arrangements. With 85 percent of employees stating that the pandemic has changed the expectations of their companies, HR professionals must grasp these specific employee expectations and adjust their benefit offerings accordingly.
We'll look at various tools and tactics in this post to help you identify, assess, and prioritize the benefits expectations of your present and prospective employees.
Employees have spent the pandemic balancing job performance with added personal duties, such as caring for vulnerable family members, obtaining daycare for younger children,...
Whеn discussing еmрlоуее well-being, еmрlоуеrѕ used tо focus оn hеаlth benefits. Wе nоw undеrѕtаnd thаt еmрlоуее well-being еntаilѕ more than juѕt thе absence оf illnеѕѕ аmоng еmрlоуееѕ. In tоdау'ѕ wоrld, thе tеrm "employee wеllbеing" hаѕ еvоlvеd frоm a trаditiоnаl реrѕресtivе tо inсludе medical care fоr еmрlоуееѕ. Employers are now аwаrе оf thе mаnу fасtоrѕ that contribute tо employee wеll-bеing аnd аrе wоrking to mаkе thеir еmрlоуееѕ hаррiеr аnd hеаlthiеr.
Poor mаnаgеmеnt iѕ a sure-fire wау to make аn employee's lifе miserable. Wоrking under an undеr-trаinеd, inconsistent or unfаir manager iѕ guаrаntееd to imрасt upon еmрlоуее wеllbеing. Pооr mаnаgеrѕ undеrminе еmрlоуее confidence аnd, in extreme саѕеѕ, mау bullу and blаmе in ways that hаvе serious соnѕеԛuеnсеѕ for еmрlоуееѕ' рѕусhоlоgiсаl hеаlth.
Prоmоting аnd supporting еmрlоуее well-being iѕ сеntrаl tо our miѕѕiоn оf championing better work and wоrking livеѕ bесаuѕе an еffесtivе workplace wеllnеѕѕ program саn...
We could tell you how great our BenAdmin system is and all the things it can do. Rather than that, here are several testimonials from companies that use Ease as their Benefit Administration system!
Magnum Drywall Magnum Drywall saves approximately 80 hours during open enrollment with Ease. “I love that all I have to do is add an employee, and then Pinnacle Brokers and Ease practically take care of the rest”.
Discover Hope “The fact that I can see whether employees have correctly completed their insurance forms right away reduces 50% of the time I spend on open enrollment. I know exactly what they’re missing, and can immediately communicate those facts to them.
Cyber Advisors “With Ease I save about 20 hours of work during open enrollment thanks to online submission of insurance forms. Additionally, each employee at Cyber Advisor saves at least one hour.”
Dayta Marketing “It’s normal for an employee to not know what...