Keeping up with a diverse workforce
Adults are staying in the workforce longer than ever before. According to the US Bureau of Labor Statistics, those between the age of 65 and 74 accounted for 20.4 percent of the workforce in 2002; this expanded to 26.8 percent in 2012. This group of older workers also had the largest increase relative to all other age groups over the decade. By 2022, the bureau predicts that 31.9 percent of workers will be within this range. At the same time, there is also an influx of younger employees entering the workforce.
My job as CLO is to help achieve my company’s business goals. The same is true of pretty much anyone working for an organization, whether they answer phones, sell products, develop new technologies, or oversee global mergers and acquisitions. When a company is well-run, every employee is able to map their daily tasks to one or more strategic business outcomes.
A new study shows concern over affordable healthcare during retirement.
By Sandy McCarthy
For all workers in different stages of their careers, the challenge of retirement adequacy is one that employers and employees face head on through their benefits strategies. Now more than ever, employees share more cost and make more informed choices for their health and wealth benefits. Mercer research shows that 70 percent of employees believe they are primarily responsible for ensuring an adequate and secure income in retirement.
Six ways organizations can ensure benefits programs are compliant with same-sex marriage laws.￼￼
By Sheryl Southwick
This past June, the U.S. Supreme Court ruled in Obergefell v. Hodges that state bans on same-sex marriage violate the 14th Amendment of the U.S. Constitution. As a result, all state laws must now allow same-sex couples to marry and recognize same-sex marriages that were legally performed in other states.
By The Editors
We know that the readers of HRO Today magazine turn to us as the go-to resource in the industry that delivesr trends, insights, and the top resources for all of their human resources operations and service needs. In our annual 2016 Resource Guide we aim to showcase providers and product vendors across 18 sectors of HR services.
Here you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration to multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.
We hope that our 2016 Resource Guide will serve you well as a starting point in your search for an appropriate vendor.
New approaches are shaping how organizations train employees.
By Gary Bragar
Findings from NelsonHall’s sixth global learning business process outsourcing (LBPO) market analysis show continued LBPO growth, at mid-high single digits across all regions, confirming that organizations are increasing their investments in learning programs. Talent is a main factor driving this growth, with today’s competitive climate making it increasingly difficult for organizations to attract, engage, and retain top performers. Investing in employees by providing them with the necessary means to develop is proving to be a beneficial strategy. In recent years, learning initiatives have demonstrated business value and solid ROI.
Effective ways organizations can encourage employees to bank for retirement.
By Jamie McInnes
Many Americans are working longer since they don’t have the financial security to retire as early as anticipated, finds a Gallup poll. There are several implications that come along with an aging workforce that can impact a company’s bottom line. More experienced and tenured workers require higher compensation costs. Plus, when an older employee choses not to retire, younger workers can’t transition into more senior roles. This may cause turnover since those top-performing younger candidates will seek employment elsewhere. All of these factors can impede promoting an inclusive and growth- oriented company culture.
Keys to building a roadmap for employee financial wellness.
By Kathy Hall
Financial stress is not a problem based on income. According to Price Waterhouse Coopers’ 2015 Employee Financial Wellness Survey, 22 percent of employees earning $100,000 or more find it difficult to make their minimum credit card payments on time each month. When employees can’t meet their financial needs or wants, it’s hard for them to keep their focus during the day and engagement suffers. According to the Society for Human Resource Management (SHRM), 83 percent of HR professionals indicated that personal financial challenges had a “large or some impact” on overall employee performance. Almost half indicated that an employee’s ability to focus on work (47 percent) and overall employee stress (46 percent) were the aspects of employee performance that were most negatively affected by personal financial challenges.
New thinking helps workers adapt to change
By Wendy Tan
With the speed of change sweeping through business environments, organisations increasingly need to adopt a more flexible mindset that empowers employees for career self-management. If accelerating skill development, and building the talent pipeline, is important, then this new mindset is critical.
How leveraging competency-based assessments can increase the chances of successful employees.
By Brad Zomick
Often chief learning officers and chief human resource officers use traditional methods—basic completion and quizzes and surveys—as the primary way to gauge success in analyzing a candidate’s fit when making hiring decisions or implementing learning initiatives. But competency-based assessments can demonstrate how the candidate functions in real-world scenarios. Outcomes include:
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