CHRO Kevin Silva has built a human capital blueprint that provides a sense of inclusion, purpose, and opportunities to grow. The result? A 95 percent retention rate of accelerated talent.
By Debbie Bolla
Research from LinkedIn finds that today’s workers feel most engaged when they are challenged and personally connected to their work. Voya Financial is one organization that is providing that type of environment. CHRO Kevin Silva has helped build a culture that is based on the philosophy that the sum of all the parts is stronger than the individual parts. In fact, the phrase “we are the we” is one of the organization’s corporate values.
Five steps organisations can take to promote employee physical and mental health in the workplace.
By Ayana Collins and Leigh Jose
Mental health—not a common topic of discussion in the office, but when nearly 450 million people across the globe live with mental illnesses, according to the World Health Organisation (WHO), self-care benefits and support should become a focus of employer-provided programmes.
Aflac’s CHRO Matthew Owenby explains why a customized approach to HR drives an 87 percent employee engagement rate.
By Debbie Bolla
“Most companies don’t want to customize HR, but if you want employees to feel cared for, it’s a must.” This is the philosophy behind CHRO Matthew Owenby’s unique approach to HR for Aflac. Whether it’s providing easy access to on-site healthcare services to overcome rising benefits costs or giving employees the platform to share feedback that often gets incorporated into the business strategy, the insurance provider understands the impact of employee-driven initiatives. Simply put: People are core to their success.
Payroll complexity remains a major challenge for multinational companies expanding into new international markets.
By Marta Chmielowicz
Payroll today is about much more than just paying employees. It is about ensuring that their personal data remains secure while navigating ever-shifting legislation and privacy regulations, unstandardized solutions, changes in workforce structures, and rapidly advancing technologies. And when international operations are added into the mix, the complexity of payroll can seem even more overwhelming. In fact, according to NGA Human Resources’ 2017 Global Payroll Complexity Index, the only constant in global payroll is constant change.
Recent research shows the payroll market continues to grow, driven by technology and global reach.
By Gary Bragar
NelsonHall’s most recent Payroll Market Analysis shows the global payroll services market is estimated at $18.1 billon with a 4.1 percent annual growth rate. The multi-country payroll market is growing at nearly two times the rate of the overall market, representing nearly 17 percent of total standalone payroll service revenues.
Today’s wellness programs benefit both employees and organizations alike.
By Lynn Herrick
HR executives understand the biggest asset to any company is its people. And the biggest asset to employees? Their health and well-being. Nowadays, employees are placing even greater value on taking care of their mental and physical health, which is why it makes good business sense for organizations to ensure that employee wellness is a top business priority. The numbers don’t lie: A study from Willis Towers Watson found that a healthy, happy workforce can reduce overall business costs by more than $1,600 per employee, driven by a decreased need for taking time off for injuries or unplanned sickness. On the other hand, not having a workplace wellness program can be incredibly costly considering the potential risk for high turnover, employee absenteeism, and decreased employee morale.
Customizable benefits are key to engaging, retaining, and motivating millennial employees.
By Bradd Chignoli
Millennials have become the largest generation in the labor force, making up more than one-third of the total workforce, according to a Pew Research Center analysis of U.S. Census Bureau data. As a result, organizations are striving to understand and meet the needs of this diverse demographic. And this is just one generation. Today’s workforce spans four—soon to be five—generations, and is comprised of various demographic and socio-economic backgrounds. So, it’s more important than ever that organizations’ benefit options are just as diverse and are designed to meet each employee’s individual goals and needs. How can this be accomplished?
The EMEA region calls for special considerations when managing relocation.
By Jonathan Langueneur
As the world becomes more globalised, cross-border transfers are becoming more common. Permanent relocations can be a win-win for both organisations and employees alike; they can help companies achieve talent and workforce management goals whilst offering workers personal and professional development. They are also an effective way for companies to develop or retain talent, especially in the EMEA region where employees have greater freedom to move across borders.
Expanded benefits offerings are helping organizations retain top performers.
By Tim Weber
What does a well-integrated benefits program look like these days? Nothing like yesterday’s. Between healthcare cost pressures and regulatory uncertainties, organizations have to contend with not only a volatile benefits marketplace, but also the rising expectations and individual needs of the workforce. Partnering core health benefits with a robust voluntary benefits program can help employers solve these challenges.
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