Gig economy workers seek relocation opportunities, but job classification challenges and local regulations remain a barrier.
By Mary Stoik Dymond
The rising trend of professional gig work is shifting the boundaries on the permanent, full-time employment norm. In fact, some analysts are even predicting that more than half of workers will be contractors or gig workers in the near future, reports Nation1099. The composition of workplace talent is nearing a tipping point, and the global gig economy is only poised to grow.
Leatham Green shares his insights about the benefits of a mindful, holistic wellness approach to employee health and productivity.
By Marta Chmielowicz
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?
In order to remain competitive, organizations need to build strategy around their pay practices.
By Wendy Brown
2017 was a year of transformation for compensation practices. More and more states banned the salary history question, pay equity laws became more prevalent, and major tax reform bills threw payroll into disarray. With the unemployment rate at historic lows, employees gained many more options when it came to employment opportunities.
Companies are adopting volunteer programs to attract and retain younger workers.
By Marta Chmielowicz
Every day, people become more conscious of their impact on the world and how they can shape it in their personal lives. Faced with global economic, political, and social instability and disruption, the millennial generation in particular is turning its attention to social causes that benefit the greater good. Whether it’s by supporting altruistic brands like TOMS or contributing to non-profit fundraising efforts on Facebook, it’s clear that young people today want to be socially responsible.
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