Four shifts that have the potential to become norms in 2021.
By Sabrina Williams
2020 was an extremely challenging year for the HR industry. From rapidly adjusting and supporting employees through the transition to remote work to responding to country-wide calls for diversity, equity, and inclusion (DEI) in the workplace as police brutality and the resulting protests took center stage over the summer, HR departments have had to step up and completely re-envision the futures of their organizations.
Facing unique circumstances, employers are offering additional support to retain female employees.
By Marta Chmielowicz
The events of 2020 have been challenging for most, with lockdowns, school closures, and the switch to remote blurring the boundaries between work and home like never before. Women in particular have been impacted, often responsible for shouldering a large share of childcare, household labor, and homeschooling on top of a full day of work.
A look at the projected 2021 forecast for key HR service market segments.
By Pete Tiliakos, Liz Rennie, and Nikki Edwards
Each year, NelsonHall takes a look at the activity of the HR services market to compile the top trends and predict a future outlook for the coming year. 2020 was a year like no other and COVID-19 has had a large impact on all business processes.
How You Can Get Ahead of the Curve
By Sanjiv Anand, President and Chief Executive Officer at bswift, a CVS Health Company
As 2021 approaches and operating virtually becomes increasingly prevalent, there are several trends that have been accelerated by the COVID-19 pandemic which we expect to continue to reshape the HR, benefits and consumer experience spaces over the next year. Here are a few we recommend employers and HR professionals consider when developing their benefits strategy to enhance the employee experience.
Strategies to keep corporate giving and volunteerism a business imperative in a virtual environment.
By Angela Harrell
Over the past year, the ramifications of COVID-19 have forced people across the U.S. into a new way of living. Even now that the first wave of the pandemic has ebbed, there are local communities that continue to suffer in unimaginable ways. In response, mid- to large-sized companies are bolstering their corporate giving efforts to aid their communities’ revival.
By Mike Glantz, Executive Vice President at bswift
The employee experience is being permanently reshaped by the pandemic. Employee benefits and enrollment engagement was already a challenge prior to the pandemic, with Aflac reporting that 93 percent of employees just enroll in the same benefits each year and more than half spend less than 30 minutes researching their options. Now, with limitations like remote work and shifting priorities, this challenge will likely become more confounding. With open enrollment approaching, you want to ensure your benefits strategy will stand the test of time. By making thoughtful adjustments and partnering with trusted vendors, you can ensure your strategy will not only thrive in the current environment, but also be flexible enough to adapt to evolving conditions in the future.
Annual benefits enrollment must undergo a shift to effectively embrace a work-from-home environment.
By Karen Frost and Kristie Marshiano
Annual enrollment is quickly approaching, and with nationwide shutdowns being reinstated and most of the workforce at home, it’s no surprise that this year’s enrollment will look different than usual. COVID-19 has caused a shift in employer plans and priorities, triggering many to reevaluate their approach to ensure it can be executed successfully in a time when most everything requires virtual or socially distanced settings.
New research finds an increase in the desire and delivery of financial well-being benefits.
By Tom Kelly
In this pandemic economy, corporate budgets are being squeezed. But the need to provide both competitive benefit programs and cost-effective solutions is more important than ever. In response to COVID-19, many employers are looking to add benefits that can support emerging employee needs or fill gaps in current offerings.
COVID-19 has brought a new perspective to paid family and medical leave.
By Jamie Kalamarides
Eleven years ago, America began its slow but steady recovery from the Great Recession. By 2018, the economy was on track to surpass the 1991–2001 boom as the longest on record. 2020 began with an unemployment rate of 3.6 percent, and on January 31, the CDC’s total number of reported novel coronavirus infections in the U.S. stood at two. Three months later, unemployment had skyrocketed to 14.7 percent, 23.1 million Americans were out of work, and reported cases of coronavirus in the U.S. had risen to 1.5 million.
New research shows the advantages of offering well-being benefits to the multigenerational workforce.
By Wendy Edgar
The rise of the multigenerational workforce brings a variety of opportunities for organizations and employees alike, especially when it comes to benefits offerings. What’s more, amid the current COVID-19 pandemic, people are looking to their companies for tools and resources to support their lives both inside and outside of work.
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