Protect the investment you make in your employees by expanding your definition of risk.
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Explore how investing in an engaged workforce through research, communication and a common vision will help your organization compete as a destination employer.
Gain insights into how HR could be expected to support their organization’s response during a crisis, including: crisis management activities for HR leaders, employee communications options and suggestions for helping employees protect their families and assist with basic personal needs.
How can employers build and sustain peak performance by attracting and engaging employees as a destination employer? Take a peek into expert insight backed by data from over 4,000 organizations.
How can employers continue to provide cost-effective and valuable medical employee benefits? Take a peek into expert insight backed by data from over 4,000 organizations.
How can employers address the health of the “whole employee” as a fundamental element of an integrated, comprehensive benefits and compensation strategy? Take a peek into expert insight backed by data from over 4,000 organizations.
With challenges like changing workforce demographics, regulatory complexity and a competitive labor market, the path to peak organizational performance might not be clear. Let data and insights from over 4,000 organizations help guide your ascent.
Staying on top of benefits and human resource changes takes endurance. The Executive Summary of the 2017 Benefits Strategy & Benchmarking Survey provides data and insights that help steadily guide you along the path to peak performance.
In this CompDoctor article, Jim Fox and Bruce Lawson answer the following question about the importance of using minimum requirements in job descriptions: We are completing a comprehensive job classification study and are in the process of drafting new job descriptions and class specifications for each job in the new structure. When we discuss the process with our department heads and employee representatives, we meet some resistance to the minimum qualifications we have proposed. The general reaction is that our minimum qualifications are too low, which leads to concerns that we will end up getting unqualified applicants. Employee comments are focused on the fact that they had to have higher qualifications when they were hired, and they want to know why we are dumbing down the requirements. Can you share some insights as to what the minimum qualifications are designed to do and why they are important?
Having completed review of public comments to proposed regulations, on July 19, 2017, New York State (NYS) released its final regulations for implementation of the Paid Family Leave (PFL) law which goes into effect on January 1, 2018. Core information in the proposed regulations (released in February and May) did not change. The final regulations provide additional guidance to employers, insurance carriers, and employees about the leave’s benefits and procedures. With a five month window prior to the effective date, all parties should have sufficient time to prepare for the start of PFL on January 1, 2018. Employers with one or more employees are required to comply with PFL. Out of state employers with employees in New York State are also subject to the law for their New York employees. Read our Summary of Final Regulations to understand how this law affects your organization and employees.