Business Management & Strategy | HRIS
The past two years have been dominated by conversations about Generative AI and its potential impact on the workplace. Would it spark a productivity revolution? Or would it lead to humans becoming obsolete? So far, the answer seems to be... neither.
Health benefits are one of the most sensitive parts of the employer-employee relationship. A great health plan gives people a sense of safety, and often includes their closest loved ones. Whenever there’s a major change, employees’ first thoughts are often, “What will happen to my health benefits?” Health-related benefits are expensive to provide—and they’re only getting more expensive. Leaders often find themselves in a difficult situation, trying to manage costs while also protecting a positive employee experience. A recent report by Aon identified “managing healthcare costs” as the top priority for employers in 2024. It’s easy to see why, as costs are expected to increase by 6.5% this year.
Taking on a large initiative like a Human Resource Information System (HRIS) system selection and/or implementation can be daunting to many businesses. Fear of the unknown, the heavy lift of the project, and thinking about what can go wrong can keep employers from tackling this important initiative.
Good HR software allows small teams to achieve big things. The current generation of sophisticated HRIS tools enables you to manage payroll and benefits, streamline recruitment, and track employee engagement—all while gathering vital analytics data.
Like most of us, you probably hope or expect your children will take care of you when you are no longer self-sufficient. Unfortunately, most children will NOT take care of their parents. Eye opener, right?
Total Rewards | Risk Management
Unlimited sick leave policies are gaining popularity as a great addition to an organization's total rewards package. However, most employers tend to not implement the policies because of the risk factors. Yes, you might have that occasional employee who abuses the policy, but that can be managed. What I find most of my clients are worried about, is when an employee goes out on extended medical leave, causing them to become responsible for paying their full salary while they are out.
