Read HR Consultant Heather Kaiser’s review of Mel Robbins’ bestselling book, The 5-Second Rule. Robbins will be our keynote speaker at the Leaders Forum on April 23-25.
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Investors are starting to warm to the possibilities of tax-advantaged, socially impactful real estate investments through the Opportunity Zone program.
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Employers who have dealt with these three laws know that compliance requires ongoing intentional effort.
Highlights include credit unions targeted in a spear phishing campaign, email fraud on the rise, U.S. companies targeted through LinkedIn, and more.
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Companies are popping up and offering free human resources and benefits software in exchange for being the agent of record for your benefits programs. However, when your benefits company is solely technology based, you lack customized support, industry knowledge, valued services and personalized local service. Consider the following facts before making a hasty decision about free benefits and HR software.
What upsets a business owner or executive more than receiving zero ROI for an expensive technology resource, which eventually becomes neglected and forgotten? I can think of one thing for sure: wasting even more time and financial resources on the same problem. Some employers are needlessly reviewing, selecting, purchasing, implementing and training the entire company on technologies to meet needs that could have been met by existing solutions or partners.
Outgrowing your HR technology can be a stressful and destructive problem. Many employers, especially larger ones, are still weighed down by custom-designed legacy HR systems. Small to mid-sized organizations are typically more nimble but may have less internal resources to devote to change. Here are four consequences of ignoring the essential HR technology trends.
A recent study by enrollment firm Univers highlights the potential payoff of dedicating time and resources to effective benefits communication and enrollment processes. Employers surveyed felt more than 8 in 10 employees viewed the company’s benefits plan above average when they did two things well:
Health plan benchmarking is an essential part of your strategic plan, for two important reasons:
What are some of the critical decisions you must make when designing your organization’s health plan?
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