For many employers, performance evaluations have become obsolete and for others they still exist, but only as a small part of a much grander process. Unfortunately, the annual performance evaluation by itself seldom provides any benefit, is often dreaded by managers and employees alike, and can be incredibly time consuming.
You take steps to protect your business from perils such as fire and theft. But how do you start to understand a risk that you cannot see and perhaps have never experienced?
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Our update for December highlights malware, data breaches, a bomb scare, and more.
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Know the essentials before deciding.
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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