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8
Dated: 10-01-2014
Companies around the world have realized that implementing a tuition program has various organizational benefits and serve many diverse functions. In fact, approximately 71% of companies have some form of tuition assistance program, according to a 2012 Bersin & Associations Tuition Assistance study. A significant drop from their 2008 study showing approximately 85% of companies offered some type of tuition assistance. Often, companies have set up their tuition program to serve as a standard benefit offering - an entitlement, so to speak. However, forward thinking companies are becoming more strategic with their tuition assistance programs, and are using them to assist in meeting other organizational goals and objectives. Specific needs are varied in nature, depending on the current focus of the organization. Examples could include:
• Attracting and retaining certain types of talent
• Developing employees for succession planning and other growth opportunities
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8
Dated: 10-01-2014
With 24/7 access to nutritionally depleted, technologically created, chemically treated ‘food’, many of us are taking in thousands of calories that do little to sustain us, let alone nourish and encourage us to thrive. With so many of us existing this way today, is it any wonder why we struggle with our weight and health?
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8
Dated: 06-19-2015
In a rapidly changing economy, organizations may have to reduce the size of full-time workforce. Corporate downsizing and the widespread effects of this organizational change are common place today. Most companies, however, do little to prepare their employees or help survivors deal with their attitude and emotions following the cutback.
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8
Dated: 10-01-2014
A landmark 20 year study conducted by the University of London concluded that unmanaged reactions to stress were a more dangerous risk factor for cancer and heart disease than either cigarette smoking or high cholesterol foods.
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8
Dated: 10-21-2014
Within the HR industry, employee assistance programs (EAP) are praised as tools to help increase productivity, strengthen engagement and decrease absenteeism. Among employees, however, the term EAP is often met with blank stares and confused looks. Research conducted by Business Insurance discovered that only three per cent of employees used their employer’s EAP services in 2012. This statistic is one that should raise concern among HR professionals. Without proper awareness and implementation, EAPs cannot fulfill their complete potential. However, by avoiding four common mistakes, you can maximize the effectiveness of your employee assistance program.
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8
Dated: 10-01-2014
For employers seeking to better manage health care costs and benefits, the journey continues — from employer ‘paternalism’ and centralized control to employee engagement and ownership of health insurance and employee benefits. In our fifth annual study, the 2014 bswift Benefits Study, we identify trends and provide insight into how organizations are using wellness initiatives, consumerism and technology to shift responsibility for benefits decision-making and management from employer to employee.
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8
Dated: 10-01-2014
For most Australians, it is extremely comforting to know that no matter what happens, our emergency services organizations are always going to be there to help. No matter if it’s police, ambulance or fire; we all rest well at night, safe in the knowledge that a phone call can summon support to attend to us in our direst need.
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8
Dated: 10-01-2014
By now, human resources professionals are well aware of all the benefits that wellness programs provide. From reduced medical costs and lowered absenteeism rates to enhanced productivity; corporate wellness programs improve health and retention. However, too often HR is left to its own devices when it comes to providing the right incentives which make wellness truly appealing and thus, more likely to get adopted by the company. HR departments may simply be tasked with engaging their employees. “Make it happen!” That may sound good, but a forceful rallying cry alone won’t overcome hurdles to establishing a great in-house program. So what are the right incentives? How do you “make it happen”? Well, actually, this is the fun part and I will share some things with you from my experience at TourWellness where we specialize in working with companies to incentivize and engage their employees.
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8
Dated: 10-01-2014
All companies like to think their staff enjoy their jobs, want to contribute to its success, help boost profits and are excellent representatives inside and outside of the workplace. In reality, this just isn’t the case.
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8
Dated: 09-18-2014
Chances are, your organization has felt some of this pain and has had to make some difficult business decisions to manage these costs. You are not alone. Nearly half of the employers surveyed by Aflac for their Aflac Workforce Report listed cost containment, including healthcare insurance costs, as their top business issue. This is an increase from 28% in 2011.
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