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Managing The Healthcare Crisis

Are you struggling to take control of your enterprise healthcare spend? If so, you’re not alone. In this report from Forrester Consulting, you’ll learn why leading U.S. companies rank healthcare cost management a top priority for 2015 and discover the innovative new solutions they’re adopting to help solve the healthcare crisis.  


Reinventing Employee Behavioral Health

Each year, U.S. employers give up more than $100 billion in lost productivity from employees experiencing behavioral health disorders.  Fortunately, new technologies are improving employee access to treatment and enabling companies to optimize their healthcare investments.  In this paper we explore just how big the behavioral healthcare problem is and the new solutions forward-thinking companies are adopting to address it. 


How to Calculate the Return on Investment of an HRMS System

How do you justify an investment in HRMS? This step-by-step guide takes you through a series of cost questions then provides the formulas to arrive at an estimated savings. If you haven't already used the interactive HRMS ROI calculator, you'll find a link to that smart tool as well.


The Ultimate Guide to HRMS: Everything You Need to Know

Discover new ways to leverage technology to manage and report employee data for better business decisions.

Are you managing organization and employee data effectively? This guide provides the information needed to improve how companies manage and track employee data to ensure organizations have streamlined processes, remain compliant, and are up to the data challenges arising in a Big Data world. You’ll learn:

• How HRMS can impact an organization

• Measuring ROI

• Tips to leverage technology

• Case studies -- real-world examples of companies taking HRMS to the next level


5 ways to avoid the engagement abyss

According to Gallup, highly-engaged companies have 44% higher operating margins. This probably comes as no surprise. We all know engagement is good for the bottom line. But how can you translate that into higher engagement at your company? We’ve put together a white paper with some stats and advice to help you increase your employee engagement and raise the bar on organizational excellence. Download this whitepaper and learn:

• Why engagement matters so much

• 5 key elements for higher engagement

• How to create an organization that lets engagement flourish Get started building top-quadrant engagement for your company.


Culture as a Competitive Differentiator

The right culture, focused on the nurturing the relationships that matter within organizations, can mean the difference between success and failure—not just to HR but to the business. In this 2015 report, drawn from the SHRM/Globoforce Recognition Survey, more than 800 HR leaders and practitioners share their perspectives on the challenges and innovations that are transforming today’s corporate cultures. Download this report and learn:

• How values-based recognition is moving the needle for company culture.

• What are the biggest challenges facing today’s HR professionals.

• How organizations are building a more human workplace.


The science of happiness

How to Build a Killer Culture in Your Company According to studies, happy employees are 98% more likely to identify with company values and goals. But how can you build a culture of happiness at your company? We’ve put together a white paper with some stats and advice to help you sow the seeds of happiness and build a great company culture. What you’ll learn:

• The secret sauce of company culture

• How to cultivate a happy workforce

• 5 ways to build alignment, positivity and progress in your company

Get started building a culture of happiness in your company.


The Current and Future State of Corporate Learning Modalities

In April 2015, we asked L&D professionals about their success stories and challenges, relating to a variety of learning modalities. We discovered some interesting findings from our 400+ survey respondents, including:

  • Which learning modalities are favored over others.
  • Reasons why certain modalities have not been adopted.
  • Primary use cases for the nine most popular learning modalities.
  • Learning modalities organizations plan to adopt in the future.
  • The measures companies employ when adopting a new learning modality.
  • Which modalities provide the best knowledge transfer, learner engagement, and accessibility.
  • Common learning modality challenges.

Discover the Four Key Components of a Successful Affirmative Action Program

If you are a government contractor or sub-contractor, each year you are required by the OFCCP to prepare annual Affirmative Action Plans for your company. However, these plans are just one piece of the puzzle when it comes to compliance. By going beyond your Affirmative Action Plan and taking a deeper look into the essential components of a successful and complete Affirmative Action Program, you can leverage your plan as a strategic asset for your business goals, while also decreasing your risk of noncompliance with the OFCCP. Download this guide to the four key components of a successful Affirmative Action Program today.


Building a Stronger Succession Plan

Succession planning is a critical component of business strategy. Without succession plans for critical roles in place, it can be near impossible to execute the plans you have for the future of your organization. Still, formulating an effective succession plan for high performers and critical roles can be a challenge. Many large organizations must cull data from multiple, disparate data sources – and that’s just to identify critical roles. Download this executive brief as your first step toward overcoming potential succession planning challenges and reaching your organization’s goals.


Wearable Devices: The Future of Employee Productivity

Employers looking for more precise ways to measure productivity can outfit their employees with wearable technological devices—similar to those currently worn by fitness enthusiasts—that measure brain activity, record movement and even monitor posture. While developing a more productive, engaged and innovative workforce is a fundamental function of human resources, maintaining employee privacy and complying with local, state and federal employee privacy restrictions is equally important.

This Bloomberg BNA white paper offers employers insight into how wearable technology will impact the workplace and examines how these devices offer both solutions and raise questions for human resources.


Dodd-Frank: The Current State of Executive Compensation

Dodd-Frank puts spotlight on executive compensation. Controversy has been growing for many years over the growing disparity between the pay levels of top corporate executives and those of most of their employees.

This Bloomberg BNA white paper examines what new regulations are on the way, precisely how such leading corporations as The Coca-Cola Company have changed their practices, and what top consultants on the matter advise their clients to do in light of their expectations of further regulatory and shareholder developments.


Pregnant Workers: Best Practices to Stay Legally Compliant

The Pregnancy Discrimination Act (PDA) was passed to protect pregnant women from discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, such as leave and health insurance or any other term or condition of employment.

This Bloomberg BNA report covers the landscape of pregnancy discrimination today, including current cases, and how employers can best accommodate pregnant employees while ensuring productivity and business continuity.


From messengers to compensation ambassadors

In this study, we sought to understand how managers' communications skills impact employees' perceptions of their pay. We also explored the role HR plays in developing these skills for managers, especially through compensation communication and training initiatives.


Compensation Requires Commitment

Employee compensation is often the single largest line item in a company's budget. Yet, many organizations still lack the proper tools to administrate compensation decisions and set strategies. This report discusses how to get the most from your compensation efforts.


Dynamic content

What is dynamic content? What role does dynamic content play in developing more effective strategies to tackle performance problems in organizations? This paper answers these two basic questions and offers insights into the way a learning content management system can improve individual, group and organizational performance.


Implementing an LCMS across the Enterprise

The report outlines the impact of an LCMS on an organization: moving to one where sharing knowledge is powerful. It highlights the changes that will occur when it is employed at the enterprise level and the benefits it brings when used to connect people inside & outside of an organization.


An Employer's Guide to Employee Engagement

Take a deep dive into the trending and widely debated topic of employee engagement. This guide, written by Dr. Stephen Wendel, sheds light on the most frequently asked questions about employee engagement and cites the proven research that is known about the topic. It covers:

  • The different definitions of employee engagement
  • Why it’s important
  • The best strategies for measuring engagement
  • Tips for improving engagement

An Employer's Guide to: Financial Wellness

Financial Wellness programs come in many shapes and sizes and can be tough to choose between. Do your employees need software? Education? While 93% of companies plan to expand their focus on financial wellness in 2015, according to an Aon study, developing the right program can be complex. This guide is here to help as your roadmap to financial wellness and it addresses the following questions in depth:

  • Why are companies paying attention to this new benefit?
  • What constitutes a financial wellness program?
  • How do employers vet and select wellness vendors?
  • What are the best metrics for evaluating program results?

On Board with OnBoarding

Businesses that do a good job of onboarding have higher engagement and retention rates than those that don't, and it doesn't take long for new hires to decide whether or not they're going to stick around. Make sure your onboarding programs are pulling their weight, and: 

  • Remember onboarding isn't just orientation
  • Start with your employee handbook
  • Reach out early and often
  • Don't sweat the small stuff
  • Set clear expectations on all sides
  • Celebrate beginnings, not endings

Getting Engaged

Engagement is the emotional connection employees have to their organization. Highly engaged employees believe in what they're doing, feel a sense of ownership and will deliver more than what's required in their roles; disengaged employees might not even come in on Mondays. So if you want your people to a) show up and b) give 110%, here a few things to keep in mind.

  • Happiness isn't everything
  • It's not about the money
  • A lot depends on your managers
  • Surveying engagement is a good start, but it's not enough

Reach for the Stars - A guide to getting and keeping good people

Hiring new employees can be a juggling act; you need to fill positions quickly, but you also need to make sure you find the absolute best fit for the role - and your company. If you're not sure you're getting the balance right (or where to go next) Reach for the Stars shows you why you need to:

  • Hire for cultural fit
  • Know who you want before you start looking
  • Hire smarter people
  • Celebrate success

Get the inside guide to getting - and keeping - good people.


6 Reasons to Stop Managing Your People with Spreadsheets

Tracking employee performance is tough enough, but doing it with spreadsheets is a nightmare. It's time consuming, error-prone and everyone in the organization suffers. And after all that hard work, what do you end up with:

  • Incomplete or useless employee reviews. 
  • No real organizational insight.
  • A headache You’re not alone.

There is a better way. If any of the challenges these businesses (just like you) faced sound familiar, it's time to take a look at a performance management system.


5 Reasons We Should Stop Giving Reviews and Start Managing People

Are performance reviews more time consuming than useful? Do your employees and your organization actually benefit from them? Well they should, and if done right, they will. You will learn how reviews can:

  • Motivate managers and employees. 
  • Create better managers (not better reviewers). 
  • Improve team performance. 
  • Contribute to organizational knowledge. 

Companies that Prioritize Collaboration are Twice as Likely to be Profitable and Outgrow Their Competitors

Research shows that companies that prioritize collaboration are twice as likely to be profitable, twice as likely to outgrow competitors, and five times more likely to considerably increase their workforce. Efficient collaboration further evolves perspectives, helps projects move along faster, results in better work, encourages more innovation, and, most importantly, helps everyone end up more satisfied with the overall results. (Source: Deloitte Access Economics, 2014) Download the "True Business Benefits of Collaboration" to learn how you can improve organizational planning through enhanced collaboration, communication and the right tool.


Special Report: EAP Providers (June 2015)

Today's benefit managers have their hands full.The Affordable Care Act legislation and its rapidly approaching deadlines and penalties have made issues such as compliance and exchanges top priority. It's no wonder employee assistance programs seem to have gotten lost in the shuffle.


Leading the Way: Standing out from the Crowd (June 2015)

The job market for human resources and labor relations specialists has been highly competitive recently and shows no signs of slowing. According to the Bureau of Labor Statistics, the job outlook for HR professionals will grow only 7 percent from 2012–2022, slower than the national average. How can HR professionals distinguish themselves in such a tight market?


New. Different. Better. The State of Workplace Culture

Many organizations have tasked their human resources departments with changing the culture at their workplaces.There are many reasons, including increasing employee engagement and decreasing attrition. However, change doesn't come quickly; many organizations are currently in the early stages of culture change and those who have begun the process say it can take time - up to three years or more. Although change won't be swift, organizations have the support of senior executives, who are heavily involved in setting strategy and identifying mission and values before turning the process over to HR.

Do-it-yourself vs. Doing it right: Fueling employee engagement with a social recognition and reward platform

Combatting disengagement certainly calls for a recognition program, but unfortunately a Do-it-yourself (DIY) program won't suffice. DIY recognition programs exacerbate the issues of unequal access and recognition inconsistency, and over time lose momentum. In order to alleviate operational pains and solicit greater results from recognition programs, more and more HR professionals are adopting a social recognition and rewards platform. Download Achievers white paper, Do-it-yourself vs. Doing it right: Fueling employee engagement with a social recognition and reward platform, and learn how you can achieve both sustained increases in employee engagement and reduced administrative costs.

The Total Package: Including recognition within the compensation toolkit

In a talent-driven economy, employee demands are hard to ignore. Historically, increasing pay has been the first lever to use to retain employees, but today we're in the new world of work. Employee recognition is the key factor driving employee engagement. Leveraging recognition to drive employee engagement and retention starts with a social recognition and rewards platform. Download Achievers white paper, The Total Package: Including recognition in the compensation toolkit, and learn the five facets of how a social recognition and rewards platform can support your compensation goals.

Special Report: Dental and Vision Benefits (April 2015)

Since the Affordable Care Act was passed in 2010, many employers have escalated cuts in benefits,instituted high-deductible health plans and moved employees to the private exchange to shift the rising cost of health care onto their employees. With the PricewaterhouseCoopers Health Research Institute predicting that in 2015 the price of health care will increase 6.8 percent for employers, there are seemingly few options available to control their benefits costs.

Human Capital Insights: Recruiting (March 2015)

Attracting new talent and keeping employees onboard is easier said than done in today's tight job market. A benefits package including the standard mix of health insurance, retirement plans, and vacation time has come to be a basic expectation of job seekers. With competition for resources at an all time high, many organizations have sweetened their benefits packages to include a unique assortment of employee perks in hopes of finding and retaining their talented workforce. To many organizations, winning over top talent and building loyalty is far more profitable than scaling back on extra perks.

Special Report: Group Life and Disability Insurers (March 2015)

RoyTuscany was 24 when he broke his back after he overshot a 100-foot ski jump by 30 feet. Two weeks prior to his life-altering accident in 2006, he could have signed up for disability insurance. Like many young adults his age, he shrugged it off, thinking it wasn't necessary. After all, he was a Sugar Bowl ski coach in Norden, California. Coaches don't get into accidents, right? "I had just signed up for health insurance, and I remember thinking that it was already a burden to pay for that," Tuscany said.

Special Report: Recruitment Process Outsourcing (February 2015)

For years, recruitment process outsourcing was viewed as an efficiency play with big companies tapping outside vendors to hire a lot of low-level people as quickly and cheaply as possible. But times, they are a-changin'.Today's RPOs are being brought in specifically to unearth the hard to find talent that companies need to fill highly specialized and critically important roles.

Special Report: Learning Providers (January 2015)

In August 2014, Skillsoft Corp. announced plans to purchase SumTotal Systems Inc. from Vista Equity Partners, one of many acquisitions in the training software providerâ??s history. The decision came after a 10-year partnership between the two vendors. John Ambrose, Skillsoft's senior vice president of strategy and corporate development, said the two companies have a shared view of the industry's evolution.Training is becoming more pivotal as businesses recognize learning and development as imperative, not optional, to success.