by admin | Oct 23, 2019 | Open Enrollment
It’s the most wonderful time of the year.
No, it’s not Christmas—it’s Open Enrollment!!
When the autumn leaves fall and the weather turns cooler, we know it’s time to start thinking of open enrollment hype and meetings and meetings and meetings. So how do you change normal and ordinary communication about employee benefits and change them into rockstar communication? We have some tips that may help!
COMMUNICATE EARLY
People need time to process all the information you share about their employee benefits. Once they have received the info, they typically need to ask questions, compare/contrast plans, and weigh decisions. By communicating with your employees early, you give them plenty of time to make their choices without feeling rushed by a short deadline.
COMMUNICATE CLEARLY
HSA, FSA, PPO, HMO, LTD? What? You can see how your employees can get confused with all the terms and plan names that get presented to them during open enrollment. The Society for Human Resources Management (SHRM) suggests creating a glossary of common terms for enrollment meetings. Another way to clearly communicate benefits is to think ahead to the common questions asked each year and make a FAQ sheet with the answers.
COMMUNICATE FREQUENTLY
Did you know that it takes 8 times to read something before you retain that information? Think of all the material that gets shared at open enrollment meetings. There is no way that an employee would be able to retain that info in one sitting. So, communicate about your benefit plans all year long. Do trivia contests with prizes in your company newsletter about different benefits topics. Use multiple channels to frequently communicate such as print, digital, and animated videos!
COMMUNICATE PERSONALLY
Share “real life” examples of a sample employee with specific health issues and how they can utilize their benefits. This helps your audience think of additional situations in which they could see themselves needing some of the insurance products offered in your meetings. Host small Q & A sessions after larger meetings to allow for more personalized attention. When you communicate personally, you are able to explain the value of the benefits to your employees better.
By focusing on these communication techniques, you will reap the rewards of a well-informed and connected employee when they are choosing benefits. Plan ahead, speak with a clear message, personalize example situations, and repeat, repeat, repeat. Here’s to a great open enrollment season!
by admin | Oct 17, 2019 | Flexible Spending Accounts, Open Enrollment
As 2019 is nearing an end, many people are looking at this year’s medical expenses to plan for how much they should set back for next year. In investigating these expenditures, you may notice that you still have money in your Flexible Spending Account (FSA) for 2019. FSAs are unique in that any unused money from this plan year is forfeited once the new year begins. You definitely do not want to leave money in your FSA once 2020 rolls around. To help, we’ve compiled a list of some ways to use up your hard-earned FSA money that you may not have thought possible!
- Acupuncture
- Acne treatment
- Breast pump and supplies
- Chiropractic treatments
- Dental treatments—orthodontia, medically necessary water fluoride treatments, caps, fillings, x-rays
- Eyes—glasses, surgery, contact lenses
- First aid kit
- Genetic testing—including BRCA gene testing
- Motion sickness medicine
- Nutritionist consultations
- Sunscreen
- Smoking cessation program
- Vaporizer
- Vasectomy
- Weight loss programs/surgery
There are even some high-tech gadgets that may fall into the medically qualified expenses category:
- Acne light therapy
- Electronic stimulation instruments for pain
- Medically necessary mattresses
- Smart thermometers
Don’t leave your FSA money on the table in 2019! You have earned this money so make sure you use it to its full potential.
This list is not an exhaustive list of ways to spend your FSA money nor does it guarantee your insurance program considers these to be qualified expenses. Check with your HR department and insurance agent if you have questions about qualified expenses.
by admin | Oct 3, 2019 | Hot Topics, Human Resources
Artificial intelligence is pushing humans and machines closer together. It’s exciting! AI’s influences are being felt across the HR space… being used to automate business processes, enhance efficiency, and reduce bias among other things. In fact, McKinsey’s latest forecast of AI’s impact on the global economy is that it will generate $13 trillion in economic activity across the globe by 2030.
But, there is room for improvement, and top executives want it yesterday. A recent survey from PricewaterhouseCooper found 72% of executives believe AI will offer sizable business advantages in the near future. In another survey from IBM, 66% of CEOs believe AI can drive significant value in HR. Some are already exploring those opportunities. Uber, for instance, completed the world’s first cargo shipment using a truck controlled by AI!
State of AI in HR
AI as a Tool
The inclusion of artificial intelligence in the HR professional’s toolbox is not surprising. When looking for answers, look no further than the iPhone, for instance, or the black, cylindrical Echo tower sitting on the counter. Whether its Apple’s Siri or Amazon’s Echo, people are using artificial intelligence at home in their day-to-day lives. It makes sense, then, that AI has made it into the workplace.
In most professional settings, AI is not required to do mundane tasks like answer questions about the weather or turn on the lights. Instead, AI is asked to do much more.
Reducing Human Bias
Humans are inherently bias. Even when striving for inclusiveness, HR professionals may subconsciously lean toward a particular candidate… for instance, someone who is more like the recruiter. Another potential bias, language bias; people’s subconscious word associations could indicate a particular preference.
Now, thanks to AI, algorithms can be designed to help employers identify and remove these biases. That potentially translates to better hiring communications and attracting a more diverse group of candidates. Those same algorithms can also find candidates who may have been screened out due to human bias. To put it in context, AI allows managers to go beyond gut feelings and rely on data-driving assessments.
AI Automation
AI is being used in HR to automate repetitive, low-value tasks thus increasing the focus on more strategic work. AI tools automate common HR tasks like benefits management or handling common questions or requests.
Recruiting through AI
Custom experiences are expected by applicants. These are tailored to unique needs as they apply for a new job, choose the right benefits or explore development opportunities.
Companies have implemented “AI recruiters” to automate scheduling interviews, provide ongoing feedback to candidates and answer their questions in real time. This allows human recruiters to spend more time converting candidates to hires.
Retention
Some companies are using AI platforms to single out employees that may be heading for the exit door. Those platforms track employee computer activity, emails, keystrokes, internet browsing and so on and store it. Then AI analyzes the data to determine a baseline of normal activity patterns in the organization. Based on that knowledge, outliers are flagged and reported to the employer. AI is also being used to detect changes in the overall tone of employees’ communications to predict when employees might be thinking of leaving.
AI Makes HR More Human
At some point in the career of an HR professional the question is asked: how can human resources become more human? At least one company believes it has the answer. Best Buy Canada says it’s to add more machines. Chris Taylor is the chief human resources officer for Best Buy Canada. He has gone on record saying the embracing of artificial intelligence and machine learning applications in human capital management is a “mandatory investment in the future.”
So, why add more machines to make HR more human?
The automation of tasks through AI technology allows for the freeing of HR professionals to focus on uniquely human abilities such as critical thinking, creativity, and empathy. While they are involved with the more human tasks, technology, at the moment, can handle the more mundane tasks.
All of that said, in a lot of ways artificial intelligence is still growing and learning itself.
What does that statement mean? AI is able to search a query based on the words you are using and give you a response, but that response isn’t contextual.
AI is heading in that direction though.
Instead of writing responses specifically to specific inputs… you just have a huge database of language around a specific knowledge domain and the AI can go into that knowledge domain and answer the questions from the user.
HR professionals interested in pursuing AI want it to do much more than answer questions and rummage through applications. They want to use it as a learning platform.
But it’s not there yet.
AI can teach itself to do something, but it’s not at the stage it can replace humans beings as the “drivers of education.” In the future, it may be used that way, but it would require a lot of adaptability.
Taylor says Best Buy Canada is embracing as much technology as they can get their hands on. For instance, the company has started investing in cloud-based solution that uses artificial intelligence, voice technology and machine learning. All of these technologies, Best Buy Canada hopes, will better the employee experience.
Conclusion
As much as the HR technology landscape continues to be disrupted by AI, HR teams must find ways to balance these advancements with transparency. It is essential in making sure the implementation of AI technology is successful. At the end of the day, artificial intelligence is not the end-all-be-all answer to every quandary HR finds itself in. It is a tool and nothing more. A tool that can improperly function based on the data it is given in order to work effectively. Even so, artificial intelligence can be a valuable resource. Work to embrace it now because it’s likely you’ll be expected to use it in the future.
By Mason Stevenson
Originally posted on hrexchangenetwork.com
by admin | Sep 18, 2019 | Hot Topics, Human Resources
Employee training programs are beneficial to organizations of varying sizes. Even small companies can improve customer service skills. Large organizations often need training programs specifically targeted to employee development and changing technologies. The Society for Human Resource Management says that offering training programs to employees helps the employee feel more engaged and committed to the organization. Implement an employee training program in your organization to improve job morale and teach new skills.
Analyze your organizational needs. Interview managers and supervisors and identify employee performance areas that need strengthening. Review employee performance appraisals to locate common performance problems. Call the human resources department of similarly sized and focused organizations and ask what training programs have been valuable to them.
Present your research findings to the committee or the company’s leadership team. Prepare a detailed presentation and be prepared to answer questions. Outline the benefits of each proposed program, anticipated costs and time requirements. Demonstrate the need for each program by preparing detailed analysis of problem areas and possible solutions. Ask for input, suggestions and changes.
Finalize your plan and determine your budget for the next fiscal year. Request funds using your company’s budgeting process. When calculating your employee training budget, include materials, travel, speaker fees, computer access charges and food in the budgeted amount. Ask for funds before the fiscal year begins rather than requesting unbudgeted money during the fiscal year.
Take the total budget and allocate the funds by department, per employee or per training program, recommends the American Society for Training and Development. Consider the benefits you expect from each training program and decide if the cost of the program will give you the desired results. Decide if training programs will be required or optional.
List the training classes you will offer over the next year. Divide the classes by type and employee attendance. Prepare a schedule and publish it on your company’s intranet. If possible, allow employees to sign up electronically to save valuable personnel time. Be sensitive to departmental schedules and work flow.
Contract with outside firms or select and internal trainer to provide training. Call the potential trainer’s references and verify that his materials and presentation style fit your needs. Ask him to give you samples of his work, a quote of his complete fees and a list of any needed equipment. Outsourcing training can save money when you consider the administrative and program costs.
Select an internal trainer for training programs you will handle. Ask an employee with expertise in the field to teach a class or utilize member of your company’s human resources department. Set clear expectations of class content and have a feedback system in place. Consider extra compensation if training is not part of the employee’s job description.
Evaluate the success of each program immediately after the program’s completion. Ask the participants to fill out prepared evaluation forms. Analyze the comments to plan for further training. Follow-up with supervisors during the year to gauge the continued effectiveness of the training programs.
by Diane Lynn
Originally posted on Livestrong.com
by admin | Sep 12, 2019 | Benefit Management, Human Resources
Right now our national unemployment rate is 3.7%–edging towards a 50-year low. With this low rate, companies are actually finding it increasingly harder to hire and retain great talent. One way to combat this issue is by increasing employee engagement through volunteering.
In survey after survey, employees state that they want to work for companies who care for others. In fact, “71% of employees surveyed say it’s very important to work where culture supports volunteering,” according to America’s Charities Snapshot. There are different types of volunteer options when looking to begin a volunteer program at a company. For example, entire companies can come together for a big “Day of Service” event. Or perhaps there is an ongoing need in the community, like Meals on Wheels, and employees sign up to help when needed by the charity. Offering pro bono services to non-profit community groups or donating skills for specific projects are other ways to assist charities in your area.
The issue of time worked and pay typically comes up when talking about employer sponsored/encouraged volunteering. There are a couple different ways that companies structure this. One way is to simply pay employees for their usual time at the workplace even though they are not actually working on company business at the time of the volunteer project. This is typical of big “Day of Service” campaigns during the workweek. Another way is to encourage employees to donate their break or lunch time to complete volunteer service projects. Finally, and this is the emerging trend in employee benefits, is to give each employee Volunteer Time Off (VTO) hours as part of their benefits package.
The benefits of VTO are numerous. One of the biggest values of VTO is that of employee recruitment and retention. PricewaterhouseCoopers conducted a survey and the results were that “59% of Millennials gravitated towards companies with pronounced Corporate Social Responsibility programs.” For retention, the value is even higher, “74% of employees say their job is more fulfilling when given the opportunity to make a positive impact at work.” Companies also see a benefit in camaraderie across departments and company hierarchy. Working together towards a common goal builds these interdepartmental relationships. Also, by playing towards strengths unseen in a regular office setting, employers have a chance to discover untapped leadership skills and completely unknown skill sets of employees. Finally, your company’s brand image is boosted by the view of its involvement in the community.
Whatever the benefit that your company assigns to a healthy VTO program, be it retention, image, or team building, the fact remains that there WILL BE a benefit. If you are looking to begin the search for the right fitting program, there are great resources available for you. Check out this quick read on Charities.org and also the great tips on SalesForce.com. Start the conversation today with your leadership and start making an impact in your community!
