HR Insights

As the nation has recovered from the Recession of 2008, millions of those laid off have not returned to the work force. This trend is seen most starkly among prime age men who are not looking for a job in record numbers.

Many of these individuals lack higher education. With part-time hours limited, and manufacturing and construction jobs still lacking, this trend is not likely to reverse anytime soon.

The recent shooting death of two journalists by a disturbed coworker has brought workplace violence into the minds of millions, but due to Federal, State, and City laws on hiring discrimination, it can be difficult to make hiring decisions based on a candidate's criminal or mental health record.

Because we live in the "Just Google It" generation, employees are becoming more self-sufficient every day.

A new worker personality test promises to cast some light upon individual employees who will do best with minimal supervision.

High Deductible Health Plans (HDHP) have been thought to be a good value, but many people are proving disatisfied with the system compared to those who Low Deductible plans.

It all comes down to perceived value.

With a HDHP, premiums are reduced by taking on a high annual deductible, often $1,500 or $3,000 for individuals and families. 

Because initial medical expenses have to come out of pocket to meet these deductibles, many people insured with a HDHP avoid going to the doctor at all.

Despite regulatory upheavel for Uber and AirBnb, the US's on-demand workforce is only adding to its numbers.

With a potential 7.6 million freelancers appearing at all corners of the US workforce by 2020, the on-demand workforce would grow to 11% of all self-employed.

This is due to several causes. Many family units don't want to live on a single paycheck.

The "Gig Economy" is made up of contingent and freelance workers.

With more added every year, and specialization increased in all corners of the industry, these workers present a lot of value to employers around the country.

But they don't receive the benefits or financial stability offered by companies to their traditional salaried employees.

In a recent study, a disconnect was found between the expectations of benefits provision among employers and their workforces.

Employees predominantly see benefits as essential to their financial stability, most citing the need for further retirement assistance. But only 16% of employers surveyed felt the need to provide such benefits.

Despite radical changes to the United States heath insurance system, the nation's employers are adjusting to the Affordable Care Act.

Concern over the ACA's requirements is down from 64% to 33% since 2012.

Big benefits providers like Aetna, UnitedHealth Group, and Anthem are all preparing to buy up smaller rivals.

While this is good for their shareholders, businesses are starting to worry that less provider competition will result in fewer benefits options for their employees.

With an enormous shortage of qualified workers within the healthcare industry (7.2 million wanting, to be exact), human resources researchers are looking at the differences in HR strategy between high- and low-performing companies. A recent Oxford Economics survey has some insights into how Human Resources must evolve in the coming years.

There are currently five generations working in American healthcare. Healthcare providers have to contend with an aging workforce, while trying to expand globally. The most successful companies are demonstrating the ability to cultivate excellent leadership among their current employees.