HR Insights

Wild new benefits packages are defining the corporate landscape.

From onsite haircuts to complementary egg-preservation to unlimited vacation, America's largest corporations are vying for the best talent with lavish perks.

But it isn't just the world's biggest businesses which are opting for non-traditional benefits.

Large companies have long found insurance savings by choosing self-insured (or "group insurance") programs for their employees, rather than fully insured health plans. The employer simply sets aside a pool of money to cover future medical needs of its employees.

Self-insurance can mean big savings, because normal insurance companies charge risk premiums and profit margins.

It's an interesting world for older workers – and their employers.

With 50+ age employees making up about a third of the American workforce, employment competition is unusually high for this age bracket.

Combined with competition against younger workers, it's not easy being old. But older workers also have a lot of advantages over younger workers, including stability, skills, and contacts.

Today's employers are encouraged not to overlook the benefits of a mature workforce.

Technology is finally allowing HR to step out from behind the desk, automating some of the job's tedious paperwork.

Talent acquisition, onboarding, open enrollment, and talent management are four tasks made a lot simpler by dedicated software solutions.

With these covered, HR can be more directly involved in the human element of company culture.

Millennials appreciate gym memberships and other outside health benefits.

But many want healthy living to be a bigger part of their at-work life.

The availability of wholesome foods and a sense of healthy collaboration are two of the biggest factors that breed Millennial happiness in the workplace.

For an industry that often carries the reputation of representing corporate interests above all else, HR needs to find balance with the interests of employees.

Clear communication that scales with the size of the company, as well as individual integrity among HR staffers, are two keys to achieving this balance.

One of the most hated HR traditions is the Annual Performance Review. 

When employees find their compensation and advancement opportunities tied to vague standards, they can get discouraged or seek other employment.

In today's employee development, workers want a company culture of regular coaching, not occasional check-ins.

A company culture of training mentorship is proving more important to young workers than how much they get paid.

American small businesses employ 56.1 million people — more than any other sector.

Adjusting to the Affordable Care Act and dealing with a recovering economy continue to stifle job creation for many.

But with increased ACA demands, new tools are emerging to make staffing and HR management easier and more efficient.

Businesses that master these will remain competitive and continue to be the nation's most effective job creators.

The new excise tax and continued coverage requirements for adult children are two Affordable Care Act requirements changing employer benefits packages.

Today's employers are having to decide between building and buying healthcare packages, all the while considering how sweeping changes will affect every aspect of the workplace.

Sally Roberts of the Society for Human Resource Management testified before the House that healthcare reform has complicated benefits programs nationwide.

Because of the complexities and time required to get benefits up to code, costs are being driven up and plans are being simplified.

Roberts calls for a return to pre-ACA benefits organization practices, in order to ensure better coverage for all.