HR Insights

In today's highly competitive job market, attracting and retaining top talent has become a strategic imperative for businesses. One increasingly popular approach to gaining a competitive edge is offering onsite healthcare clinics for employees. Employer-sponsored clinics continue to be a key health and benefits strategy, especially among large employers. Nearly a third of all organizations with at least 5,000 employees offer a primary care clinic to their employees. This rises to 38% for employers with 20,000 or more employees (Mercer, 2021). These clinics not only provide essential medical services but also serve as a powerful tool for talent acquisition and retention.

When creating a wellness program at your company, your wellness team members are of critical importance to the program’s success. The responsibility of running the wellness program cannot fall exclusively to the HR department. You need a dream team!

Do you aspire to begin a wellness program at your organization? Or do you already have one, but are having trouble keeping it afloat? Nearly 60% of employees with access to a corporate wellness program say that the wellness initiative has made a positive impact on their health and well-being, but there is still room for improvement. If you want to reap the maximum benefits of having a wellness program at your company, there are a few crucial barriers to success that you need to be aware of. Rise above these common barriers by reading the following tips for success.

While some may view integrating wellness programs into your company culture as a less than impactful endeavor, research shows otherwise. Behavior modification takes time and is different from person to person. It is possible, when reinforced consistently with different programs, multiple touch points, strong leadership, and an unwavering commitment. Wellness programs provide concrete benefits to your employees and your company. Here are five compelling reasons why wellness should be a top priority in your company culture.

It’s hard to believe that 2017 is already coming to a close and what a year it’s been! On the blog, we’ve discussed a wide variety of the most important trending topics in HR. From organizational culture, to self-funded insurance options, employee engagement, and recruitment strategies there has been a lot of information covered. So, this week, I thought I would synthesize this information into some of the big ideas you should remember and bring with you into the new year:

Open enrollment can be a stressful time for HR professionals, but it doesn’t have to be. A little preparation goes a long way. Putting in the time to create clear, engaging communication can work wonder for your employees. Consider the findings from “What Your Employees Think About Your Benefits Communication: Research from Jellyvision Conducted by Harris Poll”, a 2016 survey with some surprising facts:

It’s no secret that email is the default mode of communication in most companies. When it comes to informing your employees about open enrollment, emailing them is fast, convenient, and ideally, efficient. But how can you make sure your emails are going to actually be read? Just as emails are fast, convenient, and efficient for you to send out, they need to be the same for your employees to read. Here are some suggestions on how to make the most of emailing your employees during open enrollment.

New upgrades to your trusty old HR software might seem like a costly investment – but NOT modernizing your HR software tools could be more than you can afford!

New technology is emblematic of a company that is in step with the times. Employees who use stale tech may grow to feel that another employer might offer them more.

"Robots are coming for your jobs!"  Headlines like these are sweeping the internet, and they're not entirely wrong.

Automation is transforming all industries. Algorithms and machine-learning systems are replacing many tasks, and your job will likely change as a result.

The term "middle manager" might not have the nicest ring to it, but these managers are actually essential for good company culture. Middle managers are the "feet on the ground," so to speak.

When HR rolls out new policies or needs to take certain kinds of action, managers are the force that implements them.