Long-term and post-acute care publication
HR and analytics go hand-in-hand, and 84% of executives see people analytics as a top priority for their organization. This is triple the number of execs who said they were ready for analytics just two years ago. According to the 2019 HCM Trends Report, companies of all sizes see technology as essential to helping them attract and retain employees.
According to a Gallup poll, employee engagement is at 34% nationwide. This number may not sound impressive, but it’s the highest level since 2000. At the same time, disengagement is at 13%, its lowest level ever. Nonetheless, Gallup estimates that actively disengaged employees cost employers up to $600 billion in lost productivity each year. To improve engagement, start at the beginning—with effective onboarding.
Particularly among Millennials and Gen Zers, there is a growing shift to on-demand healthcare. What does this mean to HR?
Nearly 50% of 18- to 29-year-olds say they don’t have a primary care physician and are using on-demand options—such as urgent care, drug store clinics, and telemedicine– for their healthcare. They see these as preferable because they generally offer shorter wait times and access on demand. In fact, urgent care centers have become more popular in recent years; and there currently are over 7,000 such clinics across the country.
What do most successful organizations that attract and keep good people have in common? Many experts agree that they share a culture of feedback where employees are encouraged to share ideas, talk honestly about what works and what doesn’t, and take an active role in change and innovation.
Depression ranks among the top workplace problems and costs the U.S. economy over $51 billion in absenteeism and lost productivity; yet there are still stigmas related to depression, and employees who suffer from it may hide it, deny it, or not even be aware of it. The more you know about depression, the better equipped you are to help your employees and promote a healthier, more productive workplace.
Business writer Jena McGregor suggests some issues that HR managers and other leaders should keep on their radar screen moving into the new year. While some are obvious, she says, such as diversity, flexibility, and gender equity, other less talked-about concerns will require attention as well.
New guidelines developed by leading experts offer practical ways to cost-effectively reduce cybersecurity risks.
Cybersecurity is on every healthcare organization’s list of top priorities for 2019; and last week, the U.S. Department of Health and Human Services (HHS) released “Health Industry Cybersecurity Practices (HICP): Managing Threats and Protecting Patients.” This four-volume publication provides guidance on voluntary cybersecurity practices for healthcare organizations of all types and sizes, ranging from local clinics to large hospital systems.
A new Centers for Disease Control & Prevention (CDC) analysis shows that life expectancy for Americans continues a downward trend, and mortality rates increased for seven of the 10 leading causes of death in the U.S. this past year.
According to a survey of nearly 1,400 employees and employers by Transamerica Center for Health Studies, companies are offering health benefits at the highest level since 2013. Eight-five percent of employers offer these benefits to full- and part-time employees. Benefit offers increase significantly with company size, and small business are still less likely to provide healthcare benefits. In fact, about half of survey respondents cited their company not being big enough as a reason not to offer health insurance.
This is the second of a two-part article documenting the results of the 2018 Pulse of HR Survey, which involved 300 HR decision makers in U.S. companies with 50-500 employees across a range of industries.
According to survey results, HR is using technology for a variety of purposes, including record-keeping (75%) and time and attendance tracking (58%). A majority (79%) of HR professionals said automated HR solutions helped them play a more strategic role in 2018, and 77% said it helped them increase efficiency. As companies are most likely to use manual processes to integrate new employees into the organization (28%), performance management (27%), and travel/expense reimbursement (27%), there are opportunities for HR to expand their use of automation to save time and money, as well as improve accuracy.
