While big data analysis introduces enormous opportunity for talent management, it also presents a lot of questions and concerns. Even the White House weighed in on the matter in its recent Big Data report, calling for more privacy and further investigation into potential discrimination when used in hiring. What does this all mean for HR leaders?
Join workforce scientist, Dr. Michael Housman, and employment law expert, Marko Mrkonich, in this educational webinar that will explore the what, why and how predictive analytics and big data can be applied to the workforce. You will learn:
Best practices for collecting and using big data
How to apply big data to employment decisions
How to identify and avoid disparate impact
How big data and predictive technology can be used to remove bias in the workforce, not create it
How companies are using job tests and assessments to reduce their risk of lawsuits
How to prepare for the likely changes that were signaled by the White House Big Data Report
High-potential employees represent the future of any organization. These are the employees that will move into senior leadership roles. By many estimates, they are twice as valuable as any other employee in the company. But how do you find them, how do you keep them and how do you cultivate them?
Join our panel discussion as we talk about high potential employees and recruitment/retention strategies pre-hire, post hire and everything in between. We’ll also explore essential tools and technologies – including video interviewing and analytics/assessments -- to help you make the most informed decisions when it comes to high potential candidates.
Please submit any questions in advance that you have for the live webcast/panel discussion by emailing Kristen Hagarty firstname.lastname@example.org
The DOL has said that plan fiduciaries must review if their plan expenses are "reasonable". First one must understand where all the plan expenses lie. What is revenue sharing and how does it affect my duties as a fiduciary to a retirement plan? Many Plan Sponsors use revenue sharing to pay some if not all of the plan's administrative costs. The term revenue sharing refers to payments made by investments to a third party. In Field Assistance Bulletin 2003-03, the DOL indicated that allocating plan expenses is a fiduciary decision and requires fiduciaries to act prudently. There are several methods of paying for the plan's administrative services.
Employers, governmental entities and even employees, brokers and consultants are all still after 4 years trying to understand the impact of HealthCare Reform on employee benefits. Defined Contribution Health benefit plans are again, and have been many times since 1978, being explored as a viable option. Why there is demand, who should be covered, and how it works with PPACA will be explored. Private and Public Exchanges and Cooperatives will be explained and recommendations as to what employers and their brokers can do for the rest of 2014 and 2015 will be made.
This presentation is designed to address the latest Benefit which is called a Defined Contribution Health which can be funded with Employer contributions to a FSA, HRA, or even to a HSA. We will look at whether there are limits as to funding levels and its impact on discrimination testing. We will also look at Private and Public Exchanges versus the growth of Cooperatives in each State and new voluntary benefits like Telemedicine and how it could work with Partial or Full Self-Funding will be addressed.
Questions and Answers will be addressed at the end of the presentation.
The employer mandate final regulations were released on February 10th and there were some significant changes that employers need to be aware of right now. The remainder of 2014 is the planning year and the decisions you make now with your workforce will have a financial impact on your health plan next year. We are going to help clarify and define the rules surrounding the “pay or play” requirements whereby employers will pay penalties if they don’t offer coverage, or coverage that meets the minimum requirements in 2015.
This presentation will address the following key components to help employers prepare now:
1. Who is subject to the employer mandate in 2015?
Hint: This was changed from the previous requirements and is revised with the February 10th update. Employers over 100 full-time equivalent employees needs to pay particular attention.
2. How do you measure your variable hour employees to determine if they are required to be offered coverage to avoid penalties in 2015?
3. What are the varying testing and measurement options to follow this year under the special transition rules?
4. What implications are there for contingent workers, meaning temporary employees or independent contractors?
5. How do I avoid any litigation pitfalls inherent with PPACA implementation?
6. What is my checklist and next steps to ensure my company is compliant with the requirements?
Rising medical and health insurance costs, Healthcare Reform’s intense focus on consumerism, and the diverse needs of a multi-generational workforce are creating a turbulent employee benefits environment. Voluntary products provide a safe haven, offering choice of expanded coverage options and meeting the unique needs of each employee at little or no cost to your organization. In this webinar, Corporate Synergies’ Voluntary Benefits Subject Matter Expert, Ciro J. Giué, will guide you through options that will help:
• control health and welfare benefit costs to your organization
• meet the unique insurance needs of your existing workforce
• help attract and retain quality job candidates
Research shows that emotional intelligence is more important than IQ or technical expertise in the business world. When it comes to accomplishing goals, spurring innovation and developing stronger competitive positions, employees’ ability to collaborate effectively is paramount, and people with a high EQ have proven to be the most effective collaborators in the workplace.
The business case for EQ is clear:
An insurance company found the average policy value sold by agents with high EQ was twice that of agents with low EQ.
A study of 500 executive search candidates identified emotional competence as a better predictor of placement success than intelligence or prior experience.
A consumer products company found a “strong relationship” between superior performing leaders and emotional competence.
This interactive, online event will improve individual and organizational EQ.
Participants will learn:
The latest research on emotional intelligence and its connection to performance
We surveyed 570 HR professionals from around the world to explore the pace and benchmarks around the hiring process and found that while HR professionals were focused on bringing the right talent into the organization, gaining hiring manager participation in/attention to the effort is the single biggest obstacle; not skills shortages, candidate supply or qualifications, but the internal partners. In this webinar we’ll share key insights from the survey and dig into this key challenge, sharing best practices to engage hiring managers in a way that improves the effectiveness and efficiency of the recruiting process, while improving their satisfaction with HR.
According to a recent study by Towers Watson, 33% of companies will increase their spending on HR technology in the coming year—with the bulk of this spending focused on HR & benefits portals, mobile tools, and manager self-service. But what if you didn’t have to spend more to get more?
Over the last 5 years, we’ve seen a remarkable shift in the benefits technology landscape (and its underlying business models), which has broken the stranglehold of traditional vendors and created a whole new set of options for HR managers and their teams. And, suddenly, “free HR & benefits software” is no longer a pipe dream.
This presentation will look at the latest trends in HR technology—and how companies can leverage these trends, for free, to make their employee benefits more efficient, engaging, and compliant.
This demo webcast is hosted by HR.com, however it is the Sponsors’ discretion (not HR.com) to deny/refuse attendance to any participant/competitor, as they see fit. HR.com is not responsible in any way for the sponsor’s decision.
This session will assist HR professionals navigate the world of mergers and acquisitions as they relate specifically to benefit plans and qualified retirement plans. This session will discuss timing issues, potential issues that can cause delays in closing, how to deal with those potential issues, and how to handle employee relations issues as they arise. For benefit plans, these issues may come from cafeteria plans and how FSA accounts should be/can be handled, COBRA responsibilities, and MEWA issues. For qualified retirement plans, there are notice and timing rules that must be followed as well as qualification issues that may be discovered during the due diligence process. This session is for every HR professional who handles the administration of their company benefit plans and qualified plans.