The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.
Whether you like it or not, our workplaces are shifting. Depending on your size and industry, you’ll see this play out in a variety of different ways. Traditional siloed and hierarchical structures are being replaced with more team-centric collaboration, less formal titles, and more influence without authority.
Location, location, location. While that’s a real estate mantra, office real estate has gone in a different direction. In many industries, employees can now work onsite, offsite, and have flexible hours. This means the average company no longer requires a room that accommodates every single employee every day. On average, 30 to 40 percent of an organization's space is vacant at any one time, creating a visible waste of company resources. To combat this problem, companies have started to embrace strategies that make better use of office real estate.
Namely’s series, In My HR Opinion, brings you honest takes on the hottest HR topics and trends, straight from industry leaders.
The HR conversation around the gender pay gap is not a new one. The data has long suggested that women are paid less, on average, than their male counterparts. In fact, women earn just 77.9 cents for every dollar earned by men. There are numerous theories as to what causes the wage gap, as well as ideas of how to level the proverbial playing field. One undeniable contributor to this disproportionate equation? Parental leave.
Call it a case of benefits compliance whiplash. For the second time this year, the IRS has updated rules covering how Health Savings Accounts (HSAs) should be managed.
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When it comes to retirement plans, the number one reason companies change their investment manager or recordkeeper is high fees. However, it is very difficult for plan sponsors to accurately assess fees because these costs are typically confusing, hidden, and convoluted (sometimes intentionally). Not to mention, indirect compensation is often not disclosed, or disclosed in a complex and confusing manner, so as to prevent sponsors from conducting a transparent comparison of service providers and investment options.
2018 is off to a big start in the world of benefits: on January 30, three of the biggest corporate powerhouses made an announcement. Amazon, Berkshire Hathaway, and JPMorgan Chase declared their intention to join forces and establish an independent insurance company, with the promise to be “free from profit-making incentives and constraints.”
On the heels of the 25th anniversary of the Family Medical Leave Act (FMLA), a new paid leave proposal is making the rounds in Washington. And who might be leading the charge? It’s two unlikely collaborators: Ivanka Trump and Florida Senator Marco Rubio.
When hiring for a position that requires regular business trips, it’s important to consider factors beyond the obvious. If a job candidate will be making contact with global partners, you want them to be charismatic. They should be confident, decisive, and a natural at making others feel at ease. But they should also be the kind of person who enjoys traveling for work.