HR trend reports show that employee engagement remains a top priority for HR professionals. The need to ensure that employees who are at work are really at work (mentally, that is) is an ongoing issue that organizations face as they ponder the costs of lost productivity due to absenteeism and presenteeism.
Sometimes, an organization is very clear on its communications objectives: to educate, heighten awareness, modify behaviours, reduce confusion and put out a call to action. But it takes a keen sensitivity to one’s employees to know how to reach them in order to achieve those objectives.
Don’t reject tried-and-true benefits communication methods in exchange for exclusive use of the latest technology. DuPont Canada hasn’t. The global science company relies on good old-fashioned mail and a phone hotline—in addition to more modern online processes—to ensure that its retirees have all the information they need to make their annual benefits choices.
On any given day, you may look around your office and see that all your employees are at work. But present doesn’t always mean productive. Presenteeism—absenteeism’s lesser known, but still costly, cousin—occurs when employees who are physically present are, due to a physical or emotional issue, distracted to the point of reduced productivity.
The average employer pays between $3,000 and $6,000 per employee, per year, for a benefits program, depending on plan design and demographics. On that basis alone, wouldn’t you like to know if you are getting the most value out of your investment?
Much has been written about the Canada Pension Plan (CPP) since May 2009 when the various federal, provincial and territorial finance ministers undertook their review. The changes that emerged from that analysis now provide an employee with greater decision-making power when it comes to working, contributing to and receiving CPP benefits.
Some insurance companies now provide online claiming for non-drug benefits (electronic adjudication of drug claims has been around for years). But how has this increase in online claiming affected—positively or negatively—group insurance fraud? What impact has this new claiming channel had upon the “misuse, abuse and overuse of benefits?” Unfortunately, fraudulent activities continue to thrive. […]
It’s fair to assume that not all employees want or need the services of an employee assistance program (EAP). We understand that those employees fortunate enough to have a robust personal network to provide knowledge or guidance on either crisis or non-crisis situations may not use a company EAP. However, please don’t cancel your EAP! […]
Who doesn’t know about the power of communications? They can diffuse or create a crisis, reinforce or revolutionize, educate, misinform, motivate, stall and persuade or dissuade. An organization would be wise to harness the power of positive, effective communications to increase the value of its benefits and compensation investment! But before launching into your benefits […]
Many of today’s employees work in an environment where companies fight to hire the best. In its February 2010 review of hiring trends, HRinfodesk.com (a site dedicated to Canadian payroll and employment law) reported that one significant trend is a move to recruit top talent to replace low performers. Companies, it said, “will need to […]