It’s estimated that today’s college students leave campus with nearly $40,000 in student debt. And it’s affecting more than just their own budgets. “For employers, this is a major concern,” writes EdAssist’s Chris Duchesne in October’s Workspan magazine.
More than half of today’s working nurses are Boomers nearing retirement; and the Health and Medicine division of the American Academy of Science is recommending that 80% of nurses have baccalaureate degrees by the year 2020.
“Hospitals need to be proactive about identifying qualified employees to fill this staffing gap.”
Choosing benefits today puts HR in prickly position; top hires are weighing company’s benefits against what they could get from a competitor; leadership wants ROI. There’s too much at stake for HR to just make a guess. So how are today’s trailblazers creating their programs? Like the answer to the old joke about porcupines: very carefully.
Today’s workforce is like a giant sponge – everyone, especially Millennials, wants to absorb as much knowledge as possible. That presents a question for employers. Can you use that information – employees’ desire to learn – to your advantage in terms of talent strategies? And if so, how? A well designed tuition assistance program can do far more than develop specific functional skills, says the new EdAssist® report, In Demand: Tuition Assistance. “By creating employee growth opportunities that tightly align with organizational goals, employers can offer the long-term career development employees want, while delivering on the strategic talent goals the organization…
The explosion of Millennials out hunting Weedles and Charmanders should at least be a little instructional. The game pretty much checks all the boxes on the Millennials’ wish lists in life, not just Pokemon.
It may come as a surprise to some, but the very things that attract Millennials to dream companies are the same elements that appeal to older generations.
By recognizing that uniqueness, diversity and inclusion in teams brings huge benefits in innovation, fresh perspectives, and enhanced problem solving. But to get there – true workplace diversity — requires first engaging in some introspection into the part you play—what I call the “Being” part of the process.
Healthcare HR is on the move. The industry is expected to add more jobs over the next eight years than any other segment of the U.S. economy. According to the Bureau of Labor Statistics, about one in four new jobs will be filled by doctors, nurses, lab techs, and other support roles, putting healthcare on track in the next decade to overtake state and local government as the largest employment sector in America.
Satisfying work is known to have a substantial impact on how well people do their jobs. But those same satisfying jobs can have converse effects on the work/life equation. At Biogen, that’s mean creating an evolving benefits strategy that’s gone from “need to play” to “need to win.”
A Dream Company supports people as a company rather than individuals, and so lays the groundwork for longer lasting results than a dream job. So if the answer to giving employees their dream job is in reality to become their Dream Company, how do you become one?