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.
You may think financial stability is just a personal problem, but it isn’t. Stress has a domino effect… and there are few stresses bigger than worrying about money. Counseling a family about college finance before they sign on the dotted line does everybody good.
We celebrated “Take Your Child to Work Day” at Bright Horizons last week. We thought it would be fun to hear from both sides on the experience so we asked the participants each one question.
As we finish up the second quarter of 2016, two events – Human Resource Executive’s Health & Benefits Leadership Conference and Solutions at Work LIVE — got HR leaders from across the country talking about these trends in human resources.
It’s hard to believe that employers spending this type of money would not be more focused on the “front end” of their tuition reimbursement programs. Providing academic advising and counseling to users of educational benefits before employees start their studies would greatly enhance their experience, not to mention maximize the employers ROI.
We need people with the brain capacity and desire to generate brainstorms without being hamstrung by choices they made as adolescents. “Few emerging adults willing to take a chance on their business idea,” wrote the New York Times, “makes it harder for everyone else to get a job.”
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.”
While dependent care was once a smallish part of work-life, which was a smallish part of HR, it is now a momentous responsibility for someone at headquarters of large global organizations. What global organizations need is a strategic vision consistent with company values, and a plan.
So, how does an employer who has a workforce full of patient caregivers or teachers (or any role that’s human-labor intensive for that matter) authentically support work/life balance? The key words are FLEXIBILITY and CONTROL. Employees who feel that there is some degree of flexibility in their scheduling — and who feel they have input into how that schedule is created — are much more likely to indicate they have work/life balance.
Roughly 10% of the workforce currently supports a child with special needs. As part of Autism Awareness Month, we’re featuring weekly stories throughout April about what this means for employees and how employers can help. The following comes from Adam R. Goldberg, M.Ed, Founder & CEO of myEdGPS.