Workplace stress is at an all-time high, but it is possible to greatly reduce and even eliminate it. Most people believe that their stress is caused by finances, relationship problems, health issues, career concerns and other factors, but this is false. While such factors do exist, they can be dealt with effectively and efficiently without experiencing high levels of stress. Resilience is the ability to bounce back after a reversal. Stress and resilience are related: those who do not feel stressed are more likely to be resilient, and vice versa. The key is to change our mental models of stress, resilience and life itself. This session shows you how to identify these models and make appropriate changes.
- The real reason we feel stress (about which most people are dead wrong).
- Five proven methods to significantly reduce stress.
- Two proven methods to cultivate resilience.
- Exercises to make you happier as a person as joy comes flooding back into your life.
With a multigenerational workforce and a changing workplace comes a disruption in the traditional health insurance model. Today's employees expect personalized, preventive, always-on service; 90 percent demand a digital experience; and by 2025, less than 20 percent will be satisfied by complex, archaic, “one-size-fits-none” plans. The presenter explains why the future of health insurance is about health, not insurance, and about empowering employees to be healthy every day.
- Changing market dynamics: employees of the past, present and future.
- Why health matters and why it is no longer just about insurance.
- The gap between employee expectations and current offerings, and how to bridge it.
The 401(k) and retirement plan industry has changed rapidly over the last five years, largely attributable to advancements in technology. Unfortunately, many plans are really starting to show their age. Know the top 10 red flags indicating that your company's retirement plan is due for an upgrade.
- Are you receiving the administrative support typical in the industry now?
- Guidelines for establishing a retirement plan committee and completing due diligence.
- At-a-glance review of investment options: are they following industry trends?
- At-a-glance review of your plan fees: are they transparent and reasonable?
After passage of the Affordable Care Act (ACA), there are even more requirements to be met by employers that sponsor health and other welfare plans under the Employee Retirement Income Security Act (ERISA), which they’ll need to ensure they are performing if subject to audit.
- What the DOL looks for when it does an audit.
- What you can do to be totally prepared in the event of an audit.
- Identify the pitfalls that can show up on audit, which many employers miss when sponsoring plans.
HSAs have become the latest tool to help employers reduce benefit expenses while also empowering employees to make healthcare decisions that are more consumer driven. But many people don't realize how they can also help employees prepare for retirement. In this session, we'll review the concepts of 'High Deductible Health Plans' (HDHP) and some of their advantages as a benefit to employers and employees. We'll also discuss using HSAs as a retirement savings tool and how they can be coupled with a 401(k) plan to increase retirement readiness in an era of increasing healthcare costs.
- Advantages of consumer driven health strategies for employers and employees.
- Market trends for Health Savings Accounts (HSAs).
- Effects of healthcare costs on retirement savings and spending.
- The many advantages and uses of HSAs for employers and employees.
An emerging trend in performance management is to have more frequent conversations about performance rather than the standard one conversation per year. Some companies have even adopted ratingless performance reviews,which have obvious implications for compensation. Gain a clear understanding of these trends by examining three case studies of companies that are operationalizing the ratingless performance management process as well as their associated compensation activities.
- The increased focus on ratingless performance management.
- How to assess and operationalize this type of performance management.
- The impact this initiative may have on employee performance and compensation programs and practices.
For many HR professionals, determining which financial wellness benefits will best meet the needs of your entire workforce is a guessing game. Employees are reluctant to discuss financial stress and ask for benefits that lighten the load … even when they need them. Consequently, culling through the hundreds of financial wellness options in the market to determine which solutions will deliver the most impact for employees can often feel like a guessing game. In this session, Salary Finance Inc. CEO Daniel Macklin and industry thought-leaders from PwC, Salesforce, and Accenture will discuss the biggest financial challenges facing today’s employees and the ways in which employers can help.
- How data can help understand the different financial fitness scores across your workforce and how these should impact your HR and benefits strategies.
- How financial fitness affects the bottom line to help you reframe your strategy so that resonates with your CFO and Board.
- Enable you to make a business case for prioritizing impactful financial fitness benefits.
Getting information through the fog of modern life is a challenge. Young employees have short attention spans, employers have complicated benefits and total rewards programs, and HR departments have high-pressure responsibilities to communicate. Total compensation and benefits is the highest-cost item on the cash-flow statement, yet modern organizations are struggling to leverage that investment into engagement. Let's fix that! This fast-paced presentation outlines the scary HR issues on the horizon, describes what our compensation and benefits strategies should be, and recommends updated communication methods to reach the right audiences.
- A strategic understanding of the multiple HR issues coming down the pike.
- A focused discussion of what today’s compensation and benefits strategies should look like.
- An identification (based on those strategies) of the target audiences to be reached, the challenges posed by the environments in which those audiences work and live, and updated ways to address those communication challenges.
- Proven, targeted methods for reaching both hard-to-understand, flighty Millennials and the newest generations of employees entering our work lives.
- Fresh survey data from SHRM Research and other organizational strategy resources concerning advanced communication methods borrowed from the world of marketing/sales, and metrics for measuring success or failure.
Loneliness is plaguing our workplaces and it’s as deadly as smoking, alcohol and obesity. Lonely employees are less healthy and engaged, and lonely workplaces stifle creativity and performance. Curing this plague is a strategic priority for business success. Discover how HR can alleviate loneliness and foster a culture of connection and well-being. This will energize and improve individual employee performance and engagement, break down silos, boost organizational productivity, and nurture happiness and health.
- The devastating impacts of loneliness on employees, and the benefits of an inclusive, connected workplace culture.
- How fostering high-quality relationships and a culture of strong social connections can alleviate workplace loneliness.
- Practical approaches to developing and nurturing employee and organizational connections, turning weak ties into strong ones.
- New skills, ideas, and specific customized tactics that can be applied directly in your workplace.
Organizations that ignore their employees’ well-being, which ranges from financial to mental health, run the risk of missing an opportunity for cost reduction; after all, an unhealthy employee population costs its employer more than a healthy population. As employers take healthcare matters into their own hands, the future of healthcare parallels the future of HR. HR needs a way to lift the veil on the healthcare experience in order to understand what employers are paying for, help employees get healthier, and reduce costs for all parties. This session explains how employers can manage the holistic health of their workforce, why they should care about it, and how HR can navigate.
- Techniques and strategies for engaging employees often and effectively via an integrated platform, to motivate them to make the best choices for their personal health.
- Arm employers with valuable information about the health of the workforce, based on data from employee interaction touchpoints.
- Identify the most important and actionable insights from available data—with actions leading to more engagement, better decisions and outcomes, and decreased employer costs.
- Communicate cost savings to the C-suite and take a larger, more strategic role in the organization.
Evolving from a base pay environment to variable rewards is a significant cultural change for your organization, and there are a myriad of environmental, design, implementation and communication challenges that must be identified and addressed. If you're thinking about a new variable pay program but aren’t sure what to do, or if you have a plan operational but it‘s not motivating employees in the way you’d like, this presentation can help, as it offers a specific methodology to use and a series of structured steps to follow. The speaker demonstrates his pragmatic eight-step variable pay design approach, 10 criteria for success for variable pay, and variable rewards template that can be tailored for your organization.
- The issues and challenges to address and resolve when evolving your organization from base pay to variable rewards.
- Proven tools for designing, implementing and communicating an organization-wide variable pay program: a step-by-step methodology, template, and 10 success criteria.
Mental health issues can have a negative impact on an employee's productivity and the overall morale of an organization. Stress, depression, anxiety and other mental health problems may contribute to an employee's increased absenteeism, lateness, and overall drive to do well and succeed in a company. This workshop will explore strategies that HR professionals can utilize to retain workers with mental health problems, and to create supportive and accessible environments that allow for increased productivity.
- Identify mental health problems in the workplace and understand their consequences.
- Learn the strategies and locate the resources to accommodate and support employees' mental health and wellness.
- Recognize the benefits to businesses that promote mental health-friendly practices.
The “LifeEvenBetter” health and wellness program at Land O’Lakes, the third-largest cooperative in the U.S., provides more than 10,000 employees with tools and resources to live a healthier life. The organization takes a total well-being approach to help employees find balance across their physical, financial and emotional health. Land O’Lakes also offers a holistic health center that serves as a hub for its well-being initiatives, meeting employees where they are in their health journeys.
- Review the components of a holistic well-being employee health and wellness offering.
- Learn about the increase in patient participation across existing on-site health programs.
- Understand VOI and how a holistic well-being approach measures up.
SHRM conducts a large-scale annual survey of trends in the strategic use of benefits. This survey investigates how organizations are making use of their benefits to enhance their talent management strategies and the lives of their employees. In this session, data collected from the survey serves as a launchpad for describing how you can make better use of competitive practices and findings from behavioral science to make your benefits programs more strategic and impactful.
- The most prevalent trends in benefits.
- How your organization can optimize your benefits program.
Commute as a benefit is a priority human resource strategy for Delta Dental of Washington (DDWA). When DDWA decided to move their headquarters just five miles from North Seattle to the South Lake Union neighborhood in downtown Seattle, they surveyed employees and found that the biggest concern during relocation was the commute. As such, DDWA executed a change management process that turned the employee commute from an obstacle to a benefit. DDWA set a goal to retain all employees during the relocation – a goal which they met. By providing commute as a benefit as an HR strategy, DDWA was able to retain all of their employees and also attract new talent. Their employees are happier, healthier, and more productive as a result of their commute benefits. Commute benefits don’t just impact the HR bottom line, but also save money through better parking management and utilization. In conjunction with their relocation, the HR team invested in a telecommuting program which involved technology investments, workplace culture shifts, and manager education. Telecommuting is now their most common commute at 25%. Employees are happier with the flexibility and the HR team packages this as a benefit when hiring new employees. This presentation will explain how DDWA leads with empathy and puts the employee experience at the forefront of their strategy. You will learn about their commute benefits program – powered by the Luum platform – and how it has positively impacted their workplace culture, HR strategy, and bottom line.
- Understand how commute benefits play a key role in attracting and retaining employees.
- Review the role of employee commute benefits and identify other key investments to successfully influence employee selection of alternative commute modes.
- Understand available technologies to support innovative commute benefits administration and parking management.
- Learn best practice for commute benefits policy and innovation.
As college costs rises faster than inflation and as student loan debt exceeds $1 trillion, managing the complex and ongoing student loan process is a significant concern for employees across all industries. Young professionals who recently left college are likely repaying undergraduate loans and figuring out how to pay for graduate school; mid-career professionals are repaying undergraduate and/or graduate loans and figuring out how to save for college for their elementary school children; mature professionals are figuring out how to pay for college for their high school children, without taking loans or sacrificing retirement security. This interactive session demonstrates the different ways HR departments can help employees manage student loan debt, before enrollment, during college, and after graduation, and offers answers to questions such as those below.
- What are employers doing to assist employees with student loan repayment?
- What are state legislatures and the federal government doing to provide employers with incentives to include student loan repayment as an employee benefit?
- What is the impact of student loan debt on employee mental health and productivity?
- What are the pros and cons of private loan consolidation?
- How can employees of nonprofit organizations have their loans forgiven?
- Can you have a student loan bill of zero dollars a month?
- Can you get free money for college by not going to college?
With low unemployment and a record number of job openings, many of us are considering what we need to do to attract and retain talent. While there are multiple drivers to attraction and retention, wages is one of the most clear-cut considerations. Learn a step-by-step process for evaluating your company's wage levels and practices, to determine whether raising wages will contribute positively or negatively to its bottom line.
- Learn how to find and interpret relevant market data, to determine the external competitiveness of your wage rates.
- Know the key drivers of your company’s attraction and retention challenges, to determine whether wages are a top concern.
- Understand variable compensation components, to determine whether adjustments will lead to positive business outcomes.
- Analyze what an increase in varying degrees of wage rates will cost the business, relative to the cost of turnover and unfilled positions.
You know that it’s time to start “shopping” your retirement plan—the Department of Labor recommends doing so every three to five years—but you don't know how to begin. Fortunately there's no need to recreate the wheel: this presentation gives you step-by-step instructions for running a prudent and organized RFP for your retirement plan. Learn from others’ experiences and save time, money and your sanity.
- How to draft a retirement plan RFP, and who to send it to and communicate with.
- Evaluating RFP responses and holding interviews.
- Guiding your committee through the decision-making process and making a final decision.
- What due diligence to document.
The right technology platform for benefits enrollment and healthcare will transform participants into savvy shoppers who are better able to make informed decisions. They will also remain engaged, utilizing their benefits year-round and optimizing results for themselves and your organization.
- Understand how technology platforms can create an engaged workforce through a smart online “shopping” experience.
- Use a technology-based benefits platform to obtain data-driven insights into participants’ buying habits and ongoing engagement.
- Recognize that informed participants will make smarter benefits choices, often resulting in cost savings for the employer.
Keeping up with the latest policy issues in Washington, D.C. is always challenging. Join the conversation with Tracy Watts, Health Policy Leader at Mercer, to get an update on benefits-related policy issues at the federal level, as well as thoughts on what the future might bring—and what that means to employers.
- Recent activity in Washington: Surprise medical bills, drug prices, HSA enhancements.
- The future of the ACA: Cadillac tax, employer mandate, reporting relief and what state flexibility means to employers.
- Expanded Medicare and Medicare for all and whether change is likely.
- Mandated time-off benefits and what it will take to get a safe harbor.
- Wellness program compliance and the need for clarity.
- Impact of upcoming elections
Compensation professionals must remain informed of trends in compensation data and of sources that employees, managers and HR business partners are exposed to. This includes platforms launched by LinkedIn, Glassdoor and other social media sites, where users submit and research compensation data on current and potential roles in the market. Explore the emergence of such crowdsourced compensation data, and gain a clear understanding of the methodologies used by major suppliers of this information. Acquire tools to effectively navigate the introduction of new data sources into pay equity conversations, and to identify sources that should not be used.
- Compensation survey methodology; identifying data integrity issues.
- How to choose the right data and evangelize an organizational compensation philosophy.
- The benefits of embracing pay transparency; communicating how pay decisions are made to employees, hiring managers, candidates and recruiters.
The life of a financial services employee can be quite stressful. To address this, PNC partnered with ComPsych, its employee assistance provider, to launch an ongoing campaign aimed at raising awareness of mental health and boosting utilization of available support programs. In this informative session, Dale Grenolds, executive vice president of ComPsych and Elizabeth Harrington, vice president of Health and Wellness Strategy for PNC will show best practices in program promotion and employee engagement, resulting in better overall well-being for employees.
- Give voice to managers to be advocates for well-being and support.
- Recruit executive sponsorship for programs and campaigns.
- Use utilization data to promote the most popular – and needed – facets of EAP and work-life programs.
Tired of uncontrollable healthcare costs and feeling like there's nothing you can do to stop them? Finding a solution to make healthcare affordable for both employers and employees without cutting benefits seems nearly impossible, but one employer partnered with employees to take healthcare reform into its own hands, dramatically bending the cost curve while improving benefits. Its solution merged the best practices of comprehensive employee wellness, cost containment, employee engagement, nontraditional alternative healthcare solutions, travel benefits, medical tourism and more. The presenter walks you through solutions you won't get from any broker or find in any manual. He follows up on last year's popular session about the strategies his company uses to shift from a model of sick care to preventive wellness-based care, saving money for both employee and employer—$1 million in the first year alone.
- Measures for implementing a wellness program that people are excited to fully engage in.
- Preparatory steps to lay the foundation for an effective healthcare model that focuses on preventive care to drive down future costs.
- How to move from a traditional to a strategic benefits program that motivates and improves employee retention, increasing workforce competitiveness.
- A step-by-step model to build a program that includes the specific elements that every effective wellness program must include to achieve strong financial success.
- One employer’s unique, non-traditional, outside-the-box strategies to lower healthcare costs while maintaining and even improving employee benefits.
Most employees worldwide are performing below their potential because they aren't engaged—imagine what that does to an organization's bottom line. Business leaders are recognizing that the costs of unsustainable workforce practices are growing, while healthy workplaces have a significant impact on business results. Companies need precise, timely, detailed information about what employees really need and want in order to make the right investments to engage a diverse, demanding, dynamic workforce. This lively session explains how integrating the latest scientific findings and technological innovations can help improve the employee experience and increase health, well-being, engagement and, ultimately, performance.
- The latest research findings in organizational well-being culture and individual employee well-being.
- How intelligent technologies (e.g., machine learning) can proactively deliver to employees personalized well-being recommendations and support.
- How to integrate employee well-being into your human capital management practices, to build a strong and positive well-being culture.
- How well-being is best integrated into your organization's people strategy.
- How to assess the maturity of your organization's well-being culture and change readiness , which will inform your well-being strategy.
Employers have a fiduciary obligation to their employees when they offer retirement plans and benefits. The Employee Retirement Income Security Act (ERISA) imposes an extremely high regulatory burden, establishing significant organizational as well as personal fiduciary responsibilities on employers. The retirement plan marketplace offers numerous outsourced fiduciary services and models to reduce and manage that burden. What are 3(16), 3(21), and 3(38) fiduciaries? What are the benefits and risks of hiring an outsourced fiduciary? This session will review fiduciary responsibilities and obligations under ERISA, define the various outsourced models, and review the ongoing obligations employers have even when they use an outsourced fiduciary.
- Understand the employer’s fiduciary obligations under ERISA.
- Define who is an ERISA fiduciary.
- Learn what responsibilities can be outsourced and what cannot be outsourced.
- Compare the various outsourced fiduciary models available in the marketplace today.
- Learn to manage the roles and responsibilities of the committee, recordkeeper, administrator, trustee, and advisors.