HR – Ultimate Software's Blog http://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Tue, 18 Jul 2017 10:00:57 +0000 en-US hourly 1 https://wordpress.org/?v=4.8 Ultimate Software’s Connections Conference 2015 http://blog.ultimatesoftware.com/ultimate-softwares-connections-conference-2015/ http://blog.ultimatesoftware.com/ultimate-softwares-connections-conference-2015/#respond Mon, 23 Mar 2015 13:43:31 +0000 http://blog.ultimatesoftware.com/?p=230 For more than a quarter-century, Ultimate Software has been doing whatever it takes to help you put your people first. From the very first release of our product to our leap into the cloud and across the globe, we’ve never taken our eyes off the prize: delivering the tools you need to empower your employees […]

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For more than a quarter-century, Ultimate Software has been doing whatever it takes to help you put your people first. From the very first release of our product to our leap into the cloud and across the globe, we’ve never taken our eyes off the prize: delivering the tools you need to empower your employees every day of the year.

Connections Conference 2015Tuesday, March 24th marks the start of our annual customer and partner forum in Las Vegas, Connections. This year, however, is something special. 2015 marks a true milestone: Ultimate’s 25th anniversary. More than 1,800 payroll, HR and talent professionals from across North America will be joining us at the Bellagio to connect and network with their peers, hear from inspiring and motivational figures, gain new insights into UltiPro and the future of our solutions… and have a good time while they’re at it.

Throughout our 25 years, we’ve stayed true to the fundamental belief that people—their strength, resilience, creativity, and determination—are the core drivers of business success. To that end, the theme of Connections 2015 is “Unlock Your People Potential.” We’re celebrating the power of people with more options and opportunities than ever. Throughout the four-day conference, we’ll offer breakout sessions on a huge variety of topics through 11 special-interest tracks including industry best practices, getting the most out of UltiPro, and maximizing employee effectiveness. Based on popular demand, we’re even adding 500 more seats for our optional UltiPro Hands-on Learning sessions.

Our outstanding keynote speakers for Connections 2015 will amaze, inspire and inform. You’ll hear first from one of my personal heroes, Earvin “Magic” Johnson, Jr.—a legendary NBA star and hall-of-famer as well as entrepreneur and philanthropist, whose company has become the #1 brand in urban America. Simon Sinek, one of the true visionary thinkers of his time, will be there to share his remarkable research on insight into how leaders, think, act and communicate, as well as how this translates into a fulfilling work environment. Simon is a trained ethnographer and the author of two best-selling books, including Start With Why: How Great Leaders Inspire Everyone to Take Action. Finally, on Friday, renowned corporate speaker, businessman and artist Erik Wahl will demonstrate his inspiring technique using on-stage painting as a powerful visual metaphor for his message of innovation and business success. And at our Customer Appreciation Party in the evening, we’re thrilled to host Michael Bublé, one of the most beloved singer-songwriters in the world.

Of course, I’m also excited to show off our product roadmap for the coming year and share some of the things my team have been passionate about lately. And whether you’re a first time attendee or a Connections vet, you might just encounter some 25th anniversary surprises that we don’t want to spoil. As always, be sure to follow all the action on Twitter at #UltiConnect even if you can’t join us in person. See you in Vegas!

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Hottest Trending Topics in HR http://blog.ultimatesoftware.com/hottest-trending-topics-in-hr/ http://blog.ultimatesoftware.com/hottest-trending-topics-in-hr/#respond Fri, 20 Feb 2015 15:41:15 +0000 http://blog.ultimatesoftware.com/?p=196 The start of the New Year means focusing on new goals and resolutions, so we’ve got our eye on the hottest trending topics in HR that will impact your organization in 2015. It’s never too soon to take action to get in front of the pack when it comes to engaging your people to positively impact […]

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The start of the New Year means focusing on new goals and resolutions, so we’ve got our eye on the hottest trending topics in HR that will impact your organization in 2015. It’s never too soon to take action to get in front of the pack when it comes to engaging your people to positively impact your organization’s outcomes. Start the year ahead of the curve by reading what our industry leaders, analysts and experts think you should be paying attention to this year.

Healthcare Reform

By now, we are all familiar with the sweeping changes to the U.S. healthcare system first signed into law in 2010, known as the Patient Protection and Affordable Care Act. Most of the provisions of the PPACA are already in effect as of January 2015, including:

  • The Health Insurance Marketplace
  • The individual insurance mandate
  • Transitional reinsurance fees
  • The employer “pay or play” mandate

A SHRM survey in 2013 showed that 75% of HR leaders expect the PPACA implementation to have a “major impact” on the workplace. The primary concern for corporations in 2015 is the “pay or play” mandate. This mandate hinges entirely on accurate, company-wide workforce reporting to monitoring employee eligibility status. The manual tracking of service hour history and schedules to determine full-time status (or equivalency) as well as monitoring insurance affordability levels can become a nightmare and even a small data entry error or discrepancy can result in costly fees. The ideal way to visualize all of the different factors that impact eligibility is with a comprehensive PPACA dashboard bringing all relevant data in a single view to support timely actions.

To stay prepared and avoid manual tracking and the possibility of data discrepancies:

  • Evaluate cloud-based people management solutions that can do the legwork
  • Consider a solution tailored to ease the burden of PPACA compliance by offering at-a-glance service hour history and projections for the year
  • Look for comprehensive offerings that include reporting tools specifically designed with the “pay or play” mandate in mind

Predictive Analytics

According to KPMG research, data analytics is the #1 most-cited area for HR technology investment in 2015. By moving from traditional BI reporting to proactive analytics powered by, statistical models, to suggested courses of action for users, you will be able to accurately project future workforce trends and predict your employee’s behavior with a high probability, and help managers make the best decisions for their teams. This will also allow you to demonstrate the maximum value of HR by providing actionable intelligence for future success.

To stay ahead of the curve, examine solutions that leverage predictive analytics for HR to:

  • Determine individual employees’ chances of staying with your company
  • Alert you to flight risks—employees who are likely to leave within six months, so that you can take proactive action to retain them or create succession plans
  • Identify the current top performers at your organization throughout the full workforce
  • Predict future top performers by identifying patterns that indicate high potential

Focus on the Candidate and Internal Candidate Experience

With the economy continuing to pick up and the new expectations of today’s job seekers, recruiting solutions are seeing a newfound importance placed on the candidate experience: the way job applicants are treated before being hired, interviewed, or even seriously considered for a position. Today’s labor force, and especially the growing millennial generation that comprises its majority, places a higher premium on the candidate experience, simplicity, and speed than at any time in the past.

By changing the focus in recruiting to candidate engagement and empowerment, you build the foundation for a lasting business relationship between employer and employee before a hire ever takes place and you will gain tangible benefits for your business.

Even for those who aren’t hired, the candidate experience can have a significant impact on brand identity and generate good will about your organization and culture. Furthermore, a negative candidate experience can have dramatic effects, with the advent of social media and mobile technologies, making it easier than ever for candidates to broadly share damaging your credibility as an employer!

Improving the application process can also result in a higher quality of hires. Studies show that 40-80% of candidates don’t ever finish the application process, and many times this is because of the application process itself. These partial applications are simply discarded and never make it across the hiring manager’s desk.

Look for recruiting technologies that leverage user experience features such as:

  • Automatic, persistent saving of all collected data
  • A bold, familiar, and friendly frontend that draws aesthetics from popular social platforms
  • Data-rich applicant options like pulling personal data from LinkedIn instead of relying on cumbersome manual entry
  • Real-time search results and filtering when candidates look for their ideal position, with more relevant results offered the more information is provided
  • “Gamified” elements that replace boring, static Web forms with enthusiastic prompts and a plain-English approach, much like the creation of a social media profile

2015 is shaping up to be an exciting and transformative year for people and organizations in all industries, and leveraging the latest in HR technology while staying on top of critical trends can make or break your success!

Ultimate Software has been providing comprehensive people management in the cloud for more than a decade. Discover how UltiPro® can help your organization stay ahead of the curve and future-proof in 2015 at www.ultimatesoftware.com.

 

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Sweet Suite Success http://blog.ultimatesoftware.com/sweet-suite-success/ http://blog.ultimatesoftware.com/sweet-suite-success/#comments Mon, 02 Feb 2015 17:13:47 +0000 http://blog.ultimatesoftware.com/?p=186 The days of cobbling together point solutions to create your organization’s HCM platform are fading – fast. Technology choices today are being driven by business, IT and HR leaders who place a premium on engaging their people with a simple and compelling experience. Piecemeal systems generally fail to meet expectations, because the complexities of integration […]

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The days of cobbling together point solutions to create your organization’s HCM platform are fading – fast. Technology choices today are being driven by business, IT and HR leaders who place a premium on engaging their people with a simple and compelling experience. Piecemeal systems generally fail to meet expectations, because the complexities of integration and rationalizing different data structures leave buyers with the least common denominator functionally. This leads to challenges for everyone using them – HR, employees, and business leaders.

A recently published Gartner report, Market Guide for Human Capital Management Suite Applications (Dec, 2014), notes that “A key selling point of an HCM suite versus a heterogeneous environment of multiple point solutions is having an integrated set of capabilities managed by a single vendor. The reality of this ‘integrated suite,’ however, is often an aggregated set of acquired capabilities mixed with capabilities developed organically.”

So why does it matter if HR, Payroll, Benefits, Recruiting, Performance Management, etc., are developed natively as part of a holistic platform, versus acquired or offered through a partner? What value does an organically-built, unified HCM suite provide?  Our clients have experienced the following benefits:

  • Higher adoption and employee engagement, with a single user experience
  • Modern, more adaptable, and consistent user interface
  • Reduced integration costs
  • Accurate, global line of sight for payroll, HR and talent information
  • One source of the truth for employee details
  • Simpler exchange of data for reporting and integrations
  • Single sign on
  • Context retained when accessing data across modules
  • Comprehensive analytics and reporting across all areas of HR and Talent Management

In the report, Gartner found that “The market is experiencing a trend toward more HCM suite buying: combining talent management functionality with core HR on the same platform, as buyers look to reduce integration challenges and take advantage of easier, yet more in-depth, reporting and analytics across the suite.”

We have found that aggregated or loosely integrated suites can exacerbate data challenges. With more in-depth, comprehensive analytics and reporting you are better positioned to make those important, people-focused decisions that drive the success of your business.

Your people are also why the seamless user experience that comes with a unified HCM suite is so critical. A disjointed user experience that confuses or fails to engage a candidate or new hire can be disastrous and costly, because we know that those first few weeks have a dramatic impact on employee retention.

Ultimate Software developed our UltiPro HCM suite as a comprehensive HR platform, starting with payroll, benefits, and HR, and, over time extending our solution to include full recruiting, onboarding, talent and workforce management capabilities.  A 2014 survey showed that UltiPro buyers indicate that the holistic suite platform is one of the top reasons for selecting the solution.  The fact that UltiPro is 100% SaaS is also a significant buying factor.

Regardless of the solution you choose, in a time when employee loyalty can be fickle, ensuring you have a simple, consistent, and engaging solution to help your employees get the information they need when they need it is key to a successful HCM technology investment.

Note: Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

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Is it Globalization? http://blog.ultimatesoftware.com/is-it-globalization/ http://blog.ultimatesoftware.com/is-it-globalization/#respond Fri, 21 Sep 2012 07:12:16 +0000 http://blog.ultimatesoftware.com/?p=132 Global… local… international… These words are becoming more and more prevalent in the world of human resources. Organizations of all sizes and complexities are operating in different countries, not only because they want to grow and extend their reach, but more often, because they want to survive. So, what do the above terms mean when […]

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Global… local… international… These words are becoming more and more prevalent in the world of human resources. Organizations of all sizes and complexities are operating in different countries, not only because they want to grow and extend their reach, but more often, because they want to survive. So, what do the above terms mean when linked to HCM systems? What are the differences between Globalization and Localisation?

These are just terms that we’ve popularized in the HR realm to make sense of complicated organizational perspectives. The fact of the matter is that it hardly matters, because the first element of any HCM system is the human being – the person.

There is a simpler perspective, and far more effective approach, and it’s what Ultimate does every day: putting people first. By starting with the individual and understanding who they are, where they live, their role in an organization and what they are doing – providing support for the person at work – we achieve two things very quickly. First, we design applications that are useful and relevant to the individual, providing the engagement that is the foundation for business application adoption. Second, we understand the information, processes and relationships that make sense for that person, based on the nature of their work, in what country they work, and with whom they work.

This requires a versatile HCM backbone that enables personalization. Using a smartphone analogy: Globalization means you will be able to use the same smartphone in many countries. When you visit another country, the phone will know it, will be context-aware, will adapt the appropriate time zone automatically, and will turn services on or off according to the country’s regulations. You will have the same user experience regardless of the country you are visiting, because your smartphone is adaptable.

HCM systems must put the person first, while also providing organizations with appropriate views of the people, teams, processes and information that make up their business locally, regionally and globally. Through those views come insight into individual and organizational performance, as well as the reporting required for smart growth and, of course, compliance.

The best globalization practices start with understanding people, roles and teams. With that understanding, as practitioners, we are well on the way to the types of local insight and global oversight our companies need as we grow worldwide.

 

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Future-Proofing Your Business: Expect the Unexpected! http://blog.ultimatesoftware.com/future-proofing-your-business-expect-the-unexpected/ http://blog.ultimatesoftware.com/future-proofing-your-business-expect-the-unexpected/#respond Tue, 03 Jul 2012 06:28:45 +0000 http://blog.ultimatesoftware.com/?p=124 Expecting the unexpected is something many of us wish we could do. We would all love to be able to predict what changes are going to impact us next. Who in our organizations are going to be our future rockstars and who are those who will take a different path in their career journey? Are […]

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Expecting the unexpected is something many of us wish we could do. We would all love to be able to predict what changes are going to impact us next. Who in our organizations are going to be our future rockstars and who are those who will take a different path in their career journey? Are the hiring decisions we made going to pan out? If we had that ability to see what the future held for us all this focus on planning would be much less relevant. We could afford to be more lackadaisical in our approach. But the reality is the speed of change continues to increase at a lightning fast rate and we have to be prepared for what the future holds. Whatever that may be.

Now is the time for you to prepare for the future. Just simply having great people work for your organization is no longer sufficient. Our generations are changing and so are their expectations. This is our time to ensure we are planning for the impacts of this and many other changes. Our workforce is our future and with out a plan to continue to engage, develop, and grow our people, our companies will falter. Whether your challenge is getting great people, keeping them motivated or growing your future leaders, having a plan is the first step towards success. How future proofed are you?

Future Proofing Your Business Infographic

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Big Data and Predicting Turnover http://blog.ultimatesoftware.com/big-data-and-predicting-turnover/ http://blog.ultimatesoftware.com/big-data-and-predicting-turnover/#respond Sun, 15 Apr 2012 10:13:21 +0000 http://blog.ultimatesoftware.com/?p=111 I learned a lot about data during this year’s Ultimate Software Connections conference. Which is totally cool with me; I’m not afraid of numbers. One specific term was “big data.” Now, I admit that I had heard the term but didn’t really have my arms around what it meant or what it means for business. […]

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I learned a lot about data during this year’s Ultimate Software Connections conference. Which is totally cool with me; I’m not afraid of numbers. One specific term was “big data.” Now, I admit that I had heard the term but didn’t really have my arms around what it meant or what it means for business.

Chris McLatcher, director of business intelligence and analytics for Ultimate Software, really gave a great overview of big data during his session, “What’s Coming in the Area of Reporting, Metrics, Analytics & Predictive Analysis.” In case you’re wondering, the term “big data” refers to groups of data so large that they become challenging to work with. But we do it anyway, because of the trend data that we can pull from it. If you’d like to learn more, here’s a video that can help.

 

Data has always been important to our organizations. Now that lots of it exists and more is generated every second, data is even more important. But not just getting the data. It’s equally key that we can read, process, and make decisions based upon it.

This is where predictive analytics takes over. We can use these techniques to leverage the data. Because what our organizations are able to do as a result of the data will help them achieve success. Having data just for the sake of data isn’t achieving success. Ultimate Software talked about one of the ways they are able to use big data for their clients. Think about this scenario:

Your company is getting ready for their annual strategy session. Part of that session is setting business goals for the next operational year. During the conversation, someone mentions that they are concerned about achieving the goals being discussed because of the current talent situation in the company. “There are lots of reports in the media about people looking for new jobs. If we lose a couple key players, we won’t have the bench strength to make these goals a reality.”

Wouldn’t it be great if you could put the senior leadership team’s fears to rest? The question is: what could possibly be said? Ultimate Software has been successfully testing the use of predictive analytics to not only determine how much turnover an organization might expect but the likelihood of an individual to leave the organization. This is pretty powerful stuff!

If businesses had more accurate data regarding potential turnover, there would be opportunities to potentially change the outcome. Again, what our companies can do with data becomes incredibly valuable and has the potential to impact the bottom line. It all comes down to knowing and understanding the business data we have available.

If you want to stay on top of business analytics and how they can help your organization, consider joining the UltiPro Business Intelligence SIG on LinkedIn. Chris also mentioned two books: Investing in People by Wayne F. Cascio and John W. Boudreau and HR Analytics Handbook by Laurie McBassi. Neither are reads for sipping a pina colada by the pool, but when you need them, they will be very useful.

There’s an old cliché about knowledge being power. In today’s world, having access to the data you need, at the moment you need it, will create powerful opportunities for your company.

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Have you Future Proofed your Company? http://blog.ultimatesoftware.com/have-you-future-proofed-your-company/ http://blog.ultimatesoftware.com/have-you-future-proofed-your-company/#respond Wed, 11 Apr 2012 13:58:37 +0000 http://blog.ultimatesoftware.com/?p=108 According to Gartner Research, succession planning in the C-Suite is a significant concern. I’d argue it’s a concern at every level in an organization. When 61% of employed workers are open to or looking for a new job, companies need to allocate resources toward attracting and retaining their future talent. But the question is…what does […]

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According to Gartner Research, succession planning in the C-Suite is a significant concern. I’d argue it’s a concern at every level in an organization. When 61% of employed workers are open to or looking for a new job, companies need to allocate resources toward attracting and retaining their future talent.

But the question is…what does our future talent look like?

That was the focus of Cale Hammer’s session during Ultimate Software’s Connections 2012: Future Proofing Your Business. While we all realize succession planning is important for business success, nearly one-third of companies don’t have succession plans and over 50% of individuals in VP-Level positions have no successors.

It made me wonder if one of the reasons so few organizations have succession plans in place, is because the process is perceived as down-right painful. As HR pros, we know the keys to success with any program implementation are:

  1. Aligns with business needs
  2. Has top leadership support
  3. Receives regular attention
  4. Gets dedicated resources
  5. Is both manageable and effective

And in the case of succession planning, #6 – Provides a commitment to talent development. Cale shared a client quote during the session that really struck me about the significant need for companies to spend resources on their current talent.

“We lack investment in training and development and do not provide enough opportunities for employees to learn beyond their own roles.”

If organizations plan to remain competitive and grow or even just retain market share, they have to figure out how today’s employees fit tomorrow’s business needs. Cale provided an overview of Ultimate Software’s Succession Planning solution for companies that are trying to figure this out.

There were a couple of things that really stood out for me.

The flexible Talent Assessment Box. With the Ultimate Software Succession Planning solution, you can create a 4-box, 9-box or larger with custom axis to monitor employee status. Imagine one axis as current performance rating and the other as potential for promotability. Each employee is noted on the report. It’s a clean, easy way to monitor and present to leadership where individuals are in relation to your succession planning efforts.

A Succession Readiness Report. This report allows an organization to view the percentage of candidates by division or region and their readiness level in terms of months. So if senior leadership wants to know the number of people who will be ready in the next two years, it’s just a report away. And the report can provide details on who those individuals are.

Those are just highlights, the solution does so much more. If you haven’t already seen a demo of the succession planning module and how it can help future-proof your business, click here to sign up. Succession planning does not have to be long, drawn-out and painful. But it does need to be done for the success of the business.

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Wrap Up from #UltiConnect 2012 – Talent Management is a Journey not a Destination http://blog.ultimatesoftware.com/wrap-up-from-ulticonnect-2012-talent-management-is-a-journey-not-a-destination/ http://blog.ultimatesoftware.com/wrap-up-from-ulticonnect-2012-talent-management-is-a-journey-not-a-destination/#respond Mon, 02 Apr 2012 05:32:29 +0000 http://blog.ultimatesoftware.com/?p=106 One of the definitions that has always perplexed me is talent management. If I talk to a dozen people, I’ll get several different answers about what talent management is and its individual components. Lisa Sterling, director of people engagement at Ultimate Software, brought the concept of talent management into focus for me during last week’s […]

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One of the definitions that has always perplexed me is talent management. If I talk to a dozen people, I’ll get several different answers about what talent management is and its individual components.

Lisa Sterling, director of people engagement at Ultimate Software, brought the concept of talent management into focus for me during last week’s Connections 2012 conference. She defined talent management as the umbrella covering talent acquisition, onboarding, performance management, compensation, succession planning and career development. More importantly, she defined it as a business process not an HR process.

Now some of you might be saying, “I already knew that.” But this is where Sterling shook up conventional wisdom by adding the workforce business data we’re hearing about. For example, thousands of employees are reaching retirement age every day. And the Millennial population will outnumber Boomers in the workplace by 2015. Voluntary resignations have reached their highest point since 2008.

It’s this kind of business data that is impacting the definition of talent management.

While the components of talent management might remain the same, as business pros we must change our approach to stay current with the times. Sterling cited three well-known examples of how current trends are changing the face of talent management:

  1. Technology – It was only a couple of years ago when we were introduced to tablet computers. And now they are a staple in our work lives. Mobile technology is creating opportunities for employees to stay engaged at different levels than before.
  1. Social Collaboration – Tools like Yammer allow employees to exchange ideas, solve problems and stay connected no matter where they are. Companies are able to leverage these tools to create a more informed and productive workforce.
  1. Social Media – Communication has become individualized. Employees are able to have valuable conversations on a variety of social networks. And we all know the company benefit of good communication.

What I found exciting is that Ultimate Software recognizes these business trends and is enhancing their solutions to meet the changing face of talent management. Sterling said it best when she talked about talent management being a journey not a destination. There will always be new business insights we have to consider. They will always cause us to redefine talent management. The real question we have to keep asking ourselves is “Are we ready for the future of talent management?” Because that’s what will keep our business ahead of the curve.

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Buying a House, Saving for Retirement and Choosing Benefits http://blog.ultimatesoftware.com/buying-a-house-saving-for-retirement-and-choosing-benefits/ http://blog.ultimatesoftware.com/buying-a-house-saving-for-retirement-and-choosing-benefits/#respond Tue, 20 Mar 2012 12:23:24 +0000 http://blog.ultimatesoftware.com/?p=93 Today I want to talk about something that is very important to all of us: choosing the right benefits. I relate to this because as someone with a wife and two small sons at home, it’s absolutely critical that I choose the right benefits for my family. Given that I’m responsible for HR & Benefits […]

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Today I want to talk about something that is very important to all of us: choosing the right benefits. I relate to this because as someone with a wife and two small sons at home, it’s absolutely critical that I choose the right benefits for my family. Given that I’m responsible for HR & Benefits within Ultimate’s UltiPro and I’ve spent my entire career studying and managing benefits solutions, I am fortunate to have the knowledge and tools necessary to make informed benefits decisions. Unfortunately, for most people, knowing how to differentiate and select benefits can be confusing and daunting. This fact is very concerning because outside of buying a house and saving for retirement, choosing the right benefits is probably the most important decision a person will make.

At this point you may be thinking, “He’s just saying this because he has spent his career in benefits.” This may be true but let me explain it from my vantage point.

The reality is that benefits are important because of their potential impact on one’s personal and financial well-being. Based on recent data from Mercer, an employee’s annual healthcare cost for a family of four is expected to top $10,000 in 2012. That is approaching almost $1,000 per month! At that level, we are in the ballpark of a monthly mortgage payment. This is where the similarities end. The reason is that unlike buying a house, if you choose the wrong benefit plan you could suffer catastrophic financial losses should you get sick or have a health problem that is not covered. Even worse you might not even be able to get the medical treatment you desperately need. I think this makes it pretty clear why understanding how to choose the right benefits is important.

What’s ironic is that most people spend only a few minutes choosing their benefits and do so with very little information. This is where the need for benefits decision support comes in. As a business owner or HR leader who wants your people to make informed benefit decisions, it is critical that you provide the tools for them to do so. This includes: 1) definitions of key benefit terms, 2) the pros and cons of each benefit plan being offered, and 3) comparison tools that can be used to determine the benefit plan that is best tailored towards their unique personal situation. Historically speaking, people have relied on their employers to provide the information needed to make informed benefits decisions. This approach, however, is becoming ineffective at a very rapid pace. This is because the younger generations entering the workforce rely almost solely on their social networks for all kinds of advice. Now I’m not new to the workforce, but soliciting benefits advice from my friends and family using my social network seems like a much better approach to me.

So my message is, take your time and be wise in your benefits decisions. If you are the person responsible for benefits management in your organization, take it upon yourself to provide your people with the information and tools they need to make informed benefits decisions. Put yourself in their shoes. Failure to do so can have terrible consequences for everyone.

Here’s to putting people first.

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