Remove 2001 Remove 2015 Remove Wellness
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Assessing Values in Online Technology Part 4

HR Examiner

Financial Wellness. Recruiting. 1,001-5,000. Practitioner. Workforce Planning. Recruiting. Practitioner. Recruiting. Talent Management. Recruiting (Recruitment Marketing). Engage Talent (Workforce Logiq). Recruiting (Sourcing Acceleration). Recruiting (Sourcing). Fetcher.ai. Recruiting (Sourcing). Recruiting (Assessment). Glint (LinkedIn).

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Employers’ Cost to Provide Employee Benefits Has Risen 24% Since 2001, New Analysis Finds

HR Daily Advisor

employers’ cost to provide employee benefits, measured as a percentage of pay, increased 24% between 2001 and 2015, fueled largely by a doubling in healthcare benefit costs, according to a new analysis by Willis Towers Watson, a leading global advisory, broking, and solutions company. of pay in 2001 to 18.3%

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Adult Students’ Higher Education Success is Important

Edcor

No matter their level of education experience, one thing is true across the board: They are important to higher education institutions and their success is important individually as well as to the economy. NCES projects enrollment of this age group will increase 11 percent between 2015 and 2026.

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Finally, a Sympathetic Deconstruction of What HR is Doing Wrong!

HRExecutive

Many of those people will read the Harvard Business Review, where the co-authors published a performance-management cover story in 2015, or dip into the good research coming out of McKinsey. It also has contrary arguments about well-rounded people, cascading goals, competencies, performance ratings (of course) and even work-life balance!

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What does Psychology have to do with Data Visualisation?

Analytics in HR

We’re looking for information to help us improve our well-being or to map the fastest route to our friend’s house. Images retrieved from Pixabay (left) and Friendly, Michael (2001), Gallery of Data Visualization, Electronic document, http-//www.datavis.ca/gallery/, But the underlying data may be complex and difficult to make sense of.

Data 81
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Results-Only Work Environment (ROWE)

Workplace Psychology

Two sociologists from University of Minnesota’s Flexible Work and Well-Being Center, Dr. Phyllis Moen and Dr. Erin Kelly ( Kelly is now at the MIT Sloan School of Management ), were the original researchers invited in 2006 to observe and study ROWE as it was being implemented at Best Buy (Flexible Work and Well-Being Center, 2015).

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Results-Only Work Environment (ROWE)

Workplace Psychology

Two sociologists from University of Minnesota’s Flexible Work and Well-Being Center, Dr. Phyllis Moen and Dr. Erin Kelly ( Kelly is now at the MIT Sloan School of Management ), were the original researchers invited in 2006 to observe and study ROWE as it was being implemented at Best Buy (Flexible Work and Well-Being Center, 2015).