Microsoft reports on employee demographic gaps Microsoft has reported employee demographic breakdowns by company level and setting in a bid to improve transparency. The company hopes other corporations will follow suit and also commit to reducing gender and racial gaps in employment. HR Dive (11/15)
Voluntary benefits at no-cost to employers Offering competitive employee benefits is easier than you think. Voluntary benefits allow your employees to customize their insurance to fit their needs. Download the Buyer's Guide to Voluntary Benefits to learn about no-cost insurance options.
Retaining talent should be a top priority for employers, writes Kirk Seminoff, citing the losses that organizations incur -- customer relationships, investment in training -- when employees leave. An accounting firm in Kansas supports retention by emphasizing a people-first culture and using an internal committee to help measure employee happiness. The Business Journals (tiered subscription model) (11/15)
Choose an online HR program to boost your career Whether you're just starting out in human resources or ready to advance your career to the next level, Penn State's renowned School of Labor and Employment Relations offers certificates and degrees online through Penn State World Campus that can help you gain the expertise you need to succeed.
Download Unum's ADA Employer Guidebook In this guide, Unum helps employers navigate the ADA law's subtle and complex requirements, so you can avoid the costly consequences of failing to comply. Find resources, tips and insights on how to keep your organization in compliance. Download the ADA Guidebook.
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Benefits & Compensation
4 ways to boost employee benefits offerings More workers are prioritizing benefits and salary when making decisions about current or potential employers, HR executive Chad Melvin writes. Melvin outlines four ways employers can boost their benefits package, such as by offering development opportunities and flexible schedules. TLNT (11/15)
The HR Leader
Is an employee difficult but passionate -- or just a jerk? Challenging people fall into two categories: jerks who need to go and disruptors with legitimate criticism. Organizations that learn to manage the well-meaning challengers can tap into their passion and dedication, entrepreneur Mary Juetten writes. Forbes (11/14)
