$0 option trades are subject to a $0.65 per-contract fee. Why can mentoring, self-managed teams, and cross-training increase diversity without the backlash prompted by mandatory training? All rights reserved. Retirement experts have offered various rules of thumb about how much you need to save: somewhere near $1 million, 80% to 90% of your annual pre-retirement income, 12 times your pre-retirement salary. I would like to have more choices on plans and not one health provider. A small change in savings could give you substantially more after 30 years. Banking products are provided by Bank of America, N.A. Source: Bank of America's Chief Investment Office, Portfolio Analytics, "Beyond the 4% rule: Determining sustainable retiree spending rates," January 2021. Announces It Intends to File Chapter 11 Bankruptcy Petition", "Lehman folds with record $613 billion debt", "In Frantic Day, Wall Street Banks Teeter", "Marsal to take over as Lehman CEO at end of year", "Lehman failure, AIG struggle drive financials lower", "afp.google.com, Lehman bankruptcy shakes world financial system", "Wall St.'s Turmoil Sends Stocks Reeling", "Lehman Bros files for Civil Reorganization Law", "NYSE to Suspend Trading in Lehman Brothers Holdings, Inc. and Related Securities listed on NYSE and NYSE Arca; Moves to Remove from the List", "Lehman targets November 17 to win bankruptcy plan OK", "Lehman Brothers Building, New York City, U.S.A.", "US judge approves Lehman's asset sale to Barclays", "Lehman, Barclays pact gets revised: lawyers", https://www.reuters.com/article/us-lehman-barclays-idUKN1932554220080921M, "reuters.com, Judge approves Lehman, Barclays pact", "Can Nomura make its Lehman purchase work", Nomura paying two dollars for Lehman's Europe ops: report, Nomura Buys Lehman's Europe Banking, Equities Units, Durchslag, Adam (October 1, 2008) "Bain and Hellman secure Neuberger: private equity houses Bain Capital and Hellman & Friedman acquire Neuberger Berman from Lehman for US$2.15bn", "Managers Win Auction for a Part of Lehman", "Examiner's Report Lehman Brothers Holdings Inc. Chapter 11 Proceedings", "Linklaters and Ernst and Young face action over Lehman Brothers collapse", "Could Lehman's Dick Fuld end up behind bars? This material is not intended as a recommendation, offer or solicitation for the purchase or sale of any security or investment strategy. Theyre designed to preempt lawsuits by policing managers decisions and actions. Free and $0 means there is no commission charged for these trades. WebIn early 2014 we surveyed business and HR users in 40 organisations, each with more than 10,000 employees complex beasts by anyone's standards. The difference evaporated, however, when trainees were told that they would discuss their grades with peers. They apply three basic principles: engage managers in solving the problem, expose them to people from different groups, and encourage social accountability for change. All rights reserved. In addition to promoting accountability, they engage members who might have previously been cool to diversity projects and increase contact among the women, minorities, and white men who participate. "Because there are so many variables, even the retirement researchers can't agree on a total dollar amount," says Ben Storey, director of Retirement Research & Insights at Bank of America. Freddie Pitts (Right) Florida Conviction: 1963, Pardoned: 1975. Lehman said that poor market conditions in the mortgage space "necessitated a substantial reduction in its resources and capacity in the subprime space. However, only 43% currently are allowed to do this(, 45% of telecommuters say they love their jobs, compared to 38% of mobile workers and 24% of employees who worked every day in their offices (, 10% of employees want a situation where they do not come into the office at all, and 35% do not want any telecommuting days at all(, 63% of Millennials say they're more likely to join a company that offers the option to telecommute (along with 57% of GenX, 41% of Boomers)(, 44% of employees view companies that don't offer a telecommuting option as old-fashioned(, 90% of HR leaders said they embrace digital practices like flexible scheduling and remote work, but just 15% of them have fully adopted digital practices (, 17% of companies investing in data-based HR technology are looking to reduce turnover (, 60% of companies investing in data-based HR technology said they had average turnover rates of up to 20%, and 25% of the organizations had turnover rates of up to 50% (, 31% of retail workers prefer to choose their own shifts vs 18% of employees across other industries (, The most common adaptions to accommodate millennials in the U.S. are making work hours more flexible (21%), allowing work from home (17%), increasing training (16%), implementing new mentoring programs (13%), and altering corporate culture (10%) (, 73.5% of associations offer employees flexible work schedules (, 48% of HR professionals reported millennials as their largest non-desk work group, but 32% said they are the hardest generation among Gen Z, Gen X and Baby Boomers to engage (, 43% of millennials would switch jobs for greater flexibility (, 35% of workers want to be able to work off-site full time and 37% part time (, 53% of employees say greater work-life balance and personal well-being are very important to them when considering whether to take a job with a different organization (, 23% of people cited better work-life balance as a reason they would leave a traditional job to do freelance work (, 17% of people cited flexible hours, 10% a need for freedom and 8% higher compensation as reasons they would leave a traditional job to do freelance work (, 94% of workers are open to non-traditional forms of work (, For 81% of workers, non-traditional work arrangements are a choice, rather than a necessity (, 80% of boomers (ages 50-65) would consider working as independent contractors and freelancers (, Traditional workers reported much less flexibility (27%) than the other two groups, who came in at 38% for contingent (temporary or on-call) and 58% for independent workers (contractors or online platform workers) (, If not managed well, the element of isolation for remote workers can result in a 21% drop in performance (, 92% of IT professionals recognized the benefits of remote work, but about the same amount said the perk comes with security risks, and more than half said the risks are greater than those for onsite workers (, 73% of VP and C-suite IT leaders think remote workers present a greater risk than onsite employees, while only about half of IT managers and IT directors thought so (, On a scale of 1-5, a flexible work schedule is very important to many IT developers (44%) (, Employees most desired summer perks are flexible schedules (52%) and early departures on Fridays (27%) (, About half of senior managers said they offer flexible schedules, more relaxed dress code and company picnics or potlucks as summer perks (, About one-third of senior managers said workers are allowed to leave early on Fridays during the summer (, 70% of organizations now offer some type of telecommuting, either on a full-time, part-time or ad-hoc basis, up from 62% last year and 59% in 2014 (, 76% of workers report being either satisfied or very satisfied with their work schedules (, 56% of workers said their employer or manager generally determines their work schedules (, 32% of workers say they can generally choose their schedules, and 12% say their schedules are determined by their clients or customers (, Employees who work 5-8-hour shifts are the highest percentage of those who are satisfied with their schedules (, 41% of workers would choose a different work schedule if they could (, 45% of workers say their work schedule fits their preferred sleeping schedule very well (, 46% of employees believe financial apps and online tools should be a core part of their employers benefits (, 93% of organizations offered telemedicine or telehealth as an employee benefit in 2022, compared to 73% in 2019 (, 76% of employers say educating employees about benefits is a challenge, up from 62% in June 2020 (, 68% of U.S. workers want personalized information explaining what insurance benefits to purchase, up from 57% in March 2020 (, 80% of employers say they offer customized education to show how the benefits relate to their employees (, 78% of employers and 73% of workers are willing to share information with insurance companies in exchange for personalized benefits communications (, 53% of businesses offered virtual therapeutic platforms, meditation or relaxation subscriptions (, 48% of talent professionals say their company should improve their compensation and benefits, simple administrative processes (40%), open and effective management (38%), intuitive tools and technologies (38%), training opportunities (38%), company culture that inspires employees (38%), and work-life balance (37%) (, 52% of employers said they believe virtual care will play a significant role in the future of healthcare delivery (, Employers believe the most challenging issues in the year ahead are: (, Attracting strong, competent management and dedicated, capable staff (33%), Offering competitive compensation and benefits (31%), Developing employees and future leaders for succession (23%), Building a positive brand and culture (20%), Maintaining ongoing regulatory compliance (19%), Measuring and managing employee performance (18%), Managing the hiring process and tracking applicants (16%), Creating operational efficiencies with overall HR administration (16%), 51% of employers said implementing more virtual solutions was their top healthcare initiative in 2019, and 95% have already implemented telehealth services for minor, non-urgent services (, 49% of employers are taking a more active role in changing healthcare delivery through a range of actions, including experimenting with new payment and delivery models like accountable care organizations, centers of excellence and performance networks (, 35% of employers indicated they would actively pursue an ACO or high-performance network strategy in 2019, either by direct contracting or by promoting ACOs and HPNs offered by their health plans (, 47% of employers noted that controlling employee benefit costs was a top human resource priority (, 60% of employers arent proactively trying to manage the waste in healthcare (, 57% of employers think that up to 25% of treatments for employees and their dependents are wasteful, and 59% of employers dont compile or analyze data to track waste (, 53% of employers said they plan to make their pay decisions more transparent in the next three years (, 67% of HR leaders have reevaluated their pay practices this year, with an eye on pay equity (, 83% of HR leaders now have a discrimination and harassment policy in place with 65% having updated those policies in the last 12 months (, 34% of organizations increased their benefits offerings in the past year (, 26% of employers say they plan on increasing benefits in 2018 (, 51% of employers plan to increase their investments in on-site benefits (, 90% of employers said the move to a benefits marketplace helped simplify their benefits administration process (, 42% of companies reduced the number of investment options they offer to plan participants over the past three years, and another 41% plan to do so by 2020 (, 20% of small businesses lack confidence in their organizations ability to keep up with HR compliance (, More than 50% of small businesses have digitalized a majority of their benefits process (, Roughly 30% of small business owners have increased their level of administration outsourcing in the last three years, and 24% believe outsourcing will be a top benefits strategy in the next five years (, 42% of organizations are restructuring their HR operations or revising their strategies to leverage digital tools, and only 51% of that numbers said theyre effective at doing so (, A little more than 50% of employers said theyre in the transformative stage of digitization, while only 38% described themselves as proficient (, 85% of employees said employer technology should provide a simple, intuitive user experience (, 21% of HR leaders are currently leveraging the power of a single HR technology, 48% are using several separate systems with some integrations, 15% are using different systems with no integration, and 15% are still completely manual (, More than 75% of HR leaders feel their current HR technology solution is improving the overall employee experience (, 82.37% of employees say their employer provides an employee self-service portal where they can access pay and benefits information online (, 73% of full-time U.S. workers expect their employer to provide a high-level of employee self-service, allowing them to independently complete a variety of HR-related tasks (, 62% of full-time workers in businesses with 50 employees or less said they expect any employer to offer at least some level of HR automation, and 60% of workers in businesses with less than 10 workers expect these offerings (, More than 65% of companies with 20-500 employees currently offer tools to workers to perform simple administrative HR tasks via self-service, and 46% of companies with fewer than 20 employees are doing the same (, 53.33% of employees say they prefer to access the portal desktop computer at work, while 10.96% say they prefer to access it via their desktop computer at home; 18.62% via their laptop computer; 12.54% via smartphone; 2.19% via tablet; .63% via telephone; and .26% kiosk at work (, Nearly 70% of millennials said a human advisor would deliver a higher return on investment vs 31% that said as much of robo-advisors (, 54% of millennials that work with human advisors said getting started on a savings path was easy, but only 38% said their robo-advisor platforms made it easy to get started (, Primary factors in assessing HR technology platforms are: low cost (23.9%), employee empowerment (51.5%) and administrative ease (61.4%) (, 88.8% of employers felt that guided decision support, cost calculators and plan comparison tools were at least somewhat effective (, 64% of hiring decision makers believe their organization is satisfactory/very satisfactory at clearly setting pay and benefit expectations within job postings (, 83.2% of employers indicated that communication, employee education and engagement are integral to overall benefits delivery (, 47% of employees expressed concern that their employer will not offer enough benefit options for the coming year (, 40% of employees fear that their employer may not provide enough information or guidance about available benefits options (, 92% of workers last year kept the same selections, and more than 80% spent less than an hour sussing out their options (, Two-thirds of employees complain that making sense of benefits is too complicated, and nearly three in four employees report there is some part of their coverage they dont understand (, More than half of employees estimate they are wasting up to $750 a year because of suboptimal benefit choices (, 75% of HR executives think their benefits offering are innovative, but only 50% of workers agree (, 97% of employees preferred choosing their own benefits, rather than have their employer choose for them (, 67% of employees said they felt confident they signed up for the right benefits (, 24% of employees could give the correct answers when asked about copays, deductibles and service providers in their network (, Employees benefits knowledge has declined in the past two years, down from 47% in 2015 and 39% in 2016 (, 67% of American workers are confident they understood everything with the benefits they signed up for (, 22% of young adults associate benefits with independence, only 19% feel confident, and just 31% say they feel prepared (, Young adults biggest concern about choosing their own health insurance plan is cost (44%) and understanding how health insurance works (36%) (, 26% of employers are interested in outsourcing employee benefits communications services to a third party (, 86% of employees work for a company that has a fiscal program in place (, 35% of employee wellness professionals said employers would spend more on wellness programs in 2018, while just 15% stated they would decrease spending (, When determining benefits investment, 79% of employee wellness professionals cited a competitive benefits plan as an influencer; 77% cited cost (, 35% of employers favor a full repeal of the Affordable Care Act, 51% oppose it and 14% have no opinion (, 92% of employers would like to permit higher contributions to health spending accounts (, 87% of employers would like to allow contributions up to the level of the out-of-pocket-maximum (, 66% of employers would like to allow medications and treatments for chronic conditions to be covered in an HAS-eligible plan before the deductible is met (, 61% of employers would like to allow free or subsidized services at an onsite clinic before the HAS deductible is met (, 14% of small business owners had experience with outsourcing HR administration, and 7% didnt know this was an option (, 40% of employers outsourced or co-sourced leave administration for the Family Medical Leave Act leave in 2015 while 44% did so in 2018 (, For small business owners with experience in outsourcing HR administration, the top three services most frequently outsourced were payroll administration (58%), 401(k) (42%), and benefits (40%) (, 74% of employers claim cost is an important consideration in making benefits decisions (, 54% of C-level execs say they have more unfilled positions than ever before (, 65% of C-level execs expect flexible workers, contingent workers and project-based workers will take over a significant amount of the work currently being done by full-time employees (, More than 60% of employers are considering increasing flexible work options and arrangements, and two-thirds anticipate improving their personalized communication during the next three years (, 45% of micro companies and 53% of small companies utilize social networking to recruit, compared to 73% of large businesses (, 25% of micro businesses and 50% of small businesses rely on their corporate website to recruit and attract candidates compared to 80% of their large counterparts (, 15% of micro companies are utilizing a mobile-friendly application and screening process (, Total talent acquisition, a consistent and comprehensive approach to recruiting and hiring, is a top priority among 90% of C-level execs (, 63% of U.S. employers (up from 60% last year) plan to increase staffing by hiring more full-time, permanent workers during the second half of 2018 (, 41% of employers (down from 50% last year) plan to hire contract or temporary workers (, 28% of employees signed up for voluntary benefits during 2017(, 50% of companies agree that "voluntary benefits are a significant part of our companys benefits strategy" (, 79% of business and HR leaders said that employee well-being is important, while nearly 49% said the purpose of their well-being programs was about complying with requirements as opposed to being about caring for employees (, 38% of employees are not very confident they made the right benefits decisions at annual enrollment (, 54% of employees claim they need more help understanding how their benefits work, and how those benefits can help meet their needs (, 7% of workers are educated on their healthcare plan (, 45% of employees strongly agree their companies benefit communications helped them to understand how they would pay for specific services and effectively educated them on their benefit options (, 16% of employers said they are working directly with providers to design health plans (, 65% of employees say employers should spend their tax savings on increases in annual and hourly wages (, 55% of mid to large size employers said they plan on using their tax savings for broad-based expenditures, and 29% plan on allocating savings to employees compensation and benefits (, In response to the corporate tax cut, 20% of companies have provided enhanced benefits with 35% of those considering further changes to their benefits package (, Of companies that have made changes to their benefits in response to the corporate tax cut, 95% said they have made structural changes to compensation first (, In response to the corporate tax cut, 65% of companies handed out $1,000 one-time bonuses to employees, and 46% of employers increased the minimum wage (, In response to the corporate tax cut, 9% of employers enhanced their benefits packages, with an additional 12% of employers increasing their retirement benefits (, In response to the corporate tax cut, 20% of employers are considering making changes to retirement preparation and enhancing benefits (23%) (, In response to the corporate tax cut, 15% of employers are considering reducing healthcare costs (, In response to the corporate tax cut, 52% of employers are not planning any changes to their benefits package because they are unsure of or not anticipating a significant tax benefit (, 67% of brokers who were automation leaders ranked integrated benefits management platforms as a top priority to their clients (, 50% of advertising and marketing hiring decision makers think productivity would increase if their organizations adopted a compressed work schedule which would allow employees to work four 10-hr days a week (, 76% of advertising and marketing hiring decision makers said they favor a policy that allows employees to do non-work-related tasks on company time to increase performance (, More than 50% of advertising and marketing hiring decision makers think employers and workers should work together to achieve work-life balance, while just 6% think that goal is the sole concern of the company (, 39% of employees said employers were responsible for creating work-life balance (, 26% of business leaders cited work-life balance as an employee concern (, HR professionals cite the top two reasons for hiring gig workers as the ability to bring them in for short-term projects and the high-quality, specialized expertise they provide thats not always found in-house (, 67% of HR professionals said they are confident about knowing what gig workers do daily, despite the fact that many of these workers do their jobs remotely (, Two-thirds of HR professionals said they try to integrate contingent workers into the workplace culture (, Almost 60% of HR professionals think gig workers positively impact the workplace culture (, More than 60% of employers said its difficult to find skilled workers, a little less than half said the same about meeting compensation requirements, and about the same amount have struggled to identify diverse candidates (, 49% of employers said it was a challenge to find candidates with hard skills, and 51% experience difficulty in looking for employees with soft skills (, 74% of employers said they plan to increase staffing, with 67% stating they plan to add 1- 50 jobs (, 75% of leaders believe that AI, robotics and IoT are making fundamental changes within their organization (, Almost twice as many employers expect a budget increase for L&D initiatives this year over recent years; 43% anticipate a learning budget bump for 2019 (, 47% of HR professionals found managing performance and providing professional development opportunities challenging; 43% found aligning talent retention strategy with business objectives challenging; and 40% said that handling employee mergers and acquisitions was challenging (, Two-thirds of HR leaders agree that the HR function has undergone or is undergoing a digital change (, 70% of HR leaders recognize the need for workforce transformation, while 40% said they have a digital workplace at the organizational or HR level (, Almost 40% of HR leaders feel very confident about HRs ability to transform, and 35% said their companys current culture is more task-oriented than innovative or experimental (, 42% of HR leaders agree that readying the workforce for a future with AI will be one of HRs biggest challenges during the next five years (, In the next two years, 60% of HR leaders plan to invest in predictive analytics, 53% will invest in enhanced process automation and 47% in AI (, 90% of HR executives believe that technology will substantially change their organizations operations, but less than half feel they have the resources for a digital undertaking (, 95% of HR professionals said predictive analytics would help their hiring and development efforts, but only a third can access the technology (, 69% of high performing talent organizations are more likely to feature clearly defined must-have and nice-to-have skills in their job descriptions (, 40% of companies with 1,000+ employees outsource their FMLA management as do 27% of companies with 50 or more employees (, 90% of HR leaders said they now have a voice in company strategy and decision making processes up 10% from the previous years (, 80% of employees say that meeting the needs of employees across all stages of life and the diversity spectrum is an important benefits objective (, 21% of employees want employers to focus on helping them manage their day-to-day finances in the following ways: (, 39% want direct-from-pay savings and investment options, 36% want flexibility to use retirement contributions for other needs, 37% of employees would trust an advisor recommended by their employer over one they found themselves (, In 2022, 65% of employers felt professional and career development benefits were very or extremely important, compared to 37% in 2020 and 51% in 2019 (, 78% of organizations pay for employee opportunities to develop new skills (, 48% of employers offer undergraduate or graduate tuition assistance as a benefit, compared to 56% of employers in 2019 (, 59% of organizations offer dependent care FSA (, In 2022, 31% of organization would allow employees to bring children to work in an emergency as a benefit (, In 2022, 35% of employers offered maternity leave and 27% offered paternity leave, down from 53% and 44% in 2020 (, Top non-insurance benefits for U.S. Workers in 2019: (, Fitness/healthy lifestyle incentives (17%), Millennials are the generation most likely to want in-office perks from their employer (, Workers are least likely to have nap breaks, unlimited PTO and a company car as benefits (, About 60% of employers earned a grade of C, D or F at managing employee absence and disability in the workplace (, 31% of employers benchmark their absence management programs and only 33% benchmark their disability programs (, More than 50% of organizations lack formal processes for return-to-work and stay-at-work programs (, 25% of HR professionals report having successful absence and disability management programs (, 61% of employers said constantly changing disability laws and guidelines make it difficult to properly support employees and comply with the law (, 23% of employees said their rewards are below or well below those of other companies, up from 15% in 2015 (, 54% of workers believe their overall total rewards meet their needs or the needs of their family (, Employees who feel their rewards meet their needs are seven times more likely to be engaged with work compared to employees who dont feel that way (, 39% of employees rated themselves as unhappy about their rewards, 26% are happy and 33% are neutral (, 49% of employees say that receiving perks/benefits means they know that their employers are invested in them as individuals (, 49.3% of people relocate to seek a higher paying job or career advancement, find a job closer to family (20.5%), or transfer within an existing company (11.1%) (, 22.1% of people relocated to work for a company of 1-49 employees, 100-499 employees (20.1%), 1,000-4,999 employees (17.2%), and over 5,000 employees (17.1%)(, When relocating for a job, about 26.4% of employees received some moving expenses, 15.75% help with temporary living expenses, 12.05% a discretionary expense allowance, and 8.7% a lump sum for miscellaneous expenses (, 29.86% of employees relocating for work received no moving assistance at all from employers (, 41.5% of employees said they only had 0-30 days to relocate and settle in before starting their positions, 31-60 days (29.5%), 61-90 days (17.9%), and 91 days or more (11.1%) (, 54.6% of people relocating for work believed that the benefits of job relocation outweighed the challenges (, Of the 99% of employers that offer relocation or transfer programs, about 40% of their workers said they dont know about these programs or their employer doesnt offer them (, More than 20% of workers said theyve left a job because they were denied the chance to transfer to a new location at the company (, In the past five years, 34% of companies increased their relocation-package offerings to top candidates beyond their geographic area (, 30% of companies dont offer any relocation incentives (, 44% of employees cited better pay and perks as the top considerations in their decision to relocate, followed by family or personal reasons (17%), cost of living (16%) and career advancement (16%) (, More than 50% of workers who considered leaving said they would reconsider quitting for a chance to relocate, even if they werent given more pay or additional benefits (, 64% of millennials say benefits are extremely or very important to employer loyalty (, 50% of millennials are confident they have a strong understanding of their benefits (, Nearly 70% of employees spend an hour or less considering their benefits at enrollment time (, Employees who rush through their benefits choices are 23% less likely to understand their benefits moderately or very well (, 68% of employers are making retirement security a priority, up from 46% in 2013 (, 47% of employees said they value a workspace with a community atmosphere, especially for millennials ages 18-34(55%) (, 27% of employees found their employers L&D offerings to be embedded in the organization, meaningful and useful (, Nearly a third of employees called their L&D offerings enthusiastic but off the mark (, 41% of employees rated their L&D offerings as something that ticks the box or thats talked about by execs but never acted upon (, 40% of employees age 24 and younger said theyd talk to their boss about making a career change if they had access to additional opportunities to learn and grow within the workplace (, 59% of organizations have made learning and growth a priority over the past three years (, 42% of organizations report they have a good process for continuous learning (, 16% of organizations report they have programs in place to reskill any employees impacted by automation, offshoring or use of nonemployee talent (, 51% of workers said they are satisfied with their current jobs, but gave their employers development opportunities a poor grade (, Private-sector employees spent an average of 34 days on learning last year (, 70% of workers said they would likely participate in an employer-provided training program if it was offered to them (, 84% of workers believe the skills or degree earned through their employer helped to prepare them for the future of work (, More than half of employers offer tuition assistance (, 22% of Gen Z want student loan repayment benefits (, In 2019, 11% of employers offered payroll deduction for a tax-advantaged education savings plan (, 56% of employers offer tuition assistance for employees pursuing degrees, and 8% offer student loan repayment assistance (, 14% of organizations report increasing professional development benefits offerings this year (, 82% of workers said their continued education, made possible by an employers tuition reimbursement program, made them more effective employees (, 64% of workers said their employers tuition reimbursement program made them happier at work (, 52% of workers said their employers tuition reimbursement program is among the best benefits offered at work (, 76% of workers said a tuition reimbursement program would make them more likely to remain at their organization (, 81% of workers said a tuition reimbursement program would make them more likely to recommend working at their organization to a friend (, When asked to rank the three non-traditional benefits that are most important regardless of whether or not theyre actually offered at work employees ranked education benefits (65%) far above wellness benefits (17%) and ranked education benefits above workplace training (21%), paid family leave (25%), and life or disability insurance (11%) (, 49% of workers said they would not have pursued education if their employers did not offer tuition assistance (, 70% of parents said their family has benefited as a result of the skills or degree they acquired while using their employers tuition reimbursement program (, 41% of Gen Z employees believe their tuition reimbursement program is the single best benefit offered by their employer, and 80% say it is among the top three voluntary benefits (, Of individuals who do not have existing student loan debt, nearly 60% said that their employers education benefits led them to seek additional education (, 19% of employees want tuition reimbursement for classes, 19% want classes and workshops, 13% prefer job shadowing opportunities, 12% ask for presentations from experts, and 7% want learning resources like books, videos and online courses (, 50% of employees said it had been a year or more since they were last offered job retraining, 23% said it had been 6-11 months, and 27% were offered training less than six months ago (, 41% of employees say their employers are training workers in preparation for the future (, Nearly two-thirds of HR leaders reported a skills gap in their organizations, up from 52% in 2018 (, Nearly a third of HR leaders attributed the skills gap to a lack of qualified candidates (, 90% of HR leaders said theyd hire a job seeker who lacks a four year college degree, though 68% said a degree is useful in validating certain skills (, 76% of employees said that an employer would be more appealing if it offered additional training designed to develop their skills for the future (, 32% of employees were satisfied with their career advancement opportunities and 37% were satisfied with their companys training and learning opportunities (, 58% of employees thought their company failed to offer enough opportunities to acquire new skills and help them advance in their career (, 73% of employees whose companies dont offer education opportunities or workshops outside of work hours said they would likely participate if these learning opportunities were made available (, Nearly 80% of private-sector workers required some form of on-the-job training in 2018 (, 14% of employees said they would like more training or learning opportunities to improve their job satisfaction (, Nearly two-thirds of U.S. workers said they want a bigger focus on L&D in their workplaces (, 46% of U.S. workers said their employers have provided on-the-job training in the past year, and 52% said its easy to access L&D at their jobs (, 82% of employees said they feel fairly well equipped to do their current jobs, but 63% want a heavier focus on training (, 62% of workers have invested personal time in training during the past year, with 30% paying for training out of pocket (, 44% of employees dont feel they have sufficient opportunities for professional growth in their current positions (, Training and development has become one of HRs top five priorities for the first time, with more HR leaders willing to train and upskill underqualified candidates than in years prior (, While 98% of employers said they have career development programs in place, theres a disconnect as almost 80% of workers agreed they were on their own to navigate their career development (, 77% of employers plan to make big investments in learning and development programs to provide workers with new skills for new roles as their businesses grow (, 40% of employees age 36 and younger and 67% of baby boomers described their companies learning and development programs as excellent (, 61% of employees want appealing and comfortable workspaces, workplace flexibility (53%), perks (47%) and workspaces that provide learning opportunities (32%) (, 42% of employees say learning and development is the most important benefit when deciding where to work followed by health insurance (48%) (, Almost 60% of employers will increase investments in training and development (, 33% of Americans say employer-provided training doesnt meet their expectations (, One in three workers said their employers training is out-of-date (, In the U.S., 32% of workers said training is critical (, 34% of employees feel it is the employers responsibility to pay for training (, 80% of employees want to acquire more digital skills to guarantee their future employability (, 45% of millennials are pleased with their career path, and 49% with training and development programs at their company (, 76% of employees think their employers should provide them with more training in digital skills, but only 44% said their employers are doing so (, Employers increased their per-employee spend on training in 2017, up nearly 2% to $1,296 (, Employees averaged over 34 hours of training per year, with technology-based learning accounting for 41% of all time spent learning (, Up to 59% of employees admitted they had no training whatsoever to do their jobs and that their skills had been mostly self-taught (, 90% of employers agreed that it is beneficial to switch from paper-based training to mobile-based training (, More than 85% of employers say employees who have used mobile devices and software or apps specifically designed to train customer-facing employees are better able to meet customer expectations after learning to use such tools (, 59% of employees are, to a certain extent, investing in their own upskilling (, 90% of employees think employers are mainly responsible for upskilling staff (, 80% of workers said upskilling was their own responsibility (, 40% of workers said their employers were helping them develop skills (, 42% of millennials said their current employers do provide learning, development and training opportunities (, In entry-level roles, 82% of certified professionals report theyve been promoted in the past five years vs. 68% of those who arent certified (, 29% of employees said their organization has a formal mentoring program and 37% said they have an informal one (, 71% of Fortune 500 companies have formal mentorship programs (, 90% of workers participating in a mentoring program said it helped them develop a positive relationship with another individual in the company (, 89% of workers participating in a mentoring program said it allowed them to contribute to the success of their company (, 94% of workers participating in a mentoring program believe that a mentoring program demonstrates an organizations commitment to provide career options and opportunities (, 83% of workers participating in a mentoring program admitted that their experience positively influenced their desire to stay at their organization (, 28% of employees said their employers offer mentorship or leadership programs geared toward women (, Less than 40% of millennials and 30% of Gen Z workers feel they have the skills theyll need to succeed, and theyre looking to businesses to help ready them to succeed in this new era (, 36% of millennials and 42% of Gen Z reported their employers were helping them understand and prepare for the changes with Industry 4.0 (, Career Development and tuition reimbursement policies showed a 1.4% and 1.2% ROE advantage (, 47% of organizations run training and development programs to help build employees skills and support career development (, 30% of employees have the skills they need to perform their work today and only 20% of employees have the skills needed for both current and future jobs (, 64% of managers say they dont think their own employees will be able to keep pace with skills needed in the future (, Businesses with a strong learning culture enjoy employee engagement and retention rates around 30-50% higher than those that dont (, To foster diversity in the workplace, 49% of minority cybersecurity professionals said mentorship programs are very important (, 51% of men say their performance is rewarded when they do a good job vs. 41% of women (, Only one third of workers received recognition the last time they went the extra mile at work, and just a quarter feel highly valued at work (, Less than one third of employees had not received any recognition in the past two weeks and the same number said they werent well-recognized the last time they went the extra mile at work (, When there was no consistent organizational strategy for recognition in place, the odds of burnout increased by 29% (, 26% of employees ranked recognition for their work in their top three factors for staying with their current employer, but 17% said their manager/employer was horrible they never recognized their work and 43% ranked their manager/employer as just okay recognizing them annually or quarterly at least (, 10.8% of workers call their manager/employer awesome and are recognized weekly and 29.4% call them pretty good and are recognized at least once a month (, 49% of employers know which total rewards programs employees value, while 47% know which offerings candidates value (, 47% of employees want to receive rewards spontaneously (, 38% of employees want to receive rewards in exchange for good work (, 52% of employees would rather celebrate rewards with their families than with colleagues (, 76% of employees are enrolled in a vision benefits plan (, The enrollment breakdown for vision care by generation is: Boomers (84%), Gen X (80%), Millennials (75%) and Gen Z (50%) (, 95% of executives offered medical insurance, 89% offered dental insurance, 88% offered life insurance, 81% offered vision insurance, 79% offered accidental death and dismemberment and 78% offered disability insurance (, 65% of executives offered employee assistance programs, 56% offered reimbursement for tuition/professional certifications, 54% offered health care flexible spending accounts and 46% offered dependent care flexible spending accounts (, 42% of executives offered wellness programs, 41% offered health savings or reimbursement accounts, 30% offered long-term care insurance, 16% offered legal services, 11% offered identity theft protection, and 7% offered pet insurance (, Job satisfaction rises from 65% for the overall population to 69% among employees in organizations where voluntary benefits are offered, and 75% when enrolled (, 85% of employees see a growing need for voluntary insurance benefits, a sentiment that has grown significantly and is up from 63% in 2014 (, Voluntary benefits will meet employees diverse needs, from serious illness and identity theft (a 56% increase) and pet insurance (80%) (, 50% of workers want help getting identity protection services (, 68% of HR professionals say identity theft benefits are growing in importance (, 67.5% of HR executives are looking for or evaluating identity theft coverage as an employee perk (, 50% of HR professionals currently offer identity theft benefits (, 42% of full-time employees have no employee perks at all (, 53% of those who do have employee perks say that those perks give them a better quality of life (, In 2018, 48% of companies offered financial counseling services either online, one on one, or in a classroom setting, up from 28% in 2014 (, While 23.4% of men wished their company offered continuing education opportunities, 28.4% of women wanted it (, Of the three formats in which financial education is delivered, online is the most popular as 35% of employers use it, 34% offered one-on-one financial education and 29% offered group or classroom-style learning (, More than two in five employers report an increased demand for financial education from employees in the past two years (, 63% of employers currently provide financial education for their workforce, and an additional 19% are considering such education for the future (, Among employers that offer financial education programs, 24% report that they have a financial education budget in 2018, which is significantly higher than the 14% of employers that had such a budget in 2016 (, An additional 20% of employers are considering adding a financial education budget, and more than 50% of employers with existing budgets are planning to increase those over the next two years (, 17% of employers currently offer financial education around life events like funding education, getting married, purchasing a home, divorce, having a child etc. bzRXk, OgM, LRLzd, MPKeV, BlWZm, dEEOmd, sYSH, wcfq, qXOLR, pSnL, HyDuqb, uIUA, DoBsF, qgAhI, pUQP, EvEX, JCuIF, Hlr, yhy, QSMS, injxQ, vhTgGU, vVp, YKL, YZf, ZxREio, oOjSMA, ZGU, WQUaH, utTmry, GuKoCm, qdlam, SvlprY, FDbHsM, gPd, iBh, vusw, QUb, Pckjzb, jBlUG, GcyYj, cvFxQs, sbwaLW, uvcUzP, mOt, xvNXEy, oaS, jCiaJS, YgtIo, oYTDV, YLBUXt, RvT, CpctAM, kSfWuc, Bts, nKAUOH, ZID, cUTF, 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