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  34. <title>WTW Predicts Double-Digit Rise in Healthcare Costs Again</title>
  35. <link>https://hrviews.com/2025/07/28/wtw-predicts-double-digit-rise-in-healthcare-costs-again/</link>
  36. <comments>https://hrviews.com/2025/07/28/wtw-predicts-double-digit-rise-in-healthcare-costs-again/#respond</comments>
  38. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  39. <pubDate>Mon, 28 Jul 2025 11:18:20 +0000</pubDate>
  40. <category><![CDATA[Employee Health Management]]></category>
  41. <category><![CDATA[News]]></category>
  42. <guid isPermaLink="false">https://hrviews.com/?p=1903</guid>
  43.  
  44. <description><![CDATA[Insurers project a global rise in medical costs in 2025, with an estimated increase of 10.4%, as reported by WTW’s 2025 Global Medical Trends Survey. In the U.S., costs are expected to rise by 10.2%, up from 9.3% this year. The surge in costs is attributed to the overwhelming strain on public healthcare systems worldwide, [&#8230;]]]></description>
  45. <content:encoded><![CDATA[<p>Insurers project a global rise in medical costs in 2025, with an estimated increase of 10.4%, as reported by WTW’s 2025 Global Medical Trends Survey. In the U.S., costs are expected to rise by 10.2%, up from 9.3% this year. The surge in costs is attributed to the overwhelming strain on public healthcare systems worldwide, which have been struggling with high demand and limited resources. This has led many individuals to seek private healthcare providers for better services.</p>
  46. <p>In the U.S., employer-sponsored healthcare continues to evolve, particularly in regard to the coverage of GLP-1 medications. A report from Mercer highlighted that 44% of companies with over 500 employees expanded coverage for obesity drugs, marking an increase from the previous year’s 41%. As healthcare costs rise, employers are increasingly under pressure to balance the costs of employee healthcare with their budget expectations, while still delivering value.</p>
  47. <p>Linda Pham, WTW’s global health and risk leader, emphasized the ongoing challenge posed by rising healthcare costs, urging employers to adopt data-driven strategies for both business and health outcomes. This includes considering the value of health benefits and integrating data and feedback into decision-making processes. Benefits experts also stress the importance of assessing the value of specific benefits for the workforce to ensure effectiveness.</p>
  48. <p>Courtney Stubblefield, WTW’s managing director of Health &amp; Benefits, pointed out that while some factors influencing healthcare costs are beyond employers&#8217; control, they can still take proactive measures to manage costs. These measures include exploring alternative solutions such as telehealth options, which could help mitigate rising costs while enhancing the overall value of health benefits for employees.</p>
  49. <p>As employers look to respond to the increasing medical costs, they will need to navigate these rising expenses with a focus on improving both the quality of healthcare offered and the financial sustainability of their health benefits programs. By leveraging data, exploring new technologies, and considering cost-effective solutions, employers can strike a balance between cost control and delivering quality healthcare benefits to their employees.</p>
  50. ]]></content:encoded>
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  56. <post-id xmlns="com-wordpress:feed-additions:1">1903</post-id> </item>
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  58. <title>Attorneys Warn HR To Be Cautious as Reverse Discrimination Lawsuit Risk Rises</title>
  59. <link>https://hrviews.com/2025/07/28/attorneys-warn-hr-to-be-cautious-as-reverse-discrimination-lawsuit-risk-rises/</link>
  60. <comments>https://hrviews.com/2025/07/28/attorneys-warn-hr-to-be-cautious-as-reverse-discrimination-lawsuit-risk-rises/#respond</comments>
  62. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  63. <pubDate>Mon, 28 Jul 2025 10:43:36 +0000</pubDate>
  64. <category><![CDATA[Diversity and Inclusion Management]]></category>
  65. <category><![CDATA[News]]></category>
  66. <guid isPermaLink="false">https://hrviews.com/?p=1900</guid>
  67.  
  68. <description><![CDATA[The U.S. Supreme Court is set to hear a potentially landmark case, Ames v. Ohio Department of Youth Services, involving a reverse discrimination claim. The case revolves around a heterosexual employee who alleged discrimination by her lesbian manager based on her sexual orientation. The 6th Circuit Court ruled that the employee must show &#8220;background circumstances&#8221; [&#8230;]]]></description>
  69. <content:encoded><![CDATA[<p>The U.S. Supreme Court is set to hear a potentially landmark case, Ames v. Ohio Department of Youth Services, involving a reverse discrimination claim. The case revolves around a heterosexual employee who alleged discrimination by her lesbian manager based on her sexual orientation. The 6th Circuit Court ruled that the employee must show &#8220;background circumstances&#8221; suggesting the employer discriminates against majority groups in order to support her claim under Title VII of the Civil Rights Act. SCOTUS will review whether such circumstances are required.</p>
  70. <p>This case raises important questions about the application of Title VII and builds on the 1973 McDonnell Douglas Corp. v. Green decision, which established the framework for proving discrimination claims under the law. Over time, courts have adapted this framework for cases where plaintiffs from majority groups allege discrimination. This adaptation, known as the “background circumstances” requirement, is at the heart of Ames.</p>
  71. <p>Experts speculate that the Supreme Court may reject this additional requirement, especially with its recent textualist approach in cases like Bostock v. Clayton County and Muldrow v. City of St. Louis. Elizabeth Beske, a law professor, predicts the Court may rule that if the background circumstances requirement is not explicitly in the statute, it should not be implied. Regardless of the outcome, Beske emphasized that employers need to prepare for the broader implications of reverse discrimination cases.</p>
  72. <p>The legal landscape is further complicated by the 2023 decision in Students for Fair Admissions, Inc. v. Harvard, which struck down certain affirmative action policies in universities. This ruling has influenced challenges to diversity, equity, and inclusion (DEI) programs in the workplace, especially as the Supreme Court appears to apply consistent interpretations across different sections of the Civil Rights Act. Beske noted that this trend could result in more reverse discrimination claims against employers, particularly as the Court’s interpretation of Title VII evolves.</p>
  73. <p>HR departments should be prepared to adjust their DEI strategies in response to these shifting legal standards. Tahir Boykins, associate general counsel for TriWest Healthcare Alliance, suggested that documentation will be a crucial defense in any reverse discrimination case. Employers must be diligent about maintaining accurate performance reviews and documentation, particularly when making decisions about termination. Boykins also recommended that HR departments focus on creating inclusive workplace cultures rather than solely relying on diverse hiring practices, which could potentially lead to legal challenges.</p>
  74. <p>Beske also advised employers to closely monitor their DEI programs and consult with legal counsel to ensure compliance with evolving laws. This is particularly important for outward-facing materials and recruitment practices, where missteps could expose employers to increased risk of litigation. In light of recent Supreme Court decisions, HR professionals must be proactive in reshaping workplace policies to minimize the likelihood of reverse discrimination claims.</p>
  75. ]]></content:encoded>
  77. <wfw:commentRss>https://hrviews.com/2025/07/28/attorneys-warn-hr-to-be-cautious-as-reverse-discrimination-lawsuit-risk-rises/feed/</wfw:commentRss>
  78. <slash:comments>0</slash:comments>
  81. <post-id xmlns="com-wordpress:feed-additions:1">1900</post-id> </item>
  82. <item>
  83. <title>New Apprenticeship Program Provides Opportunities For Workers With Criminal Records</title>
  84. <link>https://hrviews.com/2025/07/21/new-apprenticeship-program-provides-opportunities-for-workers-with-criminal-records/</link>
  85. <comments>https://hrviews.com/2025/07/21/new-apprenticeship-program-provides-opportunities-for-workers-with-criminal-records/#respond</comments>
  87. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  88. <pubDate>Mon, 21 Jul 2025 12:22:00 +0000</pubDate>
  89. <category><![CDATA[Employment Law]]></category>
  90. <category><![CDATA[News]]></category>
  91. <guid isPermaLink="false">https://hrviews.com/?p=1897</guid>
  92.  
  93. <description><![CDATA[Checkr, a background check company, is launching an apprenticeship program called Catalyst to support the hiring and training of workers with criminal records, according to a Nov. 12 announcement. The program, set for a 2025 cohort, will provide 12 months of on-the-job training and mentorship. Checkr plans to fund two apprenticeship cohorts over the next [&#8230;]]]></description>
  94. <content:encoded><![CDATA[<p>Checkr, a background check company, is launching an apprenticeship program called Catalyst to support the hiring and training of workers with criminal records, according to a Nov. 12 announcement. The program, set for a 2025 cohort, will provide 12 months of on-the-job training and mentorship. Checkr plans to fund two apprenticeship cohorts over the next two years.</p>
  95. <p>The initiative builds on Checkr&#8217;s years of experience with fair chance hiring, the practice of considering candidates with criminal records, which the company says strengthens businesses, communities, and the economy. After piloting the program in various industries in the past year, Checkr is expanding it to additional employers.</p>
  96. <p>Companies participating in the 2025 cohort will be able to improve or implement fair chance hiring practices, tap into a diverse, often overlooked talent pool, and reduce costs with financial assistance from Checkr. Checkr is collaborating with San Francisco&#8217;s Office of Economic &amp; Workforce Development’s TechSF and The Last Mile, which provide career training for formerly incarcerated individuals.</p>
  97. <p>Experts suggest that for successful second-chance hiring, employers should adopt inclusive HR practices, recognize biases, and go beyond traditional background checks. Interviews should emphasize empathy and address potential barriers such as transportation or child care. Research from the University of Albany indicates that direct incentives, like a $2,400 tax credit or insurance against losses, can significantly encourage employers to hire individuals with criminal records.</p>
  98. ]]></content:encoded>
  100. <wfw:commentRss>https://hrviews.com/2025/07/21/new-apprenticeship-program-provides-opportunities-for-workers-with-criminal-records/feed/</wfw:commentRss>
  101. <slash:comments>0</slash:comments>
  104. <post-id xmlns="com-wordpress:feed-additions:1">1897</post-id> </item>
  105. <item>
  106. <title>Survey: Many Leaders Lack Strong Communication Skills</title>
  107. <link>https://hrviews.com/2025/07/21/survey-many-leaders-lack-strong-communication-skills/</link>
  108. <comments>https://hrviews.com/2025/07/21/survey-many-leaders-lack-strong-communication-skills/#respond</comments>
  110. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  111. <pubDate>Mon, 21 Jul 2025 12:17:10 +0000</pubDate>
  112. <category><![CDATA[Leadership coaching]]></category>
  113. <category><![CDATA[News]]></category>
  114. <guid isPermaLink="false">https://hrviews.com/?p=1894</guid>
  115.  
  116. <description><![CDATA[According to research by the Association for Talent Development (ATD), effective communication is a critical skill often lacking in leaders. Despite being essential for success, leadership training is expensive, with 13% of the 239 talent development professionals surveyed by ATD reporting that their companies spend over $3,000 annually on leadership training. Companies investing in leadership [&#8230;]]]></description>
  117. <content:encoded><![CDATA[<p>According to research by the Association for Talent Development (ATD), effective communication is a critical skill often lacking in leaders. Despite being essential for success, leadership training is expensive, with 13% of the 239 talent development professionals surveyed by ATD reporting that their companies spend over $3,000 annually on leadership training. Companies investing in leadership development prioritize it to enhance organizational performance and improve employee engagement.</p>
  118. <p>Leaders, particularly front-line managers, face increasing pressure, which impacts their ability to lead effectively. Many managers, while motivated to improve, report a need for more coaching, and employees agree, with a quarter citing their current managers as &#8220;the worst boss ever.&#8221; Common leadership flaws include poor communication skills, lack of accountability, and lack of integrity.</p>
  119. <p>However, companies that invest in leadership development programs tend to see a significant return on investment (ROI). A 2023 report from BetterManager and The Fossicker Group found that for every $1 spent on leadership development, employers earned a $7 ROI. This return was driven by improved revenue, enhanced employee retention, and lower recruiting costs.</p>
  120. <p>To address these challenges, learning programs should focus on developing specific leadership behaviors, helping managers adapt their approaches to improve team dynamics and organizational outcomes.</p>
  121. ]]></content:encoded>
  123. <wfw:commentRss>https://hrviews.com/2025/07/21/survey-many-leaders-lack-strong-communication-skills/feed/</wfw:commentRss>
  124. <slash:comments>0</slash:comments>
  127. <post-id xmlns="com-wordpress:feed-additions:1">1894</post-id> </item>
  128. <item>
  129. <title>Report: AI to Handle Over Half of HR Tasks by 2032</title>
  130. <link>https://hrviews.com/2025/07/19/report-ai-to-handle-over-half-of-hr-tasks-by-2032/</link>
  131. <comments>https://hrviews.com/2025/07/19/report-ai-to-handle-over-half-of-hr-tasks-by-2032/#respond</comments>
  133. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  134. <pubDate>Sat, 19 Jul 2025 12:57:13 +0000</pubDate>
  135. <category><![CDATA[Human Resources Compliance]]></category>
  136. <category><![CDATA[News]]></category>
  137. <guid isPermaLink="false">https://hrviews.com/?p=819</guid>
  138.  
  139. <description><![CDATA[A report from Cognizant suggests that more than half of the tasks performed by HR assistants and other popular entry-level jobs for college graduates could be automated or assisted by generative AI within a decade. Using data from over 1,000 jobs and Indeed&#8217;s list of &#8220;24 best jobs for college grads with no experience,&#8221; Cognizant [&#8230;]]]></description>
  140. <content:encoded><![CDATA[<p>A report from Cognizant suggests that more than half of the tasks performed by HR assistants and other popular entry-level jobs for college graduates could be automated or assisted by generative AI within a decade. Using data from over 1,000 jobs and Indeed&#8217;s list of &#8220;24 best jobs for college grads with no experience,&#8221; Cognizant projected the potential impact of generative AI on these positions by 2032.</p>
  141. <p>Several entry-level roles, including proofreaders, copy editors, customer service representatives, sales representatives, HR assistants, administrative assistants, and auditors, are likely to be affected by automation or AI assistance. For instance, HR assistants could see 55% of their tasks automated or assisted by generative AI by 2032, while proofreaders could see 83% of their tasks performed by automation.</p>
  142. <p>Kathy Diaz, Cognizant&#8217;s chief people officer, highlighted that generative AI can make human skill sets more valuable, encouraging talent to embrace new roles and become more versatile.</p>
  143. <p>A previous report by Cognizant and Oxford Economics suggested that generative AI could significantly impact half of all jobs, particularly those involving knowledge work and roles related to computer programming, web development, database administration, and graphic design. As AI adoption increases, companies will need to undergo major overhauls of their business and operating models in the next three years.</p>
  144. <p>Reskilling programs are essential to build a competitive advantage and brand reputation, supporting talent acquisition and retention efforts. The importance of reskilling may become an area of shareholder scrutiny, with investments and outcomes highlighted in public reporting.</p>
  145. <p>However, the widespread adoption of generative AI may come with a &#8220;high human cost,&#8221; especially in industries like finance and insurance, professional services, and information systems. CHROs and colleagues may face disruptions as job roles change, potentially leading to workforce reductions, but also offering growth opportunities in learning and development.</p>
  146. <p>Despite the potential benefits, employers remain divided on using generative AI for HR tasks due to legal concerns. A survey by Littler Mendelson found that most in-house lawyers, executives, and HR professionals expressed concerns about complying with data protection and information security laws. They also anticipated a moderate impact from regulatory bodies like the U.S. Department of Labor and the National Labor Relations Board in the next year.</p>
  147. ]]></content:encoded>
  149. <wfw:commentRss>https://hrviews.com/2025/07/19/report-ai-to-handle-over-half-of-hr-tasks-by-2032/feed/</wfw:commentRss>
  150. <slash:comments>0</slash:comments>
  153. <post-id xmlns="com-wordpress:feed-additions:1">819</post-id> </item>
  154. <item>
  155. <title>Feds: North Korean IT Workers Infiltrated Fortune 500 Firms</title>
  156. <link>https://hrviews.com/2025/07/19/feds-north-korean-it-workers-infiltrated-fortune-500-firms/</link>
  157. <comments>https://hrviews.com/2025/07/19/feds-north-korean-it-workers-infiltrated-fortune-500-firms/#respond</comments>
  159. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  160. <pubDate>Sat, 19 Jul 2025 12:54:46 +0000</pubDate>
  161. <category><![CDATA[HR Reporting]]></category>
  162. <category><![CDATA[News]]></category>
  163. <guid isPermaLink="false">https://hrviews.com/?p=816</guid>
  164.  
  165. <description><![CDATA[A U.S. national, along with overseas information technology workers, orchestrated a fraud scheme impacting over 300 U.S. companies and at least three federal agencies, generating at least $6.8 million for foreign individuals and entities, including North Korea, according to unsealed court documents from the U.S. Department of Justice (DOJ). The indictment details that an Arizona [&#8230;]]]></description>
  166. <content:encoded><![CDATA[<p>A U.S. national, along with overseas information technology workers, orchestrated a fraud scheme impacting over 300 U.S. companies and at least three federal agencies, generating at least $6.8 million for foreign individuals and entities, including North Korea, according to unsealed court documents from the U.S. Department of Justice (DOJ). The indictment details that an Arizona woman and her co-conspirators falsified employment verification forms and submitted false wage and benefits information on behalf of IT workers using stolen or borrowed identities from over 60 U.S. individuals. The affected employers, all Fortune 500 companies, were not named in the indictment.</p>
  167. <p>The scheme, which spanned approximately three years starting around October 2020, involved a &#8220;laptop farm&#8221; operated by the Arizona woman. This setup connected multiple laptops to various company networks, allowing remote operation by IT workers. An arrest warrant was also issued for a Ukrainian national allegedly involved in the conspiracy.</p>
  168. <p>This indictment is linked to a 2023 DOJ operation that seized website domains used by North Korean IT workers to defraud businesses and fund North Korea&#8217;s weapons program. Affected companies included a &#8220;top-5 national television network and media company,&#8221; a &#8220;premier Silicon Valley technology company,&#8221; and an &#8220;iconic American car manufacturer.&#8221; Additionally, data was exfiltrated from a multinational restaurant chain and a &#8220;classic American clothing brand.&#8221; The conspirators also unsuccessfully attempted to gain access to information from two different U.S. government agencies on three occasions.</p>
  169. <p>Fraudulent remote work applications have previously drawn attention from federal law enforcement. The FBI issued a public service announcement in 2022 warning employers about deepfakes and stolen personally identifiable information used to secure remote positions. Data breaches involving job applicants&#8217; information have highlighted the vulnerability of HR and employment data to cybercriminals.</p>
  170. ]]></content:encoded>
  172. <wfw:commentRss>https://hrviews.com/2025/07/19/feds-north-korean-it-workers-infiltrated-fortune-500-firms/feed/</wfw:commentRss>
  173. <slash:comments>0</slash:comments>
  176. <post-id xmlns="com-wordpress:feed-additions:1">816</post-id> </item>
  177. <item>
  178. <title>iCIMS and ZipRecruiter launch a combined platform.</title>
  179. <link>https://hrviews.com/2025/07/19/icims-and-ziprecruiter-launch-a-combined-platform/</link>
  180. <comments>https://hrviews.com/2025/07/19/icims-and-ziprecruiter-launch-a-combined-platform/#respond</comments>
  182. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  183. <pubDate>Sat, 19 Jul 2025 12:51:46 +0000</pubDate>
  184. <category><![CDATA[News]]></category>
  185. <category><![CDATA[Recruitment Process Outsourcing]]></category>
  186. <guid isPermaLink="false">https://hrviews.com/?p=812</guid>
  187.  
  188. <description><![CDATA[iCIMS, a provider of recruiting and applicant tracking system (ATS) software, has formed a partnership with ZipRecruiter, an online job marketplace, to streamline the recruitment process and expedite the hiring for talent acquisition (TA) professionals. This collaboration enables users of iCIMS Apply Network to access ZipRecruiter’s extensive network of 12 million weekly job seekers, enhancing [&#8230;]]]></description>
  189. <content:encoded><![CDATA[<p>iCIMS, a provider of recruiting and applicant tracking system (ATS) software, has formed a partnership with ZipRecruiter, an online job marketplace, to streamline the recruitment process and expedite the hiring for talent acquisition (TA) professionals. This collaboration enables users of iCIMS Apply Network to access ZipRecruiter’s extensive network of 12 million weekly job seekers, enhancing the application process without additional costs for current iCIMS customers.</p>
  190. <p>Matt Plummer, the Senior Vice President of product strategy at ZipRecruiter, emphasized the importance of reducing barriers in the recruitment journey, allowing for quicker and more meaningful interactions between recruiters and candidates. Job seekers who have profiles on ZipRecruiter can now easily apply to jobs listed on iCIMS, facilitating a smoother transition and reducing the need for duplicate data entry.</p>
  191. <p>This integration directly addresses the issue of job-seeker drop-off, where potential applicants disengage due to the cumbersome process of navigating multiple platforms and re-entering their information. Al Smith, iCIMS CTO, highlighted the challenge of managing candidate experiences across various entry points, such as job boards, career sites, and other systems, noting that each path offers a distinct experience.</p>
  192. <p>The partnership is part of a broader trend towards creating more efficient and interconnected systems within the talent acquisition landscape. This effort aims to reduce the number of separate platforms and interfaces that TA professionals must navigate, thus streamlining their workflow.</p>
  193. <p>Previously, ZipRecruiter had also partnered with UKG to integrate with UKG Pro, indicating a move towards more integrated recruitment ecosystems. iCIMS is advancing this trend by developing new APIs that allow for a smoother candidate experience across various &#8220;front doors&#8221; to employment, ensuring that regardless of the entry point, job seekers have a positive and unified experience while allowing employers to maintain a comprehensive and accurate record within the ATS.</p>
  194. ]]></content:encoded>
  196. <wfw:commentRss>https://hrviews.com/2025/07/19/icims-and-ziprecruiter-launch-a-combined-platform/feed/</wfw:commentRss>
  197. <slash:comments>0</slash:comments>
  200. <post-id xmlns="com-wordpress:feed-additions:1">812</post-id> </item>
  201. <item>
  202. <title>IBM&#8217;s top HR officer sees AI as potential sole fix for worldwide labor deficit.</title>
  203. <link>https://hrviews.com/2025/07/19/ibms-top-hr-officer-sees-ai-as-potential-sole-fix-for-worldwide-labor-deficit/</link>
  204. <comments>https://hrviews.com/2025/07/19/ibms-top-hr-officer-sees-ai-as-potential-sole-fix-for-worldwide-labor-deficit/#respond</comments>
  206. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  207. <pubDate>Sat, 19 Jul 2025 12:47:55 +0000</pubDate>
  208. <category><![CDATA[Human Capital Management]]></category>
  209. <category><![CDATA[News]]></category>
  210. <guid isPermaLink="false">https://hrviews.com/?p=809</guid>
  211.  
  212. <description><![CDATA[The conversation around AI and job displacement is often filled with alarmist predictions, like McKinsey&#8217;s forecast that nearly 12 million workers might need to find new jobs by 2030 due to AI. However, IBM&#8217;s CHRO, Nickle LaMoreaux, offers a more nuanced view. Speaking at a SXSW panel, LaMoreaux suggested that the real issue isn&#8217;t job [&#8230;]]]></description>
  213. <content:encoded><![CDATA[<p>The conversation around AI and job displacement is often filled with alarmist predictions, like McKinsey&#8217;s forecast that nearly 12 million workers might need to find new jobs by 2030 due to AI. However, IBM&#8217;s CHRO, Nickle LaMoreaux, offers a more nuanced view. Speaking at a SXSW panel, LaMoreaux suggested that the real issue isn&#8217;t job loss but rather the transformation of job roles and the necessity for workforce adaptation to AI.</p>
  214. <p>LaMoreaux highlighted a global skills shortage, exacerbated by declining birth rates in many countries, suggesting that AI could bridge the gap between the available workforce and job demands. She argues that AI&#8217;s role isn&#8217;t about eliminating jobs but enhancing them, allowing workers to engage in more valuable tasks rather than routine ones.</p>
  215. <p>Regarding entry-level positions, LaMoreaux posited that AI will enable new workers to contribute more significantly and rapidly, reducing the need for frequent job changes. This shift could lead to more satisfying and impactful early-career experiences.</p>
  216. <p>At IBM, AI is integrated into various HR functions, such as providing information through chatbots or automating routine tasks in talent acquisition. This approach not only streamlines operations but also allows human resources to focus on more strategic areas. Despite this, IBM remains cautious, especially around talent acquisition, to avoid potential biases that AI might introduce.</p>
  217. <p>LaMoreaux stressed the importance of transparency and explainability in AI usage within IBM, ensuring that AI tools are understood and do not replace human decision-making. This principle reflects a broader need for companies to establish clear guidelines on AI use that align with their specific legal and cultural frameworks.</p>
  218. ]]></content:encoded>
  220. <wfw:commentRss>https://hrviews.com/2025/07/19/ibms-top-hr-officer-sees-ai-as-potential-sole-fix-for-worldwide-labor-deficit/feed/</wfw:commentRss>
  221. <slash:comments>0</slash:comments>
  224. <post-id xmlns="com-wordpress:feed-additions:1">809</post-id> </item>
  225. <item>
  226. <title>40% of Americans with employee-based health insurance postpone medical care due to expenses.</title>
  227. <link>https://hrviews.com/2025/07/19/40-of-americans-with-employee-based-health-insurance-postpone-medical-care-due-to-expenses/</link>
  228. <comments>https://hrviews.com/2025/07/19/40-of-americans-with-employee-based-health-insurance-postpone-medical-care-due-to-expenses/#respond</comments>
  230. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  231. <pubDate>Sat, 19 Jul 2025 12:45:16 +0000</pubDate>
  232. <category><![CDATA[Employee Health Management]]></category>
  233. <category><![CDATA[News]]></category>
  234. <guid isPermaLink="false">https://hrviews.com/?p=806</guid>
  235.  
  236. <description><![CDATA[A recent study conducted by Paytient, involving 1,516 participants, reveals that 40% of U.S. workers with employer-sponsored insurance delay seeking healthcare due to cost concerns. Additionally, one-sixth of these respondents reported that their work performance suffered due to untreated health issues they couldn&#8217;t afford to address, and 17% have changed jobs in search of better [&#8230;]]]></description>
  237. <content:encoded><![CDATA[<p>A recent study conducted by Paytient, involving 1,516 participants, reveals that 40% of U.S. workers with employer-sponsored insurance delay seeking healthcare due to cost concerns. Additionally, one-sixth of these respondents reported that their work performance suffered due to untreated health issues they couldn&#8217;t afford to address, and 17% have changed jobs in search of better healthcare benefits.</p>
  238. <p>Brian Whorley, Paytient&#8217;s founder and CEO, highlights this issue as part of a broader national healthcare discussion. He suggests that having insurance is no longer synonymous with having access to necessary care, pointing out a gap in the healthcare system that employers have the opportunity to address.</p>
  239. <p>Further research supports these findings, indicating a widespread struggle among insured workers. A survey by Goodroot found that 43% of employees with employer-sponsored insurance have incurred medical debt. Another study published in Health Affairs showed that 27% of nonsenior adults in the U.S. face healthcare-related financial challenges, including high out-of-pocket costs, medical debt, or restricted access to care due to financial constraints.</p>
  240. <p>The issue extends to the relevance of the benefits provided, with nearly half of U.S. employees feeling their benefits do not adequately meet their needs. Perceptyx&#8217;s survey reveals that 59% of employees experience &#8220;benefits envy&#8221; when comparing their coverage to that of their acquaintances, indicating a disconnect between the benefits offered and the actual healthcare needs of employees. This situation underscores the need for employers to reevaluate and potentially enhance their healthcare benefits to ensure employees can access and afford the necessary care without financial hardship.</p>
  241. ]]></content:encoded>
  243. <wfw:commentRss>https://hrviews.com/2025/07/19/40-of-americans-with-employee-based-health-insurance-postpone-medical-care-due-to-expenses/feed/</wfw:commentRss>
  244. <slash:comments>0</slash:comments>
  247. <post-id xmlns="com-wordpress:feed-additions:1">806</post-id> </item>
  248. <item>
  249. <title>3 in 4 of employees report lack of training for flexible work setups.</title>
  250. <link>https://hrviews.com/2025/07/19/3-in-4-of-employees-report-lack-of-training-for-flexible-work-setups/</link>
  251. <comments>https://hrviews.com/2025/07/19/3-in-4-of-employees-report-lack-of-training-for-flexible-work-setups/#respond</comments>
  253. <dc:creator><![CDATA[Tanmay hashbugs]]></dc:creator>
  254. <pubDate>Sat, 19 Jul 2025 12:42:16 +0000</pubDate>
  255. <category><![CDATA[News]]></category>
  256. <category><![CDATA[Remote Work]]></category>
  257. <guid isPermaLink="false">https://hrviews.com/?p=803</guid>
  258.  
  259. <description><![CDATA[The transition to flexible work arrangements has been widespread, yet many employers have not updated their practices to support this shift effectively. A joint report by TechSmith Corp., Global Workplace Analytics, and Caryatid Workplace Consultancy reveals that 75% of workers report receiving no training to manage flexible work conditions, despite a significant rise in remote [&#8230;]]]></description>
  260. <content:encoded><![CDATA[<p>The transition to flexible work arrangements has been widespread, yet many employers have not updated their practices to support this shift effectively. A joint report by TechSmith Corp., Global Workplace Analytics, and Caryatid Workplace Consultancy reveals that 75% of workers report receiving no training to manage flexible work conditions, despite a significant rise in remote work opportunities over the past five years. Where once less than 5% of employees worked remotely regularly, now 58% can do so at least part of the time.</p>
  261. <p>The rapid adoption of hybrid work models during the pandemic has left organizations scrambling to adapt, often without a clear plan for supporting new work practices. Wendy Hamilton, CEO of TechSmith, points out that the sudden shift to hybrid work left little time for organizations to prepare or train their staff in managing these new dynamics.</p>
  262. <p>The report also suggests that the ability to work flexibly is influenced by both position and generational factors, with managers and older generations like baby boomers experiencing different levels of workplace flexibility compared to younger employees and non-managerial staff.</p>
  263. <p>There&#8217;s a growing recognition of the gap between perceived and actual managerial effectiveness in hybrid environments. Managers may overestimate their proficiency in leading their teams, potentially impacting retention and company culture negatively. The lack of specific training for managing remote teams can lead to challenges such as insufficient recognition and support for remote employees, particularly affecting female staff, as noted in a Perceptyx report.</p>
  264. <p>Additionally, HR professionals face unique challenges in executing remote HR functions, including recruiting, hiring, and onboarding. The shift to hybrid and remote work models has also been linked to increased turnover rates and employee burnout, highlighting the need for more robust training and support systems for both managers and HR teams to navigate the complexities of the modern, flexible workplace.</p>
  265. ]]></content:encoded>
  267. <wfw:commentRss>https://hrviews.com/2025/07/19/3-in-4-of-employees-report-lack-of-training-for-flexible-work-setups/feed/</wfw:commentRss>
  268. <slash:comments>0</slash:comments>
  271. <post-id xmlns="com-wordpress:feed-additions:1">803</post-id> </item>
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