HRA Blog

Preparing for the Next Steps in the Patient Protection and Affordable Care Act

Written by Heather Tuttle on .

Many employers in the country are aware of some of the changes that have already been put in place by the Patient Protection and Affordable Care Act, (PPACA) covering dependent children to age 26, free preventative care, no more lifetime maximums on benefits, no preexisting condition limits for children, small business tax credits and W2 reporting requirements.  However, fewer people are aware of things that are still to come.  The insurance exchanges have been a hot topic of conversation with the “Pay or Play” concept.  As the 2014 deadline approaches for states to institute their insurance exchange, employers must decide whether they want to pay the penalty or continue to provide employer sponsored health insurance.  And in some instances, even though they continue to provide employer sponsored health insurance they may still pay a penalty.

Surveys on this question have been as varied as opinions about PPACA.  One survey quotes that 30% of employers’ plan to drop employer sponsored health plans in favor of paying the $2,000 to $3,000 penalty for pushing workers to the exchanges.  While other say it would actually be too costly for firms to shift their benefits to a federally –subsidized coverage bearing roughly $9,000 more in costs for that shift (Truven Health Analytics study).  What’s the right answer for your business?

Using Strategic Resource Planning and Budgeting to Make Effective Business Investments

Written by Barbara Irwin on .

Recently, I attended a Federal Contracting Forum for Women Owned Businesses through the U.S. Women’s Chamber of Commerce in Washington, D.C.  One of the speakers, Jeffrey Beyer, from Citizant, a technology company located in Chantilly, VA, talked about the decisions that businesses make concerning where to invest their dollars in areas that are either financial or resources based or sometimes both.  As always, it’s a difficult decision because you want to hire more people to do the work, but you don’t always have the work to hire the people right away.  Consequently, decisions on where and when to invest can be daunting.   After reflecting on this discussion, I thought about how every organization has this challenge, whether they are a federal contractor or work exclusively in the private sector.  Firms make decisions on resources based on a number of things; some firms are always in a reactionary mode and can’t catch up to their current needs in order to plan ahead.    The following areas should be taken into consideration when pondering resource allocation decisions:

Creative Solutions to Improve Job Satisfaction

Written by Tiffany Aukema on .

Over the last several years, many organizations have experienced downsizing, reduced benefits and deep budget cuts.  This has left many organizations wondering how they can reward and retain key employees, without breaking the bank.   In the current economy, many employers feel as if their hands are tied.  While they want to retain talent to remain competitive, they are simply unable to offer employees raises, bonuses or better benefits. 

Why Do They Fail?

Written by Barbara Irwin on .

I recently attended an HR Leadership Forum meeting in Arlington, VA on Friday October 5th where Dr. Craig Simpson, with ORTalent, Inc., spoke on “Unlocking the Hidden Psychological Drivers of Leadership Performance.”  Dr. Simpson provided some interesting statistics showing that in the first 18 months 30% of internally promoted executives and 50% of externally hired executives fail in their role.  Simpson stated that the average cost of this executive turnover is estimated to be approximately $500,000.  We know that turnover in general is costly to organizations.  So, the question is “why do they fail”?

Is it Time for the Boomers to Retire??

Written by Laurie Smith on .

If you’re like many Generation Xers today, you may be expecting the impending retirement of millions of Baby Boomers to boost the job market and open up a massive number of senior level opportunities.  It seems like a natural progression of events and one which will fix today’s tight job market.  But Boomers aren’t proving to be so quick to exit the market and we should consider the possibility that this may not be such a bad thing after all.

Increasing Candidate Quality in Tough Economic Times

Written by Ellen Beekman on .

Have you ever felt stressed when a hiring manager comes to your desk and tells you that you need to hire someone, like yesterday, for a position within your organization?  If so, you are not alone.  Hiring people can be time consuming, frustrating and a difficult period of time for a recruiter, especially in tough economic times.  A depressed economy places even more stress on hiring managers.