Balancing personalized benefits with privacy concerns is a growing challenge for comp professionals and HR leaders. TLNT.com reports that employees crave benefits tailored to their unique needs, yet hesitate to share the personal data necessary for such customization. According to LIMRA, nearly 90% of workers desire personalized benefits, but less than a third are comfortable with employers using their personal data. This contradiction presents a real dilemma for HR and comp departments. Transparency is key. Employees need to understand what data is collected, why, and how it’s protected. The Pew Research Center found that 70% of consumers believe companies should clearly take responsibility for data handling. Demonstrating tangible privacy measures, like regular security updates and data audits, can build trust. Leveraging AI responsibly can also help. By using anonymized data, organizations can offer tailored benefits without compromising privacy. Data minimization strategies can further ensure only necessary information is collected, respecting individual preferences. Ultimately, the goal is to earn employees’ trust while delivering the personalized benefits experience they expect. Get this balance right, and you’ll not only enhance your benefits package but also strengthen employee confidence and talent retention. Read more:
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Katie Carroll and Stephen Higgins walk through the dichotomy of managing customized Benefits packages with the need to safeguard data, and privacy. They recommend stringent data protection, maintaining transparency and AI- enabled personalization as steps to take. As organizations veer away from a onesizefitsall approach, Benefits leaders need to cater to multi generation workforce for a better Employee Experience #Personalization #Customization #Benefits #Rewards #EmployeeExperience #DataPrivacy https://lnkd.in/dURytVT7
How to create better benefits experiences when staff don’t want to give away their data | TLNT
tlnt.com
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The generative AI conversation has expanded to include HR processes in many strategic and leadership initiatives this year, but CHROs are under particular pressure to balance the added risks posed by AI as well. Mark Manquen, founder of a benefit broker and consulting firm, was quoted as saying: “As these tools get closer to collecting, interpreting, and making recommendations based on personal claims data, there is a very real chance of sowing distrust among employees regarding privacy concerns.” Trust is going to be a priority in an AI-driven world, as we will need reliable human insight and mutual understanding to keep us on track. #HRTech #Productivity #CompanyCulture #HR
What HR should know about using AI for benefits administration
hr-brew.com
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Empowering Employee Benefits Access: Mercy's "Joy" Chatbot Revolutionizes the Workplace #accurateassistance #AI #artificialintelligence #AyannaPierce #chatbot #employeebenefits #Employeeexperience #generativeAItechnology #healthcareinnovation #joy #KerryBommarito #llm #machinelearning #Mercy #Microsoft #MicrosoftAzureOpenAIService #openenrollment #Recruitment #VicePresidentofEnterpriseDataScience #virtualassistant #workloadreduction
Empowering Employee Benefits Access: Mercy's "Joy" Chatbot Revolutionizes the Workplace
https://multiplatform.ai
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Happy to have contributed to FES Future of Work blog with some reflections coming from my PhD research on #AlgorithmicManagement. If you are interested in how technology may be changing the world of work, do take a minute to read. All feedback derived from your research or just from your personal experience is highly appreciated. We definitely need to talk more about these things. (Also: Flattered to be among such high-level scholars contributing to this space. Read their contributions, too; they are very interesting!)
🧾 In our fifth issue of the Technology, Employment, and Well-being blog, we would like to centre our discussion on the growing use of algorithmic management systems in the workplace and how these systems can impact job autonomy practices in the traditional sectors of the economy. 💻 Algorithmic management systems can be used for various functions, including monitoring, screening, performance evaluation, task allocation, scheduling, compensation, and discipline. In the last few years, policy and academic debates have predominantly focused on developing regulatory solutions to uphold the rights of platform workers. While algorithmic management can be regarded as a key building block of the platform business model, multiple pieces of evidence suggest that these tools are becoming more common in traditional sectors, such as transport, logistics, and retail, for managing workers and coordinating workflows. 👉 To advance our understanding of how workers find new ways to assert their rights, the articles presented in this issue address different workplace contexts and examine whether algorithmic systems can be shaped by various norms that preserve the autonomy of workers. 👉 In the first article, Antonio Aloisi argues that it is a collective responsibility to assess the contributions these technologies make to workplace environments and reconsider how they are implemented. On the other hand, the combination of existing labour and data protection legislation can result in fairer and smarter data-driven workplaces, especially when employees’ rights are exercised collectively. https://lnkd.in/gwn7RwKy In the second article, Tiago Vieira highlights examples that cannot be adequately addressed from a legal perspective, concluding that the debate around the introduction of new technologies in the workplace must be open to interrogating not only the most eye-catching innovations but also seemingly less sophisticated ones. https://lnkd.in/gU6vK72M In the third article, Isabell Lippert introduces the concept of ‘job crafting’ as a promising strategy to better cope with the demanding mechanisms of algorithmic management. https://lnkd.in/gvWE7z3M Finally, Dr. Gina Glock shows that the intervention of algorithmic decision-making systems in service work can have positive effects on job autonomy, concluding that when a company’s objectives focus on process optimisation to support workflows, there is far less danger of undermining the autonomy of service workers. https://lnkd.in/ga_NjQmb
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If you are looking to revolutionise confidential reporting in your business, and stay up to date with the goings-on within the workforce, get in touch today and we can put Whiss in place for your company - it could be much more affordable than you think. [email protected]
Are we an Employee Benefit, or an Employer Benefit? Well... both! Making reporting issues in the workplace easier than ever before, means it is a benefit to everyone involved. Here's how. Firstly the Employees: Employees feel more confident with Whiss in place at your organisation. The level of anonymity available, whilst also being the quickest way to report an issue, is absolutely key to employees feeling safe and heard at work - this is often overlooked, but is absolutely paramount. Whiss takes the weight off an employee's shoulders and ensures their worry is heard by their managers/HR/directors, and investigated where necessary. For Employers: Following the feeling of safety, Whiss shows you are a caring employer in the eyes of your employees. This helps to build trust between you and your employees. It also means you get these reports before they grow out of hand - dealing with issues as soon as they arise ensures bigger, more costly issues can be prevented as soon as possible. Not to mention, with the new Workers Protection Act Addendum in full effect, having Whiss in place ensures you are working in accordance to these Government rulings. We have received masses of quote requests and clients go live in the last fortnight, many of which have stated to ensure they are working to the Workers Protection Act. Don't get left behind, join the Digital Revolution of Confidential Reporting today. www.whiss.co.uk Efficient. Accurate. Discreet.
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Strategic Workforce Optimization Consultant (and your friendly neighborhood workforce superhero)
🚨 Compliance Chaos for External Workforce? Let’s Get It Under Control! 🚨 For large enterprises, managing statutory compliance for an external workforce isn’t just a checkbox exercise—it’s a high-stakes balancing act! Here’s a look at the most common compliance hurdles every principal employer in India faces: ⚠️ Work Hours Exceeded – When external workers clock marathon shifts, the risks (and headaches) grow fast if regulations aren’t followed. 📜 State-Specific CLRA Compliance – Different states, different rules! Keeping CLRA licenses updated across states is like playing a game of “regulatory dodgeball.” One missed update, and compliance issues pop up where you least expect them. 👥 Labor License & Capacity – Too many hands on deck? When the external workforce exceeds labor license limits, it’s like having “Compliance Breach” on speed dial. 🏥 Health Check-ups & Medical Compliance – Health checks for the workforce might seem minor until they’re overdue. Keeping these on schedule is essential for a safe, compliant workspace. 🎓 Mandatory Training & Induction – Training can’t be skipped! Principal employers need to ensure every external worker is fully prepared before stepping on-site. 🔐 Restricted Entry (Debarred Workers & Night Shifts) – Managing access for restricted or debarred workers, especially for night shifts, is crucial. One unauthorized entry can mean big compliance risks. BeeForce by BlueTree makes external workforce compliance simple. From real-time license tracking to automated health and training reminders, BeeForce helps large enterprises keep compliance on autopilot—so you can focus on growth, not headaches! 🎯 💡 What’s your biggest compliance challenge? Drop it in the comments! Let’s share stories, and see how BeeForce can help streamline your compliance game for smoother, safer operations. #ComplianceManagement #ExternalWorkforce #WorkforceSolutions #HRCompliance #EnterpriseCompliance #StatutoryCompliance #WorkforceAutomation #HRTechnology #EnterpriseHR #WorkforceManagement #EmployeeWellbeing #BeeForceSolutions #OperationalExcellence #FutureOfWorkforce #SHRMIndia #ETTimes #PNGI #HREvents #HRLeadership #HRTransformation #FutureOfHR
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Are we an Employee Benefit, or an Employer Benefit? Well... both! Making reporting issues in the workplace easier than ever before, means it is a benefit to everyone involved. Here's how. Firstly the Employees: Employees feel more confident with Whiss in place at your organisation. The level of anonymity available, whilst also being the quickest way to report an issue, is absolutely key to employees feeling safe and heard at work - this is often overlooked, but is absolutely paramount. Whiss takes the weight off an employee's shoulders and ensures their worry is heard by their managers/HR/directors, and investigated where necessary. For Employers: Following the feeling of safety, Whiss shows you are a caring employer in the eyes of your employees. This helps to build trust between you and your employees. It also means you get these reports before they grow out of hand - dealing with issues as soon as they arise ensures bigger, more costly issues can be prevented as soon as possible. Not to mention, with the new Workers Protection Act Addendum in full effect, having Whiss in place ensures you are working in accordance to these Government rulings. We have received masses of quote requests and clients go live in the last fortnight, many of which have stated to ensure they are working to the Workers Protection Act. Don't get left behind, join the Digital Revolution of Confidential Reporting today. www.whiss.co.uk Efficient. Accurate. Discreet.
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AI is transforming and will continue to evolve the way employee benefits are managed. From automating enrollment to providing personalized plan recommendations, AI makes the process faster, easier, and more efficient. It helps reduce errors, improves decision-making, and ensures employees get the necessary coverage. Here is a great article we found that goes a bit deeper. If you need help with your benefits administration, the team at Group Benefit Systems is here to help. Visit us at GroupBenefitSystems.com to learn more.
What HR should know about using AI for benefits administration
hr-brew.com
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Harish Sarma highlights how educating employees about benefits and embracing digital processes can unlock their true value. https://lnkd.in/gdEiP6XR #EmployeeBenefits #WorkplaceEngagement #DigitalTransformation
Importance of employee benefits education for new hires
peoplematters.in
