3 of HR’s Biggest Struggles in 2018

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October 10, 2018 in Blog

3 of HR’s Biggest Struggles in 2018

A growing pain of going from a small business to being considered a “big business” is the addition of an HR department. It’s a congratulatory moment as well as a daunting one, much like seeking to, and then reaching the top Everest. To some of the executives it’s as though the company is admitting it has too many employees to handle, but humans are unpredictable, and it just means the company is reaching and engaging with more people, not that it can’t handle them.

As discussed in our article  HR – The New C-Suite, their work is defined by administrative tasks that, involve documenting grievances, terminations, absences, performance reports, and compensation and benefits information, in addition to often being involved in recruiting, hiring, and training new employees. In other words, HR departments are inundated with work.

What are some of the biggest struggles they face in 2018 and how do we help to solve them?

  1. Still one of the most prevalent issues today, valuable employee retention has always been a challenge for the HR department.

Attaining promising employees has become a fraction easier, with technology easing the selection process significantly. Instead of having to interview thirty people that come in as a blank state with their resume in hand, HR recruiters and employees have the opportunity to see a person’s resume and work history on platforms like LinkedIn and inDeed, they’re able to get more of a complete picture of whom the person is that is applying to the job, and it’s perfectly accepted to perform half the interviewing process further via telephone and email until the final sit-down. Retaining these valuable acquisitions has never been easy, though. It’s getting harder now, with post-graduates entering the work field desiring a higher position than they qualify for, or wanting to be promoted faster than the company can accommodate them, but these shouldn’t be reasons to lose them either.

Sure, it’s aggravating to be faced with such audacious demands from young, fresh employees, but offering voluntary benefits packages should be the first incentive to keeping them onboard without giving into the demands.

For example, student loan refinancing options are a great way to both appease young employees and keep on the valuable ones.



  • Work-Life Balance


As our world advances technologically, and people enter the workforce with a desire to retain more control over their environment and life, a common theme among employees is seeking to work from home, or on their own selected hours. The work-life balance is more and more of a concern to employees, with companies strongly considering – and some even adopting – a four-day work week, we see the landscape of the traditional work week changing. A strong compensatory feature to consider when offering employees leeway to support their work-life balance is to offer voluntary benefits for them to choose what would benefit themselves and their families most.


  • Effective Harassment Resolution


Whether it’s outlined and practiced or not, it’s the responsibility of HR to handle sexual and other forms of harassment in the workplace. Complaints are often made but not dealt with, and more often than not, complaints are not made.

Our on-site health advocacy program offers employees a happy medium for reporting harassment. Since our health advocate is on site and dealing with the needs and demands that will be considered in a company’s benefits packages, some employees find it easier to talk to the third party who can then speak with the heads of department directly.