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Tips for Developing and Maintaining a Return to Work Program

In 2018 the Bureau of Labor Statistics reported: “approximately 2.8 million nonfatal workplace injuries and illnesses” were submitted by employers in the year prior. For this reason, creating and maintaining a return to work program is crucial to not only saving the company money but also flexes the company’s commitment to an employee’s early return to work.

 

The below elements can serve as the foundation for your company’s return to work program.

 

Return to Work Team
Dedicating a group of qualified individuals to a return to work team is crucial to the success of a return to work program. The team can provide leadership, define and manage expectations as it relates to injured employees, and serve as an intermediary communication point between involved parties. Having a team focused on the program ensures proper administration of all program-related elements and management of concerns or issues.

 

Be Transparent. Outline the Process.
Create a flowchart to maximize employee involvement and knowledge, while eliminating confusion about the program. The flowchart should contain vital information about the process and administration steps, and proper actions to take. Once completed, the flowchart can serve as your organization’s action plan.

 

Data Collection
The best way to measure the success of any program is to collect accurate pieces of data that help build a complete picture, from start to finish, of the program, its successes, and areas that could be improved. Start with tracking the dollars saved per individual for each injured employee. From here, stakeholders can help determine other data points to collect in order to build out the program reporting.

 

Put the Plan in Action
Once all of the program’s details are ironed out, the program can be launched. Make sure to include employees, supervisors, union officials (where necessary), workers’ compensation professionals, and medical providers (where necessary). It is important to have full support from all involved parties to ensure the continued success of the program. From providing written descriptions or program-specific definitions to reviewing the program with new hires or periodically with seasoned employees throughout the year, the program’s ultimate success revolves around good communication and continued education.

 

While the time away from work for most employees is only temporary, having a proper back to work program in place minimizes the consequences of what could easily turn into a major disruption for the organization. Contact Vensure to learn how we can help injured employees make a full and timely recovery so they can get back to work through careful claim monitoring and processing.

 

https://www.bls.gov/news.release/osh.nr0.htm

 

 

Recruiting Process Improvements

Recruiting is a crucial role in any organization. As the hirable population changes, so do recruiting processes and tactics to ensure the business is onboarding the cream of the crop. With only 30% of the global workforce actively looking for a job, it is important to make sure company recruiting strategies are always improving.

 

Strengthen the Company Brand
Many job seekers are not only looking for a new job but are willing to explore a new industry or entirely new career. Building a strong brand helps attract positive new talent to one business over others. Additionally, if the employer actively manages reviews, company profiles, and regularly updates website content, potential employees are more likely to apply for an open position with that company.

 

Turn to Social Media
Social media is an incredible resource for businesses, especially as it pertains to recruiting new employees. Millennials are looking beyond traditional job boards to find work. Many use social media to either find opportunities, get noticed, or research potential employers. From LinkedIn, ranked the top social processional network source for quality hires,  to Twitter, potential employees can join interest or industry groups, use their network to find someone who is already employed at the company, or read reviews and recommendations.

 

Look Within
Recruiting fresh faces for any business can be relatively difficult. Recruiting from within the organization, however, is a benefit for the employee and the company. Ensure all open positions are posted on the employee-facing intranet or careers page. Offer internal candidates the same opportunity to interview for an open position as any external candidate. Prior to starting this practice, the organization will want to have a policy in place to regulate how long someone must reside in their current position before being promoted or moving to another position within the company.

 

Recruiting and retaining top talent are the main concern for employers around the world. Vensure Employer Services offers human resources administrative services to further improve your competitive pull in the market. Contact Vensure to learn more!

 

Stay tuned for future announcements regarding full recruitment services for Vensure Employer Services clients.

 

 https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf

 

 

HR’s Digital Revolution

Once a paper trail-centric organization, human resources teams, have shifted from hard copy files to a complete digitized experience for employees and prospects. Why? As technology seems to intervene in every area of our lives, human resources are no exception. In the modern HR world, departments are jumping at the chance for concrete oversight, ownership of the technology that helps the business achieve organizational effectiveness, and embeds the HR roles deep in the roots of the business.

 

It turns out that shifting to a digital workflow for the HR department only helps to solidify the company’s place in the modern business world. Here are some examples:

 

• For prospects, especially millennials, it is essential that the company for which they are applying to work not only embraces technology but is at the forefront of the technological curve. The candidate’s first encounter will be with the HR department. An HR team equipped to handle digital document scanning and processing, and cloud-based software puts the organization in the modern technology bucket.

 

• Employees, prospects, and clients will feel their information is secure if digital transaction management software is used to validate contracts, close deals, or confirm identity.

 

• Introducing a digital workflow to an already well-organized HR team gives the opportunity for automated processes, workflow operation routinely and efficiently, and new processes are integrated directly into the digital workflow reducing ramp-up time.

 

 

Businesses will watch their human resources teams shift from paper only or partial paper to strictly technology-based. Slowly but surely HR becomes an integral cog in the growth and performance of the company, and now they have the data to prove it. As this happens, the business becomes strategically positioned to reap the benefits of the digitized HR department.

 

Vensure Employer Services recognizes the importance of staying on the cutting edge in the PEO industry and does so by continuously making improvements to provide clients the latest in technology. Find out more by contacting Vensure Employer Services today!