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SHRM Online: HR News

  • ​Hiring people with autism isn’t simply altruistic—it’s good for business, too.Some 92 percent of Americans view companies that hire people with disabilities favorably, and 87 percent would prefer to give such companies their business, according to Autism Speaks.What’s more, experts say, those individuals who have disabilities can be just as productive as people without disabilities, and absenteeism rates among people with autism are lower than or equal to those of other groups of workers.Employers that hire people with autism often find them to be creative and talented and say they’ve seen a positive impact on morale, retention and corporate culture.Autism Speaks provides the following guidelines for recruiting, hiring and supporting workers with autism spectrum disorder (ASD):• Be wary of online applicant tracking systems (ATSs) that may screen out individuals with ASD or other cognitive disabilities. Instead, invest in an ATS that is disability-friendly. Keep in mind that online
  • SHRM Article Image​Does your benefits package measure up? You might think so, but your workers probably don’t agree. That’s a problem for HR. However, as many high-tech companies have learned, it’s also an opportunity to better leverage benefits to attract and retain employees.There’s a disconnect between how much workers value their benefits and how they perceive them, according to research from the Society for Human Resource Management (SHRM). The percentage of people who said benefits were key to their job satisfaction was higher than the percentage who were satisfied with their perks. This held true across nearly all offerings, including paid time off, health insurance, work flexibility, retirement  plans and wellness programs.This discrepancy makes it critical for HR professionals to be aware of expected trends so they can design competitive packages. That’s not always easy. As a new SHRM survey shows, all too often, predictions don’t hold true. For example, many people thought employers would
  • Using offensive, vulgar or violent language to express political opinions on social media accounts could not only get employees in trouble with their friends and family but also with their bosses. Because what we post on the Internet can shape our personal and professional images, writing hurtful or obnoxious posts on Facebook or other social sites may not be a smart thing to do, experts tell SHRM Online—especially when it comes to political opinions.
  • SHRM Article ImageAbout 4 in 10 U.S. workers would prefer to work outside of the traditional, full-time, salaried 40-hour workweek, according to new research.
  • SHRM Article ImageEmployees feel they don’t know enough to be fully empowered to make smart open enrollment decisions, which is why nearly half say making health insurance decisions is always “very stressful” and one in five regret the benefit choices they make. Helping them to understand unfamiliar concepts by providing “tip sheets” and other aids can help.

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