Jack Craver, BenefitsPro In a poll of 2,200 CFOs in 20 of the largest U.S. metro areas, 42 percent said it was "very important" for employees to have a mentor for career development. An additional 44 percent said it was somewhat important.

Cliff Oxford, Forbes The key premise to this strategy is hiring employees with the intention of increasing their workplace value and landing them a major promotion with another company.

HR.BLR Up until recently, the U.S. Department of Labor has elected to not aggressively enforce new disability regulations under Section 503 of the Rehabilitation Act, giving contractors a chance to prepare for the changes in the regulations.

Katie Kuehner-Hebert, BenefitsPro Employee benefits brokers have an increasing number of innovative "value-add" solutions they can offer their employer group clients.

Sylvia Vorhauser-Smith, Forbes 2015 was a pretty amazing year, jam-packed with innovation, change and the continuing transformation of the world as we know it.

Jeanne Meister, Forbes In 2015, organizations used social technologies for recruitment, development and engagement practices. In 2016, we will see companies bring even more transformation to human resources, and this is much more than simply using social technologies for recruitment, development and engagement.

Jack Craver, BenefitsPro In a recent survey of 148 mobility managers by Cartus Corp., a firm that specializes in relocation services, 78 percent said that controlling assignment and relocation costs was the most significant challenge for their industry.

World at Work The average cost increases for employer-sponsored medical plans globally will be 9.1 percent in 2016. This is 5.5 percentage points higher than the global average projected inflation rate of 3.6 percent.

Jack Craver, BenefitsPro A survey conducted by Harris Poll on behalf of Collective Health, a company that provides health care administration software to self-insured employers, finds that three quarters of U.S. adults say that health care benefits would be a significant factor in their decision to take a job.

Kathryn Mayer, BenefitsPro Workplace benefits are steadily becoming more employee-driven and unconventional. 2016 will be the year of nontraditional benefits — or maybe more appropriately, the year of nontraditional workplace perks.

Marlene Y. Statter, BenefitsPro The Institutional Retirement Income Council has announced the top four retirement industry trends to watch in 2016.

HR.BLR The Pension Benefit Guaranty Corporation (PBGC) recently released its annual report for fiscal year 2015. The report shows the agency paid $5.7 billion to more than 800,000 people in failed pension plans.

Paul Katzeff, Investor's Business Daily Fidelity Investments' rule of thumb just got tougher to meet. The good news is that you can still use it to gauge your financial retirement readiness 10, 20, even 30 or more years in advance.

World at Work A study from HERO (the Health Enhancement Research Organization), based on an online self-assessment and published in the January 2016 issue of the Journal of Occupational and Environmental Medicine, demonstrates a distinct correlation between comprehensive best practice wellness programs and corporate stock performance.

Nicole Fallon Taylor, Business News Daily Many studies have shown that employees with high job satisfaction are generally more productive, engaged and loyal to their companies. Hiring managers, HR experts and business leaders weighed in on the best ways to keep employees satisfied when salary isn't the driving factor.

Sophie Deering, The Undercover Recruiter More and more companies are providing health and fitness support in the workplace, with 70 percent of U.S. employers offering employee-sponsored health and wellness programs in 2015, compared to just 58 percent in 2008.

World at Work Millennials now outnumber all other generations in the workforce and they value work-life integration, personal relationships and a greater purpose more than higher salaries or corporate ladders.

HR.BLR Deloitte's recently released Workplace Pulse survey reveals that roughly one in three respondents do not feel comfortable taking personal time off/vacation days. Moreover, nearly one-third say they've consistently placed work commitments over family/personal commitments and fewer than half say their organization as a whole values their life outside work.

Marlene Y. Satter, BenefitsPro Many employers are concerning themselves with employees’ financial wellness far more these days than they used to, going beyond simply providing a retirement plan and/or health care benefits and offering a number of workplace assists.

Michael Coates, Huffington Post Work is very much a part of life. We spend more than 50 percent of our waking time working, so instead of looking for a "balance," companies need to strive for policies that help employees better blend the two and move seamlessly between work and life and back again.

Jennifer Bresnick, Health IT Analytics Population health management can't just focus on physical health. Providers must also take responsibility for a broader range of behavioral health concerns to succeed in a changing environment.

Erica Garvin, HIT Consultant Beyond the hype, what’s to come from the population health management? Wellcentive’s CEO Tom Zajac gives predictions and pointers for those pursuing PHM in 2016.

Zack Budryk, Fierce Healthcare Population health management (PHM) requires contributions from everyone in a health care organization, but there are several steps hospital leaders must take to ensure the initiative is successful, according to a column from Executive Insight.

Ellen Gallinsky, Media Planet More than ever before, employees in every industry are demanding (and receiving) more power in deciding when and where they want to work.

Rebecca Greenfield, Bloomberg Many employers use a wellness program to cut insurance costs by encouraging healthy employee habits. In the past, submitting to on-site tests of blood pressure, body-mass, and cholesterol meant saving a few hundred dollars. Now companies have gone a step farther, denying health care to those who don't participate.