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PBMs are progressively exploring ways to incorporate those types of offerings into their own apps and services that they offer insurers and employers, which total rewards professionals can vet as they’re assessing vendor solutions — a timely task as health costs continue to increase .

Handyman, roofer, window repairer, house painter (interior or exterior), flooring installer 49-9071 49-9098 49-9099 402 – Home Landscaping and Groundskeeping Workers Landscape or maintain grounds of property using hand or power tools or equipment.

;Trend 3 – Sharing ratios are higher in Quadrant 2 (outperformance) than in Quadrant 3 (underperformance).

Often terms such as “ready now” and “ready in 1-3 years” are used to classify internal employees for succession.

In the spring of 2021, U.S. respondents projected that 2022 total salary increase budgets would rise modestly from 2021’s 3% average to a 3.3% average while the median prediction (3%) showed no change from 2021’s actual median increase of 3%.

CBP Foundations Bundle ($1,116 USD per course) Add to Cart COURSE (1 OF 3) Total Rewards Management for Benefits Success View Details COURSE (2 OF 3) Regulatory Environments for Benefits Programs View Details COURSE (3 OF 3) Strategic Communication in Employee Benefits View Details CBP Plan Design and Administration Bundle ($1,116 USD per course) Add to Cart COURSE (1 OF 4) Retirement Plans: Design Considerations & Administration View Details COURSE (2 OF 4) Health and Welfare Plans: Strategic Planning and Design View Details COURSE (3 OF 4) Health and Welfare

Know which HR processes you intend to use AI for and research a vendor who will work with you to achieve your goals.

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; Sun noted that resources from the Economic Research Institute and survey vendors like Aon Radford and WTW can provide valuable insight into differences in cost of labor between locations based on published market data.

California is weighing a similar law, and the state’s Supreme Court ruled in August that third-party vendors can be liable if AI is used discriminatorily in hiring. ( Editor’s Note, 9/17/2025: Colorado, Illinois and New York City are leading efforts to regulate AI in HR by enacting laws to prevent algorithmic discrimination and require disclosures and audits for AI tools used in hiring and employment decisions.