HRO Today October 2019 - 14

Cover Story
" knowledge of when people leave. " We've been able to
capture that data and link it to engagement survey data
to predict the employees who are at the highest risk for
turnover. This is based on common elements that we've
witnessed with others. Some of these elements include:
* current compensation;
* position in their careers;
* time since their last promotion; and
* tenure in other positions or jobs.
How do you describe your
leadership style?
Empowering and developing.
Do you have a favorite vacation?
This provides the opportunity to share with leadership the
fact that they have an employee on their team that fi ts
the risk profi le and could be a potential retention risk. It
has spurred a lot of actions that may have otherwise not
happened.
Recently, HR leveraged an organizational network
analysis, which is an analytic tool that helps identify key
infl uencers across the organization who drive change
initiatives. It provides a blueprint of informal networks of
colleagues in the company and details when colleagues
rely on each other and what they rely on each other for. It
helps identify hidden gems within the organization who
are really the connectors in the company and who don't
always get the attention others might.
How does HR support the business and what the
business asks of them day-to-day to move forward?
I've always told my team: What we do in HR starts with the
needs of the business. In HR, there are always new trendy
programs to recommend to the C-suite, but if they are
not in support of your business strategy and the delivery
of solutions to business challenges, they are not worth
doing. We stay focused on the business, including our
Centers of Excellence (COEs) that provide expert programs
on learning, leadership development, compensation,
benefi ts, and diversity, and our HR business partners who
are around the world and in the fi eld staying abreast
of what the business needs. More than anything, as we
are bringing the two companies together, the operating
model, the structure of our organization, and the selection
of key people are strong areas of focus in order to get to
the best outcomes. The growth of talent was, is, and will
be important going forward. In a growing, service-based
business like Cigna, we are going to win based on our
passion and intellect.
Why does Cigna invest in outside-of-the-box
employee benefi ts programs and what has been
their impact on attracting and retaining talent?
[14]
HRO TODAY MAGAZINE
| OCTOBER 2019
I spent two weeks in France and
Belgium with my wife and daughter a
few years ago.
What are you currently reading?
" Killer Angels. "
We've tried to have some things that are unique in our
benefi ts programs that support our employees and their
communities. These programs absolutely benefi t the
business because they allow us to put forth an employee
value proposition, both for new joiners as well as current
employees. They allow us to attract and retain the most
engaged employees. The " Global Stock Award " was an
opportunity to reward the entire workforce while showing
employees how valuable they are to the company and that
we are all owners in what we are trying to accomplish.
The " Caregiver Leave Program " gives employees peace
of mind that they will be able to care for an older parent,
a new baby, a military veteran, or an unexpected illness.
This time off lessens anxiety and stress. Those are direct
advantages to the business in terms of keeping people
focused on their work rather than worrying.
The " Community Ambassador Fellowship " provides up
to a three-month leave for community work in areas that
align with our civic affairs and community focus. We've
had 20 employees take advantage of the program since its
inception a few years ago. We are about to select another
12 from about 100 applications. We've had employees
do incredible things around the world-working on
prosthetic hands in Indonesia and Africa, helping in UN
refugee camps, funding grants for medical equipment.
The workforce of today is particularly conscious of
environmental and social issues. Whether employees
apply for it or not, they understand that this Cigna
program is making a difference. It drives engagement, it's
inspirational, and employees are excited about it.

HRO Today October 2019

Table of Contents for the Digital Edition of HRO Today October 2019

HRO Today October 2019 - 1
HRO Today October 2019 - 2
HRO Today October 2019 - 3
HRO Today October 2019 - 4
HRO Today October 2019 - 5
HRO Today October 2019 - 6
HRO Today October 2019 - 7
HRO Today October 2019 - 8
HRO Today October 2019 - 9
HRO Today October 2019 - 10
HRO Today October 2019 - 11
HRO Today October 2019 - 12
HRO Today October 2019 - 13
HRO Today October 2019 - 14
HRO Today October 2019 - 15
HRO Today October 2019 - 16
HRO Today October 2019 - 17
HRO Today October 2019 - 18
HRO Today October 2019 - 19
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