To unlock and create growth
Integrated solutions designed for enterprise-wide results. These offerings make the most of your investments in both technology and people.
Health Administration | Employer Solutions
To better wellbeing
Solutions to help employees and employers choose, use and manage their health benefits.
Wealth Administration | Employer Solutions
To build a future
Solutions to help employees and employers choose, use and manage their wealth benefits.
Payroll Administration | Employer Solutions
To keep spend in shape
Solutions to administer, optimize and scale your payroll.
Engagement and Communications | Employer Solutions
To spark interest
Solutions to create a more memorable employee experience.
HCM and Financial Management | Professional Services
To keep things running smoothly
Solutions to better manage your workforce from the cloud.
Finance is moving to the Cloud ...are you ready?
The Advantages for Health Saving Accounts (HSAs): Employees find balance between health and wealth
The Advantages fo Health Saving Accounts (HSAs): Employees find balance between health and wealth
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FEATURED CASE STUDIES
Curtiss-Wright: Increasing utilization and satisfaction with an integrated benefits platform
Pathway Vet Alliance: Thriving in the cloud with Alight and Workday
Workers want flexibility in the hours they work, the place they do their work and the way they’re rewarded and compensated. Employers need an agile workforce that can quickly be scaled up or down depending on need and skills. Meeting all of these expectations defines a productive, engaged workforce.
Data can guide and shape a profitable work experience, one that is rewarding for employees and drives the outcomes that are important to employers. Harvard Business Review Analytic Services conducted a pulse survey sponsored by Alight to investigate what types of data employers should be using and how to break down barriers to integrate data across the enterprise.
Employers often neglect vital data that can be collected outside of traditional HR data, preventing a 360-degree view of employees. For example, employee choices and behaviors around their health and financial wellbeing can predict downstream impact of those decisions, like turnover, predictive analytics around retirement, attrition and health equity.
What is standing in the way of collecting and analyzing the data that provides a 360-degree view of the employee experience?
The most effective way to impact change is for leaders to establish a clear data agenda. Respondents to the study say that a lack of prioritization by leadership is one of the biggest challenges when it comes to using data to derive insights about the employee experience.
rated their organizations a 7 or less out of 10 (with 10 being extremely high priority), indicating their organizations were not doing a very good job of measuring the outcome of employee experience initiatives.
say their organization is doing a very good job very good job of measuring the outcome of employee experience initiatives.