Information about Humana Jobs Online:
Humana offers a wide range of home based positions throughout their company. Some positions include: Sales Support Representatives, Inpatient Coordinators, Medical Record Retrieval Specialists, and RN Quality Improvement Nurses. Humana offers base pay, medical benefits, 401 K, life insurance, discounted pre-paid legal, personal health coaching, vision benefits, tuition assistance, and paid time off. Search the careers.humana.com site and type in “work at home” to get a listing of available telecommute positions.
Humana Work at Home Jobs Reviews
- Mon, 09 Dec 2013 06:24:44 +0000: A Humana Shipping says "It's a good company to work for" - Glassdoor Humana Reviews
From Humana Shipping (Current Employee) — Rating 3.0 out of 5 — Sun, 8 Dec 2013
You get Vacation hours every paycheck which is a bonus. And it starts from day one.
There is a lot of Favoritism in my department. And not a lot of room for advancement.
Advice to Senior Management
Treat everyone the same. Give employees the opportunity to advance.
- Sat, 07 Dec 2013 19:31:22 +0000: A Humana Employee says "An ok place to work." - Glassdoor Humana Reviews
From Humana Employee (Current Employee) — Rating 3.0 out of 5 — Sat, 7 Dec 2013
Smart co-workers who are passionate about their personal well-being and yours. Tries to apply policies consistently and fairly, at least at a corporate level. CEO has a good vision for the future, at least from a shareholder standpoint. People let me do my job and don't micromanage me (that's very dependent on area and leader, though).
Pay is "competitive," but salary increases for average employees are shamefully low in an attempt to hold down administrative costs. Shareholders are making money hand over fist, and share prices are at an all-time high. We're supposed to be excited about these milestones. But average employees see none of the rewards. We have associates in certain areas who are on food stamps. Food stamps. How can this happen at a company with this much profit? Heavy politics get played. Humana's all about who you know and who knows you, rather than looking at employees for genuine skill, expertise and merit. Lots of cronyism and nepotism. Lots of at mid-levels who look good, sound good, and that's about it. All hat and no cowboy. The company's very focused on developing "top talent." That translates to about 1 percent of a workforce of over 50,000 employees. So if you're not at a director level or higher, or if you're not working very closely with someone who's in a powerful position, you're going nowhere fast. That can be very frustrating. We're supposedly transitioning to an "agile" workplace model, but that doesn't seem to be happening for most folks. That's probably because too many managers are unsure on how to measure productivity by more than clicks on a computer and butts in a seat. Just because you can see the associate doesn't mean the associate's productive or able to make productive use of time with lots of office distractions. In addition, the low pay increases could easily be offset by allowing people the flexibilty of working from a coffee shop. It makes sense, but that idea seems pretty much dead in the water. Yes, it's all about "one dream, one team"--until it comes to benefits and pay. Then that philosophy goes out the window. People are not stupid. They see the inconsistency. They just stay quiet because they don't want to lose their jobs. Engagement survey results are tracked down to the individual. They know who the most engaged associates are to the person. Nothing you put on that survey is anonymous. Humana, as I understand it, has an ownership stake in Kenexa. That explains so much. I will never answer another engagement survey, or if I do, I'll lie. I know how to manipulate results, too. Health iInsurance for associates is sky high, and Humana's the insurer. You'd better stay healthy. If you have to use a high deductible plan, you'll be coming up with a huge out-of-pocket costs. When you have expenses that carry over from year to year, that gets expensive. Real quick. They tell you in corporate communications that they want your ideas. Maybe. It all depends. You're safer if you keep your head down and do your work as you're told.
Advice to Senior Management
Don't get me wrong. This company has the potential to be great and to do great things. But that's not happening now. Eventually, if you don't do more than talk about financial well-being...if you keep offering crappy salary increases...if you keep focusing on the few instead of the many...you're going to lose people. Good people. I'm not saying reward dead weight. That makes no sense. But give all employees opportunities to share in the bounty. Create a class of stock that employees--beyond the executive and VP levels--can buy or be rewarded with for great performance. When the company's doing great, the associates should be doing great, too. We shouldn't just be treading water from year to year. And don't just make salaries "competitive." You say you want to be a leader in healthcare? You say you want to be like an Apple or a Microsoft? You say you want to radically disrupt the market? Then pay your employees better than market and give them an opportunity to have an ownership stake in the company. Do those things, in addition to the emphasis on well-being, and watch your profits skyrocket. Do these things because they're the right things to do. They're right for the company and right for the employee. Do them because eventually, the economy's going to get better. When it does, don't be surprised when a lot of folks jump ship if things stay the same.
Incoming search terms: