HR Digest

In this issue

  • 2017 Global Benefits Attitudes Survey
  • Defined Benefit Plans: 10 new definitions for 2018
  • How to make pay for performance more than a tagline

2017 Global Benefits Attitudes Survey

Employees are seeking more security, flexibility and choice from their benefit plans, according to findings from our recent Global Benefits Attitudes Survey (GBAS), which provides an in-depth look at what benefits employees need — and value — most. The survey analyzes more than 31,000 employee responses in 22 markets, and includes representative samples from midsize and large private-sector companies.
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Defined Benefit Plans: 10 new definitions for 2018

Defined benefits are evolving, so it’s only logical that the language we use for these plans keep pace. We outline 10 commonly used terms in the DB investment lexicon and provide a traditional definition, along with our modern, more robust interpretation, to help sponsors, consultants and managers address pension challenges in the year ahead.
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How to make pay for performance more than a tagline

Companies must strengthen the link between pay and performance both for executives and the broad employee population. But how do they identify improvements that will make pay for performance more than a tagline? In a recent roundtable, senior Willis Towers Watson consultants discussed proven approaches to assessing and improving program design and delivery.
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Empowered employees: The frontline against cyber threats

Two in three cyber breaches are caused by employee negligence or malfeasance. Yet with a culture of cyber awareness and accountability, ongoing learning opportunities and forward-looking talent strategies, organizations can turn their biggest security vulnerability — employees — into their first line of defense.
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New M&A study can help identify effective retention strategies

Our third global M&A retention study since 2012 shows that companies with the most successful retention agreements use personal outreach and enhanced career opportunities, as well as financial awards throughout the retention period, to convince key people to stay for the longer term.
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