White papers
Our research-based white papers offer insight and commentary on pensions, employee benefits, and workforce issues to help organisations make critical decisions.
Communication
Well-designed career sites improve recruiting effectiveness, even in a down economy
For the past few months, recruiting may have been the last thing on many employers' minds given the current state of the economy. But the recently passed stimulus plan could create a need for rapid hiring in selected industries. However, the resourcefulness, innovative thinking, and productivity that proven talent brings to an organisation are needed now more than ever in any industry. The question is: How can your organisation find such talent?
Managing workforce and benefit program risks during an economic downturn
The United States, along with most countries around the world, is in the throes of a severe economic downturn. The world economy is being buffeted by rising unemployment, capital markets that are volatile and much reduced in value, restructuring in the housing and financial sectors and, in some cases, inflation or deflation. Though no one can be certain when the economy will reach bottom, many expect that the current downturn will continue through 2009 and into 2010.
Health and Productivity
NHS refoms: the Health and Social Care Bill
The Government's proposed Health and Social Care Bill has received criticism across political parties, media groups and the NHS itself. The aim is to increase the efficiency of public health provision but the implications are wide-reaching. This paper outlines the proposed bill and discusses the likely impact on privately funded medical insurance.
Beyond words... engaging consumers in changing health behaviors
In order to positively impact workforce health and reduce costs, employers must move their health programs beyond words to a state of consumer engagement and action. This article summarises relevant concepts and findings from the fields of psychology, decision research, and social marketing and identifies best practices in developing consumer engagement. Employers can utilise this information when creating health care programs and tools to control costs and improve workforce health and productivity.
Retirement
Encouraging membership and effective contributions
With the continued retreat of the state from providing pension and other welfare benefits, the onus is more than ever on individuals to make their own financial provision for retirement. Some may receive help in the form of a workplace pension scheme of some description, to which their employer contributes; the new automatic enrolment requirements will make that the case for all employees by the end of the phasing-in period in 2017. Members will be looking to get the best outcome possible from their participation in such schemes, and employers will be looking to get a decent “return” for the business from their contributions.
In support of Defined Ambition - The middle way solution
Many commentators are dismissive of Defined Ambition (DA) and its chances of success. I frequently encounter arguments along the lines of “employers have been stung by their experience of final salary Defined Benefits (DB) — most have gone through a painful process of switching to Defined Contribution (DC), and in the present economic climate are in no mood (or position) to provide anything more than the bare minimum that they are required to do by law.”
A financially secure retirement - Protecting our future
By now, everyone knows that these are challenging times for providing for our collective and individual financial security in retirement. The traditional UK pattern consists of a modest state pension, supplemented by a more generous employer pension. Until recently this has successfully been providing a financially secure retirement for those who have been enrolled in it. But the system has been badly hit by the rapid decline in the employer-provided coverage. This in turn has exposed the shortcomings of the state pension scheme and the sticking plasters of means-tested welfare benefits devised to target particular gaps as and when they impacted the public consciousness.
Market update – Pension scheme liabilites: November 2012
Pensioner buy-in’s continue to provide the opportunity for scheme sponsors and trustees to remove longevity, interest and inflation risks for sections of their scheme membership at a potentially affordable cost. Such arrangements can provide members with increased protection, and removes key elements of risk for both sponsors and trustees. Tony Winterburn outlines the buy- in/out market in his latest white paper.
Talent and HR Solutions
Well-designed career sites improve recruiting effectiveness, even in a down economy
For the past few months, recruiting may have been the last thing on many employers' minds given the current state of the economy. But the recently passed stimulus plan could create a need for rapid hiring in selected industries. However, the resourcefulness, innovative thinking, and productivity that proven talent brings to an organisation are needed now more than ever in any industry. The question is: How can your organisation find such talent?
Why are failed technology projects so common?
We've all seen technology investments gone bad. Perhaps the promise of technology is the culprit? HR technology has greatly advanced to meet business challenges. We take for granted that it will accomplish what we want it to do rather than what it was programmed to do. This may be part of the problem, but the root cause is deeper than that. We believe that organisations sometimes skirt the process of building (or buying as the case may be) the right solution. When speed seems to define success, organisations want to cut to the chase.