2011 Global Benefits Results overview
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The document summarizes the key findings of the 2011 Global Employee Benefit Plan Survey conducted by Employee Benefit Solutions, Inc. The survey represented over 11,000 globally mobile expatriate and local employees of over 100 organizations worldwide. Some of the main findings included an aging expatriate population with an average age of 46 years and 10.5 years of service. Median health care costs increased 7.1% and communication issues remained the top challenge for globally mobile employees. Retirement plans for expatriates and local hires also presented compliance issues for organizations.
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9 18 web presentation
This document discusses retirement readiness challenges and opportunities for plan sponsors and employees. A key point is that 32 million Americans may never be ready to retire due to challenges in saving enough. The document outlines retirement trends, the impact of financial stress on employees and employers, and strategies plan sponsors can adopt to help improve participant outcomes, such as providing retirement readiness assessments and financial wellness programs.
2012 Global Employee Benefit Survey Executive Summary
This document summarizes key findings from the 2012 Global Employee Benefit Survey. International health care trends have seen low double digit increases in recent years and are expected to continue rising due to factors like increased investment in healthcare and aging populations. The expatriate population covered by these benefits is older with longer tenure compared to domestic employees. Employers are shouldering greater costs for expatriate health benefits, subsidizing around 80% of costs on average while costs rose 7.1% for employers but only 1.3% for employees. Non-U.S. expatriates see lower overall healthcare costs than U.S. expatriates. Localization of employees is increasing, with over half of management positions now filled locally. Supporting international assign
Well-Being as Business Purpose?, Harrison
This document discusses how improving employee well-being can benefit businesses. It summarizes a case study that found targeted well-being interventions at a Fortune 50 company significantly improved individual well-being scores and reduced healthcare costs, lost productivity, and turnover intentions. The document argues that organizations that prioritize well-being improvement will see increasing advantages, while those that do not address well-being will experience declining performance.
Worksite Financial Solutions
The document discusses a worksite financial solutions program that provides guidance to employees throughout their career on retirement, finances, and life goals. It offers education to increase financial awareness, advice to help employees understand and track goals in their retirement accounts, and transition support for employees changing jobs or retiring. The program aims to reduce employees' financial stress and help employers meet their fiduciary responsibilities.
retirement-security-april-2014
- Retirement security has become the top concern of American workers according to a survey by Towers Watson. 78% of older workers and 75% of those in frozen defined benefit plans worry about having a financially secure retirement.
- Most employees rely on their employer's retirement plan as their primary savings for retirement, with 74% citing it as their main source compared to 61% in 2009. Younger workers especially depend on employer plans.
- While satisfaction with retirement plans has increased to 67%, satisfaction with health plans has declined to 59% as costs have risen. Only 48% of those in high-deductible plans are satisfied with healthcare.
The Importance of Implementing Corporate Wellness Programs
This document discusses the importance of implementing corporate wellness programs. It outlines the benefits for both employees and employers, including return on investment for companies through reduced healthcare costs and absenteeism. Wellness programs can also positively impact employee health by reducing risk of cardiovascular disease and increasing physical activity. The key components of effective programs include incentives to increase participation, obtaining feedback to modify programs, and addressing topics like nutrition, fitness, and stress management. Common promotional methods are the use of monetary incentives and lotteries to motivate employees. Overall, the research presented finds that wellness programs provide health improvements for workers and cost savings for corporations.
Running head STRATEGIC MANAGEMENT HEALTH CARE .docx
Running head: STRATEGIC MANAGEMENT HEALTH CARE 1
STRATEGIC MANAGEMENT HEALTH CARE 4
Professors Feedback:
Lindsay,
This is a great start. You need to provide more detail. In the final please include an org chart. They are very helpful for the reader.
Dr. B
Grade:66%
Strategic Management Health Care
The process of making decisions is extremely vital, and it has an impact on the healthcare industry. It mostly takes place because there is an increase in competition in this sector of the economy. Fortunately, strategic planning and management plays an important role in this issue. It ensures that the health care system leaders can come up with a vision that will promote the delivery into the future. Furthermore, it assists in providing the needed skills that will be aligned with the resources that will help in achieving the vision. In the Assisted Living Facilities, many challenging issues are present, and they might have an impact even in the next five years.
In the Assisted Living Facility, some important issues have to be addressed immediately. In fact, the American health care industry and the economy have had quite some problems in the past years. Furthermore, the Great Recession was one recent upheaval that affected the manner, which Americans plan for retirement, and thus some issues will come about. First, the model of care in nursing will decline. It means that the aged individuals will be housed in memory care, home care or independent living. The ALF will have to come up with a model of care that can be able to withstand future challenges. Secondly, the care that is provided to seniors will be quite dependent on technology. For example, robots can be used in providing personal care to the aged. Such technological advancements will play a role in improving the quality of life and health of the seniors (Ginter, 2013). In this case, the ALF needs to ensure that it can be able to keep up with technology to become competitive.
In the next five years, the aged will not want to live in communities, and mostly because they will not be in the ability to afford it. They will instead be searching for options that can ensure that they live independent lifestyles. One such way is through having multigenerational housing whereby families can live together. It means that the organization will have to be able to provide such housing to the consumers. They will have to invest more resources if they are to achieve this goal. Also, th.
Fin well sponsor presentation may 2019-web nyc
This document discusses empowering employees with financial wellness programs. It defines financial wellness and outlines the business case for why companies should care about it, including reducing absenteeism and health care costs. The document provides an overview of different types of financial wellness programs and considerations for determining if a company is a good fit and selecting a provider. The goal is to help companies move from intending to implement financial wellness programs to taking action.
Breaking Down Benefits: How to Leverage Data to Better Your Employees' Health...
We need to shift away from the focus on purchasing healthcare and instead, focus on how we can create health for our employees. By incorporating dashboards in our benefits selection process, we can watch for trends in benefits and leverage that data to lower costs, retain employees, and attract new talent. Join Darrell Moon, CEO of Orriant, to learn if your benefits selection is meeting your employees' needs.
Econimicdownturnee Persp
This document summarizes the results of a June 2009 survey of 505 full-time U.S. employees about the impact of the economic downturn. Key findings include:
- Employees in publishing, broadcasting and other media reported feeling their jobs were at greater risk than government workers. Public companies also reported higher perceived job risk than non-profits or government agencies.
- Younger workers aged 18-29 and 30-44 reported feeling their jobs were at greater risk if the economy declined further over six months compared to older workers aged 60+.
- Actions taken by employees in response to the downturn included reducing personal spending, decreasing credit card use, and non-exempt workers were more likely than exempt to take
Total Compensation Considerations for Nonprofits
A copy of the Total Compensation Considerations for Nonprofits presentation given at the CBIZ MHM Annual Business Update Seminar in Bethesda, MD.
Shrm mhfcu-financial-wellness-2014-final
The document summarizes findings from a SHRM survey on financial wellness in the workplace. Some key findings include:
- 42% of HR professionals reported that medical expenses were the most common financial challenge for employees.
- 7 in 10 HR professionals said personal financial challenges had some or large impact on employee performance, especially increasing stress and decreasing ability to focus.
- 38% of HR professionals saw more financial challenges now compared to 2007, and 23% saw more challenges than 12 months ago.
- 57% of organizations provide some financial education, with retirement and financial counseling being most common. Baby Boomers and Gen X participate most.
Shrm mhfcu-financial-wellness-2014 - final
The document summarizes findings from a SHRM survey on financial wellness in the workplace. Some key findings include:
- 42% of HR professionals reported that medical expenses were the most common financial challenge for employees.
- Seven out of 10 HR professionals said personal financial challenges had some or a large impact on employee performance, especially in increasing employee stress and decreasing ability to focus.
- Nearly 60% of organizations provided some type of financial education to employees, with retirement planning and financial counseling through EAPs being most common. Baby Boomers and Gen X employees participated most.
Addressing Retirement Readiness
The past 30 years has born witness to the collapse of the private pension system with for-profit employers, tax-exempt entities and now the governmental sponsors replacing defined benefit pension programs with defined contribution plans. This practice spawned a well-documented transfer of investment and funding risk from employer to employee. Now, most defined contribution plans render the employee the sole decision maker on the four factors that determine an employee's ability to retire successfully: contribution rate, investment strategy/return, time horizon, and spending needs in retirement.<br /><br /> In this presentation we will address what employers can do to help employees meet the demands of the new retirement plan era.
PDF Version
The document is a newsletter from Mike Wojcik discussing rising healthcare costs, the impacts of the Affordable Care Act, and strategies for controlling costs. It notes that a new study projects healthcare spending to grow faster than GDP over the next decade. It also discusses provisions of the ACA like expanded preventive care coverage for women and guidelines for employer health subsidies in 2014. The newsletter provides updates on legislative actions and profiles initiatives by healthcare organizations like Blue Shield to reduce costs and improve care.
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Colonial Life And Accident Broker Presentation 1011
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2012 Global Employee Benefit Survey Executive Summary
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The Importance of Implementing Corporate Wellness Programs
Running head STRATEGIC MANAGEMENT HEALTH CARE .docx
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2011 Global Benefits Results overview
- 1. 2011 Global Employee Benefit Plan Survey Results Presentation June 9, 2011 EMPLOYEE BENEFIT SOLUTIONS, INC.
- 2. Background EMPLOYEE BENEFIT SOLUTIONS, INC. The Global Employee Benefit Survey is sponsored by Employee Benefit Solutions , Inc. (EBS) and is one of five industry and market based surveys conducted by EBS each year. This document is intended to provide an overview of some of the key findings in the 2011 survey. The detailed survey results on more than 200 data points are available to survey participants only. Contact information is available at the end of this overview if you are interested in gaining access to the more detailed survey results through the participation in future surveys.
Editor's Notes
- War Risk There will be greater detail provided in the results booklet but half of the participants reported that their AD&D, LTD or BTA plan contained a war risk exclusion. Yet only 60% of those companies that reported an exclusion had moved to secure a War Risk rider.