First webinar in our mini-series based on our 2015 Global Employee Benefits Watch. Find out what the latest trends are in global benefits administration and employee engagement.
Thomsons Online Benefits Breakfast Workshop - Will your benefits still engage...Thomsons Online Benefits
Are you concerned about the future appeal of your benefits scheme?
If you are unsure how the HM Revenue and Customs' proposed salary sacrifice changes will impact your benefits programme, view the slides from our invite-only breakfast workshop.
This is the presentation from the webinar "Choosing the right HR & Benefits Technology"
This presentation will help you:
Understand major HCM and benefits trends that will affect your global approach
Build an efficient global HR & benefits technology strategy to ensure consistency of process around the world
Develop a checklist of what to look for in HR solutions to successfully evaluate your current and future technology partners
As the struggle to attract and retain employees intensified over the last few years the focus has shifted to the comprehensive benefits offering as a key differentiator for global companies.
This webinar deck will help you:
Gain insights into building your own global benefits strategy.
Find out what you need to consider before putting together a benefits strategy and how to ensure its success.
Learn from our global clients' experience of creating efficient global strategies.
At a time of increased mobility, economic uncertainty, and skills shortages, the battle to attract and retain the right talent grows even fiercer.
Communicating benefits effectively is an essential tool in ensuring that your employees appreciate the wider value of working for your company.
Discover what great benefits communications can look like for your organisation. Our expert’s masterclass is specially designed to give you:
- Practical insight and tips on delivering clear and effective benefits communications
- Communications programmes tailored to meet different needs at every step of the employee lifecycle.
From recruitment and onboarding, to communications at each life stage, we will help you drive home the value of long-term investment in your employees through a series of deep dive workshops.
Our benefits communications experts will provide you with proven methodologies, techniques and tips that you can take back to your organisations, as well as insight from the award-winning campaigns they have produced for our clients.
From strategy, branding and content, to best use of technology, discover how industry-leading companies are using their benefits communications to attract, retain and engage talent, and the tools they use to prove it works.
Get the slides for the second workshop of the Engagement Masterclass - communicating benefits at every life stage
Debunking the myths of organizational change managementaccenture
Over the past 15 years, we have studied 250 major change initiatives at more than 150 organizations, including dozens of Fortune Global 500 corporations. We have collected data from more than 850,000 employees, from front-line staffers through leadership at all levels. The resulting analysis of that dataset—representing the cumulative wisdom of experienced change travelers—has dispelled many long-held myths about organization change. It has brought new insights to help leaders and the workforce of the future embark on insight-driven change. Learn more at http://www.accenture.com/MythsofChange
Firstsource’s proprietary customer intelligence solution doubled the success of cross-selling across product categories during non-sales conversations.
When it comes to making even simplest of decisions regarding project selection, the number of factors to be taken into account can exceed our cognitive capacities. If you add number of stakeholders to be involved, consulted & informed , with their own interest & motivations , project selection becomes a hot bed of interpersonal & organisation complexity.
RVCE Prioritization Matrix is best used when an organization needs to prioritise important project and decide which ones it wants to focus on to achieve their strategic and operational goals. Leaders need to use RVCE matrix as a guideline for direction rather then definitive answer.
Organisational Design: Aligning Your Organisational Structure with Business G...The HR Observer
The session is aimed to explain the importance of organisational design on the success of the organisation and how a good design helps communication, productivity, and innovation. Successful design creates an environment where people can work effectively as many productivity and performance issues can be traced back to poor organisation design. The session will be able to answer questions like, is your organisation well designed? How do you know? What are the classical mistakes in organisation design and how to avoid them? Kifaya will share her experience by presenting case studies on the difference between well and poorly designed organisations and how they are aligned to company strategy.
Kifaya Thallam, HR Advisor- Group HR, Tawazun
Thomsons Online Benefits Breakfast Workshop - Will your benefits still engage...Thomsons Online Benefits
Are you concerned about the future appeal of your benefits scheme?
If you are unsure how the HM Revenue and Customs' proposed salary sacrifice changes will impact your benefits programme, view the slides from our invite-only breakfast workshop.
This is the presentation from the webinar "Choosing the right HR & Benefits Technology"
This presentation will help you:
Understand major HCM and benefits trends that will affect your global approach
Build an efficient global HR & benefits technology strategy to ensure consistency of process around the world
Develop a checklist of what to look for in HR solutions to successfully evaluate your current and future technology partners
As the struggle to attract and retain employees intensified over the last few years the focus has shifted to the comprehensive benefits offering as a key differentiator for global companies.
This webinar deck will help you:
Gain insights into building your own global benefits strategy.
Find out what you need to consider before putting together a benefits strategy and how to ensure its success.
Learn from our global clients' experience of creating efficient global strategies.
At a time of increased mobility, economic uncertainty, and skills shortages, the battle to attract and retain the right talent grows even fiercer.
Communicating benefits effectively is an essential tool in ensuring that your employees appreciate the wider value of working for your company.
Discover what great benefits communications can look like for your organisation. Our expert’s masterclass is specially designed to give you:
- Practical insight and tips on delivering clear and effective benefits communications
- Communications programmes tailored to meet different needs at every step of the employee lifecycle.
From recruitment and onboarding, to communications at each life stage, we will help you drive home the value of long-term investment in your employees through a series of deep dive workshops.
Our benefits communications experts will provide you with proven methodologies, techniques and tips that you can take back to your organisations, as well as insight from the award-winning campaigns they have produced for our clients.
From strategy, branding and content, to best use of technology, discover how industry-leading companies are using their benefits communications to attract, retain and engage talent, and the tools they use to prove it works.
Get the slides for the second workshop of the Engagement Masterclass - communicating benefits at every life stage
Debunking the myths of organizational change managementaccenture
Over the past 15 years, we have studied 250 major change initiatives at more than 150 organizations, including dozens of Fortune Global 500 corporations. We have collected data from more than 850,000 employees, from front-line staffers through leadership at all levels. The resulting analysis of that dataset—representing the cumulative wisdom of experienced change travelers—has dispelled many long-held myths about organization change. It has brought new insights to help leaders and the workforce of the future embark on insight-driven change. Learn more at http://www.accenture.com/MythsofChange
Firstsource’s proprietary customer intelligence solution doubled the success of cross-selling across product categories during non-sales conversations.
When it comes to making even simplest of decisions regarding project selection, the number of factors to be taken into account can exceed our cognitive capacities. If you add number of stakeholders to be involved, consulted & informed , with their own interest & motivations , project selection becomes a hot bed of interpersonal & organisation complexity.
RVCE Prioritization Matrix is best used when an organization needs to prioritise important project and decide which ones it wants to focus on to achieve their strategic and operational goals. Leaders need to use RVCE matrix as a guideline for direction rather then definitive answer.
Organisational Design: Aligning Your Organisational Structure with Business G...The HR Observer
The session is aimed to explain the importance of organisational design on the success of the organisation and how a good design helps communication, productivity, and innovation. Successful design creates an environment where people can work effectively as many productivity and performance issues can be traced back to poor organisation design. The session will be able to answer questions like, is your organisation well designed? How do you know? What are the classical mistakes in organisation design and how to avoid them? Kifaya will share her experience by presenting case studies on the difference between well and poorly designed organisations and how they are aligned to company strategy.
Kifaya Thallam, HR Advisor- Group HR, Tawazun
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Firstsource transformative solutions across three pillars - the client’s technology, processes and people - ensured 32% guaranteed cost savings over five years.
New solutions can help you get campaigns to market sooner, cut costs and boost results.
Learn more about Jive's social business software: http://bit.ly/1aTo6Vq
Organizations succeed or fail on the strength of their leadership—and yet many are taking an outdated approach to development. Today’s smart companies build leadership growth into their everyday systems and processes. Look again at opportunities to unleash potential.
Strategic Workforce Planning: The Key to Organisational SuccessThe HR Observer
Do you know the DNA of your workforce? Even if you do, how does it sync with your organisation’s core business strategy? Knowing the DNA of your workforce and syncing that info with your business strategy is the key to high performing companies. Strategic Workforce Planning helps organisations understand the talent required to deliver their strategy. Without it, you will be paying a significant cost. Ron talks about how to integrate this proven technique into your business process.
Ron Thomas, Chief Executive Officer – Gulf, Great Place to Work
Metaphoric Silos — since each employee, division or department interacts primarily within their specific “grain” silo rather than with other groups across the organization — need to be broken down to increase productivity and profitability. Mark Johnson of B2B CFO collaborates with Mary Henry of HR on Demand to produce the PowerPoint and lecture.
STATE OF THE INDUSTRY 2018: MAXIMIZING EMPLOYEE ENGAGEMENTHuman Capital Media
Did you know that only 13% of individuals worldwide are engaged at work? *
Each year, Workforce and Virgin Pulse partner to survey HR leaders from around the world to learn which practices and programs are engaging employees and their biggest priorities for the future.
Our 4th annual State of the Industry survey reveals that, even more than budget, culture is the biggest roadblock to improving employee engagement.
Join Sarah Kimmel, Vice President of Research at Human Capital Media and Dr. Rajiv Kumar, Chief Medical Officer and President of Virgin Pulse Institute, as they share survey insights on the connections between employee wellbeing, culture and engagement. They will also reveal key takeaways business leaders can implement to make their organization a better place to work.
In this webinar, you’ll learn:
The biggest barriers to achieving high employee engagement, and what you can do to break them down
How engagement is connected to and impacted by company culture and employee wellbeing
Key strategies of organizations with ‘advanced’ employee engagement initiatives
What business leaders can do to improve measurement around employee engagement
*Gallup, 2017
A recent study from the Deloitte University Leadership Center for Inclusion and law professor Kenji Yoshino reveals widespread instances of "covering," the process by which individuals downplay their differences relative to mainstream perceptions, in ways costly to productivity and sense of self at work. According to Uncovering Talent: A New Model for Inclusion, three out of four say they cover their identity; and, surprisingly, half of straight white male respondents report hiding their authentic selves on the job.
Read the full report: http://www2.deloitte.com/us/en/pages/about-deloitte/articles/deloitte-university-leadership-center-for-inclusion.html
Using Analytics To Make Smart HR DecisionsBambooHR
View recording with slides: http://bit.ly/1TG16LN
Knowing what analytics to use on a day to day basis can be difficult. This webinar shares why analytics are important in becoming strategic in HR.
Elevating Well-Being as a Business Strategy with NWILimeade
Research shows a clear connection to business results, but even the best programs remain siloed, underutilized, and are often the first to get cut when budgets tighten. In this session, learn how to elevate your well-being program as a business imperative through strategic planning, bridge-building, and thoughtful analytics.
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
The results of our fourth SME survey are in!
Bentleys commissioned The Voice in 2014, a long-term research project to follow and explore the mindset, needs, expectations, and concerns of our clients.
We have now completed our 4th survey where we asked micro, small and medium business across Australia, about the challenges they face in regards to business confidence, risk management and international trade.
The survey has identified several challenges that face SMEs. Bentleys is here to help navigate the complex landscape and specific barriers that SME owners struggle with every day.
Strategy execution training Australia 2016 with Jeroen De Flander. This is the official strategy execution education with certification by Jeroen De Flander and The Institute for Strategy Execution. So far, we certified 3,300 people
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Firstsource transformative solutions across three pillars - the client’s technology, processes and people - ensured 32% guaranteed cost savings over five years.
New solutions can help you get campaigns to market sooner, cut costs and boost results.
Learn more about Jive's social business software: http://bit.ly/1aTo6Vq
Organizations succeed or fail on the strength of their leadership—and yet many are taking an outdated approach to development. Today’s smart companies build leadership growth into their everyday systems and processes. Look again at opportunities to unleash potential.
Strategic Workforce Planning: The Key to Organisational SuccessThe HR Observer
Do you know the DNA of your workforce? Even if you do, how does it sync with your organisation’s core business strategy? Knowing the DNA of your workforce and syncing that info with your business strategy is the key to high performing companies. Strategic Workforce Planning helps organisations understand the talent required to deliver their strategy. Without it, you will be paying a significant cost. Ron talks about how to integrate this proven technique into your business process.
Ron Thomas, Chief Executive Officer – Gulf, Great Place to Work
Metaphoric Silos — since each employee, division or department interacts primarily within their specific “grain” silo rather than with other groups across the organization — need to be broken down to increase productivity and profitability. Mark Johnson of B2B CFO collaborates with Mary Henry of HR on Demand to produce the PowerPoint and lecture.
STATE OF THE INDUSTRY 2018: MAXIMIZING EMPLOYEE ENGAGEMENTHuman Capital Media
Did you know that only 13% of individuals worldwide are engaged at work? *
Each year, Workforce and Virgin Pulse partner to survey HR leaders from around the world to learn which practices and programs are engaging employees and their biggest priorities for the future.
Our 4th annual State of the Industry survey reveals that, even more than budget, culture is the biggest roadblock to improving employee engagement.
Join Sarah Kimmel, Vice President of Research at Human Capital Media and Dr. Rajiv Kumar, Chief Medical Officer and President of Virgin Pulse Institute, as they share survey insights on the connections between employee wellbeing, culture and engagement. They will also reveal key takeaways business leaders can implement to make their organization a better place to work.
In this webinar, you’ll learn:
The biggest barriers to achieving high employee engagement, and what you can do to break them down
How engagement is connected to and impacted by company culture and employee wellbeing
Key strategies of organizations with ‘advanced’ employee engagement initiatives
What business leaders can do to improve measurement around employee engagement
*Gallup, 2017
A recent study from the Deloitte University Leadership Center for Inclusion and law professor Kenji Yoshino reveals widespread instances of "covering," the process by which individuals downplay their differences relative to mainstream perceptions, in ways costly to productivity and sense of self at work. According to Uncovering Talent: A New Model for Inclusion, three out of four say they cover their identity; and, surprisingly, half of straight white male respondents report hiding their authentic selves on the job.
Read the full report: http://www2.deloitte.com/us/en/pages/about-deloitte/articles/deloitte-university-leadership-center-for-inclusion.html
Using Analytics To Make Smart HR DecisionsBambooHR
View recording with slides: http://bit.ly/1TG16LN
Knowing what analytics to use on a day to day basis can be difficult. This webinar shares why analytics are important in becoming strategic in HR.
Elevating Well-Being as a Business Strategy with NWILimeade
Research shows a clear connection to business results, but even the best programs remain siloed, underutilized, and are often the first to get cut when budgets tighten. In this session, learn how to elevate your well-being program as a business imperative through strategic planning, bridge-building, and thoughtful analytics.
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
The results of our fourth SME survey are in!
Bentleys commissioned The Voice in 2014, a long-term research project to follow and explore the mindset, needs, expectations, and concerns of our clients.
We have now completed our 4th survey where we asked micro, small and medium business across Australia, about the challenges they face in regards to business confidence, risk management and international trade.
The survey has identified several challenges that face SMEs. Bentleys is here to help navigate the complex landscape and specific barriers that SME owners struggle with every day.
Strategy execution training Australia 2016 with Jeroen De Flander. This is the official strategy execution education with certification by Jeroen De Flander and The Institute for Strategy Execution. So far, we certified 3,300 people
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The State of Employee Recognition in the UK: A 2015 Research StudyAchievers
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To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner.
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Delivering earnings predictability, owning corporate governance, and supporting productivity across the enterprise are among the top challenges faced by financial professionals. Where do financial professionals even begin defining a strategy to embrace these opportunities? The answer to that question may raise more than a few eyebrows: best-in-class travel and entertainment (T&E) expense management
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In this fifth annual survey conducted by Kurtosys, we have again asked our expansive audience to help us give some insights into digital marketing trends and perspectives in asset management marketing. The results come from nearly 200 respondents working across a range of global asset management firms, with 72% in a marketing role.
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2. WE ARE…
Revolutionizing global benefits
In 73 countries, 22 languages
450 People in 4 global locations
Thomsons Online Benefits – world leader in
global benefits management software
3. WHAT IS GEBW?
• Over 10 years of insight
• 2nd Global Edition
• Trends on global benefits strategy,
employee engagement and
technology solutions and adoption.
• Insight from more than 300 global
HR leaders
• Covering 4 million employees
worldwide
• 48 industries
• Americas, APAC, EMEA
4. OUR HYPOTHESIS
There are some common building
blocks that companies use in
delivering a global benefits strategy
which have a measurable
impact on its success…
5. WHAT ARE THE GLOBAL BENEFITS CHALLENGES?
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Lack of Employee
Understanding of
Total Reward
High
Administration
Overhead
Inability to Report
on Global Spend
Inability to
Demonstrate ROI
Inability to
Communicate
Consistently
Escalating Benefit
Spend
No Yes
There are some consistent challenges that companies are facing in
delivering global benefits, centering on engagement, admin & governance
6. HOW ARE COMPANIES TRYING TO SOLVE IT?
51% of companies surveyed have a defined Global Benefits Strategy.
For those companies that do, there are some common ambitions for what
they want their approach to achieve, which can be summed up as
“bringing in the right people who can help drive business performance”
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Align with
Business Strategy
Attract & Retain
Talent
Remain
Competitive
Enhance
Engagement
Drive Business
Performance
Promote
Wellbeing
No Yes
7. WHAT ARE GLOBAL COMPANIES TRYING TO
ACHIEVE?
6%
67%
27%
Effectiveness of our Global
Benefits Strategy
Very effective Effective Not very effective
So, are there any measurable differences in the 51% of companies with a
defined strategy versus the 49% who don’t have a documented approach?
On self-diagnosis, nearly
75% of companies with a
defined strategy feel their
approach is effective…
But is it and can we find the
building blocks that
differentiate them from the
companies that don’t or don’t
have a defined strategy?
8. GLOBAL BENEFITS STRATEGY
Whereas, historically, many Global Benefits Strategies have been about
consistency of benefits, that wasn’t a strong theme from this year’s results
Instead, we believe that the building blocks have evolved to:
Consistent
Admin
Local
Design
Consistent
Comms
Global
Governance
9. GLOBAL BENEFITS STRATEGY
American multinational that
designs, manufactures, and
sells networking equipment.
Industry: IT-Hardware
Global Headcount: 74,043
Project: 62 EMEAR countries
$35-60k savings
on administration
costs per country
$1M+ in savings
through tax
efficiencies in
EMEA
11. COMMUNICATIONS & EMPLOYEE ENGAGEMENT
Employee engagement was both one of the greatest
challenges companies face in delivering their global benefits
strategy and one of their key objectives in proving its value
4%
15%
66%
15%
Overall Employee
Engagement Trends
Not engaged at all
Varies by region
Somewhat engaged
and responsive
Very engaged and
responsive
With only 15% of
companies feeling that
their global workforce is
well-engaged, the
majority of companies
have a way to go…
So what makes the
difference?
12. COMMUNICATIONS & EMPLOYEE ENGAGEMENT
We asked respondents to self-diagnose the effectiveness
of their communications and tell us about how they
communicate benefits with their employees
8%
24%
57%
11%
Is Your Communications
Approach Effective?
Strongly
disagree
Somewhat
disagree
Somewhat
agree
Strongly
agree
Those who feel their
approach is effective are:
• 25% more likely to
communicate frequently
• 35% more likely to have a
global benefit brand
• 37% more likely to use Total
Reward in some regions
Interestingly, no single medium had a positive link to engagement
13. COMMUNICATIONS & EMPLOYEE ENGAGEMENT
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
All Some None All Some None
Yes No
Effectiveness of Communications Approach on Engagement
Not engaged at all Varies by region Somewhat engaged and responsive Very engaged and responsive
Overall, companies that used a combination of Total Reward
and a Global Benefits Brand were:
• Significantly more likely to have engaged employees; and
• Consistently did not believe that they had a real engagement challenge
14. COMMUNICATIONS & EMPLOYEE ENGAGEMENT
Not only does a strong
communications approach
drive engagement, it also
has a direct link to the
effectiveness of the overall
Global Benefits Strategy.
And, those companies
without a global benefits
strategy were 25% less
likely to say their comms
approach was working
0% 20% 40% 60% 80% 100%
Strongly disagree
Somewhat disagree
Somewhat agree
Strongly agree
Link between Effective Comms and
Effective Global Benefits Strategy
Very effective Effective Not very effective
15. COMMUNICATIONS & EMPLOYEE ENGAGEMENT
Multinational food-products
corporation based in France.
Industry: FMCG
Global Headcount: 98,236
83% of employees
logged onto the site
over the benefits
selection window
Employees rated their
reward scheme
24.6% higher
EMEA Challenges:
• Poor response rate and
results in their global survey
• No consistent approach to
benefits across business units
17. EFFECTIVE ADMINISTRATION
Second to employee engagement in the challenges faced by
respondents was the administration burden carried by teams:
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Internal Burden Provider Errors/SLA Inability to Report
Globally
Too Many Suppliers Lack of Employee
Ownerhship
Accuracy of Internal
Reporting
Global Admin Challenges
Yes No
18. EFFECTIVE ADMINISTRATION
Once again, we know what the consistent issues are, but can
we identify those who are overcoming the admin challenge?
38%
11%
51%
Use of Global HRSS Model
No
Planning
Yes
18%
55%
6%
13%
8%
Benefits Management Approach
Manual process
Different by Location
Local brokers software
HR software
Global Benefits Software
Although 51% have global HRSS, only 21% have consistent
approach to benefits admin (HR or Benefits Software)
19. EFFECTIVE ADMINISTRATION
So, do the 21% that have a consistent approach to admin
have an advantage over the rest?
0% 20% 40% 60% 80% 100%
Global Benefits Software
HR software
Local brokers software
Different by Location
Manual process
Admin Burden versus Benefits
Admin Approach
1 day or less 2 to 5 days 6+ days
In addition to being 20%
more likely to get admin
down to a day or less and
15% less likely for admin to
take 6 days or more,
people using benefits
software are also:
• 25% less likely to have an
internal admin burden
• Up to 40% less likely to have
global reporting issues
• 19% less likely to have an
issue with the # of suppliers
20. EFFECTIVE ADMINISTRATION
0% 20% 40% 60% 80% 100%
Manual process
Different by Location
HR software
Local brokers software
Global Benefits Software
Ability to Report Globally by
Admin Approach
Strongly agree Somewhat agree Somewhat disagree Strongly disagree
Companies with global
benefits software are
significantly more likely to be
able to govern and report
globally on benefit spend.
In addition to that,
companies with Global
Benefits Software are 28%
more likely to say their
Global Benefits Strategy
was effective
21. EFFECTIVE ADMINISTRATION
Considering the above, it is interesting to see the admin preferences and
plan for our respondents, depending on the approach they take today.
Other than those companies using local broker software, the majority of
companies are looking to move to Global Benefits Software
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Local brokers software
HR software
Different by Location
Manual process
Global Benefits Software
Current and Preferred Approach to Administration
Manual process Different by Location Local brokers software HR software Global Benefits Software
22. DARWIN IN THE SHARED SERVICES
CENTER
Global principles around engagement
of employees
HR shared service centers
Globalizing payroll
Different benefits models
Reduced headcount
Better understanding and engagement
Ability to deliver local info remotely
Centralized reporting
American multinational
manufacturer
Industry: Manufacturing and
Tech
Global Headcount: 100,000+
24. KEY FINDINGS
• Those companies with a defined Global Benefits Strategy(GBS) are
running their Global Benefits More Effectively
• Effective Communications drives an Effective GBS
• Effective Comms is impacted by having a Global Benefits Brand,
Frequent Communications and Total Reward
• Effective Administration drives an Effective GBS
• Effective Admin is more likely with consistent software, especially
Global Benefits Software, which is more effective at reducing the
admin burden and improving global reporting
As multinationals continue to expand globally, they realize
the importance of having a unified benefits and rewards
strategy for their international workforce.
However, while the majority (51%) of employers have
a written global benefits strategy in place, a significant
number (45%) do not, which means many companies
have not yet centralized their benefits programs and
administration.
UK Version
In light of the increased expectation of a tailored and
personalized experience, global employers will have to
ensure their Total Reward strategy evolves alongside
the needs of the employees they need to attract and
continually engage in order to retain them long term.
A lack of understanding of the value of Total Reward
amongst employees is still the main challenge for
employers as reported by 57% of respondents.
There is much room for improvement, as only 9% of
employers offer Total Reward statements globally i.e.
in multiple countries, and an astounding 52% do not
provide Total Reward statements even in one country.
This creates the call to action, which is “you need a global benefits strategy, centred on having a global framework for comms, admin and governance, allowing for local differences in benefit policy and design”.