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Global employers spend on average 20-22% of employee salary on benefits, a significant investment, yet many firms struggle to communicate and engage employees on their benefits programs. Having an innovative benefits strategy aligned to culture and business goals is a significant differentiator for global organizations looking to engage and retain their best talent.
HOW TO REVAMP YOUR GLOBAL BENEFITS IN 2016
Only 51% of multinationals have a global benefits strategy
Create a global benefits strategy aligned with your business goals
And over half say that aligningbenefits practices with business goals is a key objective
Just over half of benefits professionals areburdened by a high level of administration
49% of companies are struggling to report globally on benefits
52% do not have a centralized approach to manage benefits
52% do not have a centralized approach to technology
47% of employers spend up to 6days per country on benefits admin
35% have difficulty communicatingROI to key stakeholders
By 2020 millennials will makeup three quarters of the global workforce2
57% of employers are struggling with demonstrating the value of total reward
of CEOs say it’s critical for HR to play the role of high-impact business partner1
Rethink your benefits o�ering – one size doesn’t fit all
Align benefits practices internationally
Develop an e�ective communications strategy
Choose the right benefits technology
Conclusion
45YO male with family 21YO female graduate 33YO female 60YO male
Health screening
Paternity leave
Child carevouchers
Student loanpayments
Gym membership
Free drinks onFridays
Mortgage benefitplan
Fitbit
Spa weekends
Medical insurance
Pension andretirement plan
Sabbatical
But currently ONLY of companies are using mobile apps to communicate about benefits
of online adults globally nowown a smartphone3
will still comprisegenerations of employees
up to fourBUT
But how can you deliver personalization when juggling disparate data, manual systems &inconsistent approaches in di�erent countries?
BY IMPLEMENTING A CENTRAL ROBUST AND SCALABLEGLOBAL PLATFORM
Minimize risk and aidcompliance
Reduce time spenton administration
Demonstrate the value deliveredby HR to the wider business
Personalization and programs flexibility will be critical so employees can choose the benefits that matter to them
INTEGRATING SYSTEMS INTO ONE ONLINE PLATFORM WILL:
Giving you access to analytics through consistent, accurate employee & company data
SIGN IN
Employees want access to onlinebenefits portals anywhere, at anytime, on any device
SIGN UP for our webinar series “How to Revamp Global Benefits in 2016” to learn more – February 17th & March 9th
SHARE THIS
@ThomsonsOnline
https://www.linkedin.com/company/thomsons-online-benefits
www.thomsons.com
SOURCES1 Holley, N. (2014, September) What CEOs want from HR. Henley Business School http://www.henley.ac.uk/files/pdf/research/research-centres/Research_-_What_CEOs_want_from_HR_Sept_14_WEB.pdf
2 Weber, B. (2013, September). By The Year 2020, Almost Half Of The Workforce Will Be Made Up Of These People. University of North Carolina Kenan-Flagler Business School.http://www.upworthy.com/by-the-year-2020-almost-half-of-the-workforce-will-be-made-upof-these-people-5
3 http://techcrunch.com/2015/01/12/80-of-all-online-adults-now-own-a-smartphone-less-than-10-use-wearables/
4 Bersin by Deloitte, 2015. Global Human Capital Trends 2015 – Leading in the new world of work
5 Bersin by Deloitte, 2016. 10 Predictions to Guide Your Talent Strategy in 2016 http://marketing.bersin.com/predictions-for-2016.html
Accompany technology spend with re-designed processes and re-train your HR sta� to maximize your investment 4
of organisations achieve a more accurate view of global benefits spend afterimplementing benefits management software
Technology is a powerful global platform to create an exciting and engaging experience for employees around their benefits.
Tech-savvy workers want user-friendly, mobile-centric and accessible information.
plan to increase benefitstechnology spendALMOST
HR’s role will soon transform to become ChiefEmployee Experience Officers5, responsible forcurating and communicating tailored experiences which reward and motivate global workforces.
The 4 biggest drivers of innovationin benefits technology are:
UserExperience
Efficiency
Datasecurity
Analytics
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