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DEFINED-BENEFIT PLANS
The New Old Benefit
By Jessica Marquez
While many companies have frozen their defined-benefit retirement plans, they haven't terminated them, partly because they want the option of making them available again. Some companies see the plans as a way to attract and retain talent as baby boomers retire.
The Business of Management
Workforce Management editor John Hollon analyzes and comments on business, management and the art of leading a workforce.
Featured Blog:
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Looking Through Health Care Transparency
Recent years have witnessed important efforts to provide more and better cost and quality information to health care consumers—but promoting value in health care requires more than just transparency. Consumers need user-friendly access to all the information that matters—and some compelling reasons to use it.
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Tools and Resources
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From small businesses to multinational firms, companies are tweaking workforce strategies so highly sought candidates understand their total rewards.
The goal of “value-based insurance design” is to get more value out of a company’s health care dollars by making sure people get the drugs they need by lowering or eliminating co-pays. Meanwhile, those for whom a drug is of minimal medical benefit would pay higher co-pays to get it.
Ten years ago, many employers viewed pregnant employees as liabilities. But today, companies are seeing the potential for cost savings by reaching out to this group.
Companies that want to retain valued workers who are responsible for caring for an elderly parent can use these steps to create a workplace culture that supports them.
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| Research Center Topic Index |
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| Topic Forum: Benefits & Compensation |
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| Dear Workforce |
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A question-and-answer newsletter addressing some of the most common and most
obscure HR. Ask a
question about whatever's important to you—whether it's HR, recruiting,
benefits, compensation, or training |
Consider what the compensation is designed to deliver. Be consistent, but also be diligent, to ensure the plan delivers needed results.
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Special Reports
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Despite the intense scrutiny around executive pay, few HR leaders are stepping up to get involved in compensation issues.
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