Most companies widely regarded as the best have built and communicated a strong internal and external employment brand around their success. The 2017 Human Capital Insights Report helps prepare organizations to compete as a destination employer, with data-driven insights from Gallagher thought leaders on how to attract and engage top talent, control healthcare costs, improve employee total wellbeing and manage risk.
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Steve Mann discusses how an effectively designed, executed and communicated executive benefits program can help employers pay for performance and protect against the risk of losing key personnel. He looks at “golden handcuffs” plan design ideas and other low-cost options, and apart from benefits, points out the importance of developing an engaging workplace culture.
John Neumaier and Cline Young discuss how employers can develop an executive benefits plan that fits their culture and demographics, using workforce analytics to support retention and succession objectives and drive continuous leadership performance.
David Nygard writes about how executive long-term incentive (LTI) values now dwarf executive salaries at most publicly traded U.S. companies. LTI plans are a challenge to implement properly for private companies’ non-founder executives.
Employers are on a journey defined by competing priorities: Attracting and retaining top talent, and controlling benefit costs. Begin comparing your challenges and strategies to over 3,000 employers nationwide with the 2015 survey infographic.
The demand for linking corporate pay to performance has been growing over the past 15 years, at least. This article outlines a straight-forward way to consider stock price performance in the sizing of annual equity-based incentive awards (“Dynamic Award Methodology”) thereby improving plan share reserve levels, burn rates, disclosure optics and pay for performance comparisons
Get a glimpse of the data and strategic insight of Gallagher's 2015 Benefits Strategy & Benchmarking Survey - with over 3,000 participating organizations - by downloading the Executive Summary.
What kind of compensation really motivates top executives today? And, can companies be assured that whatever motivates top executives will also drive company performance? If these two factors are not connected, motivating executives the wrong way could potentially harm company performance. This article explores the use of various performance measures, and how these measures relate to company performance.
Steve Mann, Area Vice President, Investment Advisor Representative, Executive Benefits Consulting, writes, “There are many factors that impact the arc of our human capital: education, mentoring, unique experiences, relationships and training, to name a few. There are always a small, select group of employees whose potential human capital is higher than others.” Read more about key employee retirement strategy.
The 2015 State of the Market Report provides objective insights into trends and best practices to help organizations become an employer of choice. Articles were written by key specialists in the Benefits & Human Resources division of Arthur J. Gallagher & Co.