Talent Management - November 2008 - (Page 27) plications to track enrollment in benefits plans, or lack thereof, and plan activity for each employee. The goal is to continually monitor the program to ensure it remains competitive and that the individual benefits items offered remain the ones most valued by employees. This last point is especially important in light of changes going on in the workforce. The percentage of workers in the oldest and youngest age brackets is increasing, resulting in different demand levels for specific benefits items such as training and educational reimbursement, retirement plans, care and dependent assistance. Benefits administrators who were interviewed for the study confirmed the changes in workforce demographics prompted them to revisit taken-forgranted benefits plans. Employers must satisfy all employees with the overall benefits program, which means providing a full menu of items to select from — in a way that is affordable. It is especially important that organizations communicate and promote benefits offerings to those individuals or groups who will benefit the most. The most successful benefits management programs are those in which employees have clear views of program offerings and how each serves their individual needs. I AM Alan Duff, SPHR VP, Global Human Resources Norgren Member since 1995 LEADERSHIP ISN’T JUST A BUZZWORD. It’s the ability to guide an organization during times of trial. Alan Duff uses SHRM.org to keep apprised of industry trends and reports— helping him set HR strategy that can weather any market condition. www.shrm.org keyword: workplace trends 08-0760 http://www.shrm.org http://www.SHRM.org
Table of Contents Feed for the Digital Edition of Talent Management - November 2008 Talent Management - November 2008 Editor’s Letter Contents Human Performance Leading Edge Learning Connections Recruitment & Retention Assessment & Evaluation Compensation & Benefits Performance Management Learning & Development Succession Planning Insight Dashboard Application Advertisers’ Index Editorial Resources Full Potential Talent Management - November 2008 Talent Management - November 2008 - (Page Intro) Talent Management - November 2008 - Talent Management - November 2008 (Page Cover1) Talent Management - November 2008 - Talent Management - November 2008 (Page Cover2) Talent Management - November 2008 - Talent Management - November 2008 (Page 3) Talent Management - November 2008 - Editor’s Letter (Page 4) Talent Management - November 2008 - Editor’s Letter (Page 5) Talent Management - November 2008 - Editor’s Letter (Page 6) Talent Management - November 2008 - Editor’s Letter (Page 7) Talent Management - November 2008 - Contents (Page 8) Talent Management - November 2008 - Contents (Page 9) Talent Management - November 2008 - Human Performance (Page 10) Talent Management - November 2008 - Human Performance (Page 11) Talent Management - November 2008 - Leading Edge (Page 12) Talent Management - November 2008 - Leading Edge (Page 13) Talent Management - November 2008 - Learning Connections (Page 14) Talent Management - November 2008 - Learning Connections (Page 15) Talent Management - November 2008 - Recruitment & Retention (Page 16) Talent Management - November 2008 - Recruitment & Retention (Page 17) Talent Management - November 2008 - Recruitment & Retention (Page 18) Talent Management - November 2008 - Recruitment & Retention (Page 19) Talent Management - November 2008 - Assessment & Evaluation (Page 20) Talent Management - November 2008 - Assessment & Evaluation (Page 21) Talent Management - November 2008 - Assessment & Evaluation (Page 22) Talent Management - November 2008 - Assessment & Evaluation (Page 23) Talent Management - November 2008 - Compensation & Benefits (Page 24) Talent Management - November 2008 - Compensation & Benefits (Page 25) Talent Management - November 2008 - Compensation & Benefits (Page 26) Talent Management - November 2008 - Compensation & Benefits (Page 27) Talent Management - November 2008 - Compensation & Benefits (Page 28) Talent Management - November 2008 - Compensation & Benefits (Page 29) Talent Management - November 2008 - Performance Management (Page 30) Talent Management - November 2008 - Performance Management (Page 31) Talent Management - November 2008 - Performance Management (Page 32) Talent Management - November 2008 - Performance Management (Page 33) Talent Management - November 2008 - Learning & Development (Page 34) Talent Management - November 2008 - Learning & Development (Page 35) Talent Management - November 2008 - Succession Planning (Page 36) Talent Management - November 2008 - Succession Planning (Page 37) Talent Management - November 2008 - Succession Planning (Page 38) Talent Management - November 2008 - Succession Planning (Page 39) Talent Management - November 2008 - Insight (Page 40) Talent Management - November 2008 - Insight (Page 41) Talent Management - November 2008 - Dashboard (Page 42) Talent Management - November 2008 - Dashboard (Page 43) Talent Management - November 2008 - Dashboard (Page 44) Talent Management - November 2008 - Dashboard (Page 45) Talent Management - November 2008 - Application (Page 46) Talent Management - November 2008 - Application (Page 47) Talent Management - November 2008 - Application (Page 48) Talent Management - November 2008 - Editorial Resources (Page 49) Talent Management - November 2008 - Full Potential (Page 50) Talent Management - November 2008 - Full Potential (Page Cover3) Talent Management - November 2008 - Full Potential (Page Cover4)
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