Talent Management - November 2008 - (Page 28) Talent Management magazine is proud to present its Freezing or reducing benefits program budgets to cut costs can put the program out of balance with employee demands. Getting It Right Order your copy today The groundbreaking study of more than 800 of today’s top talent management leaders sharing their best practices now is available. Uncover the critical issues, trends and strategies shaping the industry’s efforts to better understand organizational needs, save costs and most importantly to find, train, deploy and retain top talent. It’s an opportunity you simply cannot afford to miss. In order to experience the greatest gains from a benefits management program, an organization needs to know the plan offers the right items and is competitive in the local market. Best-inclass organizations are better able to track and analyze historical benefits data when they more aggressively automate data collection and integrate benefits management with other workforce management applications. While 50 percent of the best in class cite the ability to track and analyze historical benefits selections and trends information, the percentage drops to 27 percent of industry-average organizations and to 16 percent of laggard organizations. Getting the various elements of a full benefits management program in place is half the battle. The second half is continually monitoring the program to ensure it remains competitive by surveying employee benefit wants each year. To that end, 42 percent of the best in class claim they survey for benefits wants, while 21 percent of industry-average companies and 18 percent of laggard organizations do so. The reduced level of employee satisfaction among average and laggard organizations no doubt adds to the challenges they face to improve program effectiveness. An organization has a difficult time improving upon what it does not first measure. David Weldon is a professional writer who covers business, technology and career topics, and is a former research analyst at Aberdeen Group. He can be reached at editor@talentmgt.com. Available at www.talentmgt.com/report http://www.talentmgt.com/report http://www.talentmgt.com/report
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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