Global employers spend on average 20-22% of employee salary on benefits, a significantinvestment, 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

And over half say that aligningbenefits practices with business goals is a key objective

of CEOs say it’s critical for HR to play the role of high-impact business partner1

Create a global benefits strategy aligned with your business goals

Rethink your benefits o�ering – one size doesn’t fit all

By 2020 millennials will make up three quarters of the global workforce2

57% of employers are struggling with demonstrating the value of total reward

will still comprisegenerations of employees

up to fourBUT

(pre-1945) (1945-1960) (1961-1980) (1981-1995)

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

Personalization and programs flexibility will be critical so employees can choose the benefits that matter to them

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

But how can you deliver personalization when juggling disparate data, manual systems &inconsistent approaches in di�erent countries?

Align benefits practices internationally

BY IMPLEMENTING A CENTRAL ROBUST AND SCALABLEGLOBAL PLATFORM

Giving you access to analytics through consistent, accurate employee & company data

35% have difficulty communicatingROI to key stakeholders

Demonstrate the value deliveredby HR to the wider business

INTEGRATING SYSTEMS INTO ONE ONLINE PLATFORM WILL:

47% of employers spend up to 6days per country on benefits admin

Reduce time spenton administration

52% do not have a centralized approach to technology

Minimize risk and aidcompliance

Develop an e�ective communications strategy

But currently ONLY of companies are using mobile apps to communicate about benefits

of online adults globally nowown a smartphone3

SIGN IN

Employees want access to onlinebenefits portals anywhere, at anytime, on any device

Choose the right benefits technology

of organisations achieve a more accurate view of global benefits spend afterimplementing benefits management software

plan to increase benefitstechnology spendALMOST

The 4 biggest drivers of innovationin benefits technology are:

UserExperience

Efficiency

Datasecurity

Analytics

Conclusion

Technology is a powerful global platform to create an exciting and engaging experience foremployees around their benefits.

Tech-savvy workers want user-friendly, mobile-centric and accessible information.

HR’s role will soon transform to become ChiefEmployee Experience Officers5, responsible forcurating and communicating tailored experiences which reward and motivate global workforces.

SIGN UP for our webinar series “How to Revamp Global Benefits in 2016” to learn more – March 9th

DOWNLOAD the Global Employee Benefits Watch for moreinsight and advice

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