Vast majority expect to maintain health care benefits for active employees; no change anticipated to reward mix
NEW YORK, December 15, 2011 – A tighter partnership between corporate finance and human resource executives may be on the horizon as U.S. companies begin to address the implications of health care reform for their reward programs and talent management strategy, according to a new survey by global professional services company Towers Watson (NYSE, NASDAQ:TW) and Forbes Insights. The survey, Joining Forces: Forging an HR/Finance Partnership to Shape Rewards for the Future, found that both groups of executives share an expectation of further increases to their health care and other reward budgets in the next few years, although surprisingly, neither sees any change in the mix or cost allocation for their overall reward programs.
The survey of more than 300 HR and finance executives at U.S. companies found that both groups of respondents see changes ahead in their own roles when it comes to reward programs. Currently, the majority of HR executives (81%) and finance executives (55%) agree that setting reward program strategy is largely driven by HR. However, in terms of budgeting for rewards, a greater number of finance respondents (53%) indicate they are more involved, compared with 47% of HR executives who see themselves in the lead.
Looking ahead a few years, the picture does change. More than one-third (38%) of finance executives believe strategy development will be much more of a shared role. That compares with just 24% of HR respondents, who mostly believe they will continue to drive the process with minimal involvement from finance executives. In the area of budgeting, more than half (53%) of finance executives expect to have primary responsibility, while 40% of HR respondents say budget setting will remain more of a shared role.
“Companies are just beginning to grapple with the complex set of decisions triggered by the new health care reform law decisions that will have a direct impact on their broader set of employee rewards,” said Randall Abbott, senior Health and Group Benefits consultant at Towers Watson. “The fact that both finance and HR leaders each see a role for the other in developing reward strategy and budgets in the future suggests a powerful framework for joining forces at a time when the stakes for close collaboration have never been greater.”
Indeed, the survey found numerous areas of confluence to serve as the foundation for closer collaboration. Cost was by far the most important factor for both groups in making decisions about health care reform. In fact, more HR executives (82%) emphasized cost than did finance leaders (69%). Moreover, two-thirds (67%) of both HR and finance leaders expect to maintain health care benefits for their active employees despite their common belief that costs will continue to rise. Yet while both groups expect their per-employee investment in rewards to rise regardless of their decision to continue providing health care benefits neither group expects health care costs to consume a significantly larger share of the total rewards pie.
“Health care reform is a significant business issue that has the potential to test the relationship between HR and finance executives. And, with so much change quickly approaching, it highlights the need for both groups to start working more closely now to leverage their respective expertise and knowledge,” said Abbott. “A strong HR-finance partnership can be mutually beneficial in facing the demands – or taking advantage of the opportunities – of reform while at the same time balancing an organization’s cost objectives and talent and employee engagement needs.”
Among other survey findings:
– More than half (56%) of finance executives expect their reward programs to provide more flexibility in the future, compared with more than one-third (37%) of HR executives.
– Both groups of respondents believe their organization is lagging competitors in investing in some elements of their reward programs. About one-third of HR and one-fifth of finance executives indicated that their costs for training, career management and flexible work arrangements fell below competitive norms.
– At the same time, a substantial number of finance executives also think their organization over-invests in some of the so-called “environmental” rewards. Specifically, finance respondents were more than three times as likely as their HR peers to believe their organization outspends competitors in the areas of career management (29% versus 9%) and flexible work arrangements (31% versus 9%).
About the Survey
The Towers Watson/Forbes Insights Survey was conducted in September 2011, and includes responses from 104 human resource executives and 201 finance executives at U.S and global organizations. Survey respondents ranged in size from 1,000 to 25,000 employees and represented a broad range of industries.
The full report is available at: http://towerswatson.com/research/6033
About Towers Watson
Towers Watson (NYSE, NASDAQ: TW) is a leading global professional services company that helps organizations improve performance through effective people, risk and financial management. The company offers solutions in the areas of employee benefits, talent management, rewards, and risk and capital management. Towers Watson has 14,000 associates around the world and is located on the web at towerswatson.com.
About Forbes Insights
Forbes Insights (www.forbes.com/forbesinsights) is the custom research practice of Forbes Media. Forbes Insights’ research covers a wide range of vital business issues, including: talent management; corporate social responsibility; financial benchmarking; risk and regulation; and doing business in emerging markets.
Tags: Towers WatsonThis entry was posted on Tuesday, December 20th, 2011 at 9:38 am and is filed under Compensation/Incentive Programs, Employee Benefits, General HR, Talent Mgmt/Employee Relations. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
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