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  • 1.SHRM Survey Findings: State of Employee Benefits inthe WorkplaceLeveraging Benefits to RetainEmployeesJanuary 10, 2013

2. Introduction This is part four of a series of SHRM surveys examining the state of employee benefits in theworkplace. The following topics are included in this six-part series: Part 1: Wellness initiatives Part 2: Flexible work arrangements Part 3: Health care Part 4: Leveraging benefits to retain employees Part 5: Leveraging benefits to recruit employees Part 6: Communicating benefits State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 2 3. Key FindingsLeveraging Benefits to Retain Employees at All Levels of the Organization Do organizations leverage their benefits program to retain employees at all levels of theorganization? One in five (20%) organizations reported leveraging their benefits programto retain employees. What benefits offerings have been leveraged to retain employees at all levels of theorganization? Organizations reported health care (72%) and retirement savings andplanning (58%) were the benefits most frequently leveraged to retain employees. In the next three to five years, what benefits offerings will increase in importance to helporganizations retain all employees? Organizations indicated that retirement savings andplanning and health care are the benefits that will increase in importance with respect toretaining employees. State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 3 4. Key FindingsLeveraging Benefits to Retain Highly Skilled Employees Are organizations leveraging their benefits program to retain highly skilled employees?About two out of 10 (19%) organizations reported leveraging their benefits program toretain highly skilled employees. What benefits offerings have been leveraged to retain highly skilled employees? Healthcare (69%), professional and career development (54%), and retirement savings andplanning (46%) were the benefits most frequently leveraged to retain these employees. In the next three to five years, what benefits offerings will increase in importance to helporganizations retain highly skilled employees? Organizations indicated that 1) retirementsavings and planning and 2) flexible working benefits are the benefits that will increase inimportance with respect to retaining highly skilled employees. State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 4 5. Key FindingsLeveraging Employee Benefits to Retain High-Performing Employees Do organizations leverage their benefits program to retain high-performing employees?One in five (20%) organizations reported leveraging their benefits program to retain high-performing employees. What benefits offerings have been leveraged to retain high-performing employees? HRprofessionals reported health care (58%), professional and career development benefits(55%), flexible working benefits (48%), and retirement savings and planning benefits (47%)as the most frequently leveraged to retain these employees. In the next three to five years, what benefits offerings will increase in importance to helporganizations retain high-performing employees? Organizations indicated that 1)retirement savings and planning, 2) health care, and 3) professional and careerdevelopment are the benefits that will increase in importance with respect to retaininghigh-performing employees. State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 5 6. Leveraging Benefits to Retain Employees at All Levels of the Organization 7. Over the past 12 months, has your organization had difficulty retainingemployees at all levels of the organization?Yes25%No75%Note: n = 389. Respondents who answered not sure were excluded for this analysis . State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 7 8. Over the past 12 months, has your organization leveraged your benefits program to retain employees at all levels of the organization?Yes 20%No80%Note: n = 379. Respondents who answered not sure were excluded from this analysis . State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 8 9. Which of the following benefits has your organization leveraged to retain employees at all levels within your organization? Health care 72%Retirement savings and planning 58%Professional and career development benefits 39% Leave benefits 37%Flexible working benefits 35%Preventive health and 30%wellness Family-friendly benefits27%Housing and relocation20% benefitsNote: n = 74. Respondents who answered not sure and those whose organizations did not leverage their benefitsprogram to retain employees at all levels within the organization were excluded from this analysis. Percentages do notequal 100% due to multiple response options.State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 9 10. Within the next three to five years, what benefits offerings will increase or decrease in importance in your organizations efforts to retain all levels of employees?Retirement savings and 70% 30% 0% planningHealth care70% 26%4%Preventive health and 65% 32%3%wellnessProfessional and career64% 33% 3% development benefitsFlexible working benefits63% 36% 1% Leave benefits51%46% 3% Family-friendly benefits50%49%1%Housing and relocation24%62%14% benefits Increase in importanceRemain the same Decrease in importance Note: n = 58-74. Respondents who answered not sure and whose organization did not leverage their benefits program to retain employees at all levels within the organization were excluded from this analysis. State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 10 11. Leveraging Benefits to Retain Highly SkilledEmployees 12. Definition For the purpose of this survey, a highly skilled employee is defined as any employee withskills that are critical to the short- and long-term success of their operating unit or theorganization.State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 12 13. Over the past 12 months, has your organization had difficulty retaining highly skilled employees?Yes 27%No73%Note: n = 389. Respondents who answered not sure were excluded for this analysis. State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 13 14. Over the past 12 months, has your organization had difficultyretaining highly skilled employees?Comparisons by organization staff size Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 2,499 employees to have haddifficulty retaining highly skilled employees over the past 12 months. Comparisons by organization staff size1 to 99 employees (21%) 2,500 to 24,999 employees (42%) > 100 to 499 employees (20%)500 to 2,499 employees (21%)Note: Only statistically significant differences are shown. State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 14 15. Over the past 12 months, has your organization leveraged your benefits program to retain highly skilled employees?Yes 19%No 81%Note: n = 371. Respondents who answered not sure were excluded for this analysis .State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 15 16. Over the past 12 months, has your organization leveraged yourbenefits program to retain highly skilled employees?Comparisons by organization sector Nonprofit organizations are more likely than publicly owned for-profit organizations to leverage their benefitsprogram to retain highly skilled employees.Comparisons by organization sectorNonprofit (23%)> Publicly owned for-profit (8%)Note: Only statistically significant differences are shown. State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 16 17. Which of the following benefits has your organization leveraged toretain highly skilled employees? Health care 69%Professional and career development benefits54%Retirement savings and planning46%Flexible working benefits44% Family-friendly benefits 35%Leave benefits31%Preventive health and 27%wellnessHousing and relocation11% benefitsNote: n = 71. Respondents who answered not sure and whose organizations did not leverage their benefits programto retain highly skilled employees were excluded from this analysis. Percentages do not equal 100% due to multipleresponse options.State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 17 18. Within the next three to five years, what benefits offerings will increaseor decrease in importance in your organizations efforts to retain highlyskilled employees?Retirement savings and70%30%0% planningFlexible working benefits 67% 31% 2% Health care66%31%3%Professional and career66%31%3% development benefitsPreventive health and59% 38% 3%wellness Family-friendly benefits 53%44%3%Leave benefits49% 48% 3%Housing and relocation 27%65% 8% benefits Increase in importance Remain the sameDecrease in importanceNote: n = 52-68. Respondents who answered not sure and whose organizations did not leverage their benefitsprogram to retain highly skilled employees were excluded from this analysis. State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 201218 19. Leveraging Employee Benefits to Retain High- Performing Employees 20. Definition For the purpose of this survey, a high-performing employee is defined as any employeeranked among the top 10% in the organizations last performance review cycle. State of Employee Benefits in the WorkplaceLeveraging Benefits to Retain Employees SHRM 2012 20 21. Over the past 12 months, has your organization had difficulty retaining high-performing employees?Yes23%No 77%Note: n = 386. Respondents who answered not sure were excluded for this analysis. State of Employee Bene

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