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Organizations today are demanding reduced costs, reliable solutions and administrative excellence in their HR technology. Consumer-directed health plans (CDHPs) – including health savings accounts (HSAs) – offer employers a way to increase employee responsibility for health care use and save significant health care dollars. As we move into another cycle of growth, many companies are moving quickly to increase financial value. Congress passed landmark pension reform bill. Although executive pay design and governance have undergone major reforms — including new SEC proxy disclosure rules — they continue to be a source of controversy and the focus of scrutiny. In guiding their company’s compensation policy, boards face the challenge of responding to increasing criticism from institutional investors — typically the largest shareholders in most firms — as well as from the media and regulators.
Driving the top line has never been more important to most organizations. With a tighter labor market, continuously expanding performance expectations, ongoing cost management and an increasingly global marketplace, the need to increase revenue is paramount. Success or failure is driven largely by the performance of sales forces. Today’s workforce is complex. It includes three generations of workers with differing needs and motivations, and an increasingly global employee base. Building, engaging and maintaining such a workforce is a challenge best addressed in a holistic, strategic fashion. The uncertain economy has many companies reassessing their business and human capital strategies. Do they restructure benefits to preserve bonus pools? Do they switch from stock options to other variable pay opportunities? Regardless of the answer, it’s critical to manage costs without damaging chances for success when the economy improves. | 
