 |
Our special 'Report on Risk Management'
begins with a section contributed by Josh Friedlander who sets the scene
by highlighting the importance of understanding and mitigating human
capital risks. He provides a framework in which to consider how risk
management can be applied to human resources. Creighton Twiggs explores
the unique role that human resources has across an organization's area
of responsibility, noting that HR can create risks as well as
alleviating them. He gives plenty of examples to illustrate his points.
Paul Colley identifies international
mobility risks before suggesting
ways in which they can be mitigated. Under the broad headings of Talent
Management, the Role of Benefits and Governance & Procedural Matters, he
finds that the policy that works best is to be prepared well in advance
– not always easy. Roelof Kistemaker
describes how his company's group benefits policy works and discusses
the thinking behind it. Key to this is the company's multinational
pooling strategy, which is explored in some depth.
Sunil Thakar looks at the controversial issue of including
employee benefits in a captive. He is explicit as to the savings he
believes can be made and puts forward other advantages that support this
approach. Dany Mathieu and
James Taylor consider what should go into
the development of a global benefits governance policy. They focus on
retirement plans and health and risk benefits.
Neville McKay updates readers on pension risk transfers in the
UK. In response to the needs of larger plans entering the market,
providers have innovated in an exciting way in both the bulk annuity and
longevity markets. He gives the details. Susan
DeGregorio examines the significant business risk that employee
health represents. Since employee health initiatives are generally
adopted at country level, she believes that a global health strategy is
important for the consistency that it can bring, for affirming the
company's commitment to employee health, for providing a context for
policy implementation and as a means by which an organization can
measure the value it derives from its employee health initiatives. |
 |
|
