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IWS Documented News Service

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Institute for Workplace Studies----------------- Professor Samuel B. Bacharach

School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies

Cornell University

16 East 34th Street, 4th floor---------------------- Stuart Basefsky

New York, NY 10016 -------------------------------Director, IWS News Bureau

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Towers Watson

 

2012–2013 Talent Management and Rewards Survey — U.S. Report [November 2012]

http://towerswatson.com/united-states/research/8415

or

http://towerswatson.com/assets/pdf/8415/TowersWatson-US-Report-TMR-Survey-NA-2012.pdf

[full-text, 14 pages]

 

Growing global competition continues to drive the stakes for attracting and engaging critical-skill talent ever higher. As U.S. employers remain focused on cost management and improving productivity, and seek profitable growth in a period of economic volatility, they need to craft reward and talent management strategies aligned with what top talent and critical-skill workers are looking for. Yet, according to the 2012 – 2013 Talent Management and Rewards Survey — U.S. Report, when it comes to attracting employees with critical skills and other top talent, more than 60% of our survey respondents report significant difficulty.

This year’s research also indicates that organizations with highly engaged employees tend to be more profitable, which means that companies can improve the return on their investments in reward and talent management programs by focusing on the top drivers of sustainable engagement. This year’s U.S. report includes a look at those top drivers of sustainable employee engagement, complete with recommended actions organizations can take to promote it.

CONTENTS

Introduction

Ensuring Workers Get What They Need, While

Organizations Realize Stronger Outcomes 2

Career Advancement Opportunities 4

Merit Increases and Bonus Funding 4

Performance Management 5

Leadership Development 6

Succession Management 6

Sustainable Engagement 7

Promoting Sustainable Engagement:

Actions Organizations Can Take 9

Conclusion 10

 

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