Need for efficiencies in recruiting and new hire onboarding leads to organization engaging an objective advisor to prioritize business requirements and manage the vendor selection process.
This case study shares how Findley Davies strategically developed a level annual funding amount to reduce volatility, set expectations regarding full funding, and enable employers to properly manage their annual costs related to the pension plan.
A proactive, independent review of the administrative system following plan changes helped this organization mitigate the risks of benefit administration errors.
Development of compensation strategy and recommendations for a compensation and reward structure which includes both annual and long term incentives.
Request for Proposals (RFP) are valuable tools in evaluating and selecting the right carrier, but they can become complex and time-consuming. At Findley Davies we are focused on results, not process.
Committees often need a structured, facilitated process to meet their goals. A thorough review and analysis can give a team the right perspective.
Leveraging the market knowledge of Findley Davies’ consultants resulted in an independent, unbiased, and objective approach to the retirement plan investment consulting selection process.
Proactive Quality Assurance Measures Reduce Fiduciary Risks
A proactive, independent review of benefit calculations enabled this organization to mitigate their risk exposure by ensuring compliance with government regulations and the plan document.
An Online Standard Operating Procedure Library System for HR
A web-based Standard Operating Procedure Library System helped improve operational efficiency, maximize the effectiveness of this organization’s human resources function, and mitigate risk.
Retirement Plan Benchmarking and Analysis
A detailed retirement plan analysis resulted in improved market knowledge for providing quality retirement benefits to employees, a reduction of risk exposure to plan compliance issues, and enhanced financial performance of the organization’s retirement plan.
Training Strategy and Planning
Developing a structured training program allowed this organization to maximize the effectiveness of their human resources service center.
Succession and Leadership Planning
Staffing analysis and succession planning enabled this organization to attract, motivate, and retain top talent, as well as minimize the risk associated with unanticipated vacancies in leadership positions.
Performance Management Process Optimization
Obtaining insight from focus groups enabled this organization to leverage technology and develop a performance management process and system that would attract, motivate, and retain top talent.
Acquisition Analysis and Communications
To enhance financial results and minimize risk, companies should examine human resource issues prior to an acquisition.
Attracting and retaining talent by creating an engaged workforce can be supported by effective benefit plan communications.
Intermediate Sanctions - Colleges and Universities
Attracting and retaining key talent while ensuring cost effectiveness and mitigating risk for the organization.
Talent Management Through Employer Branding
The key to attracting and retaining talent is a strategy that promotes an organization’s best qualities to its desired workforce.
Extreme HR Makeover
Defining clear priorities positions the human resources team to manage and drive organizational change and creates a workplace that promotes employee trust and satisfaction.
Using engaging, interactive safety communications can drive organizational change and mitigate risk.
Change in Control and Severance Policy
Implementing a formal severance policy supported this organization’s desire to attract and retain its key employees in the event of a qualifying termination or change in control.
Reducing Benefit Costs in an Economic Downturn
How benefit choices, decision support tools, and branded communications optimized CDHP enrollment and enhanced financial performance.
Human Resources Audit
Maximizing the effectiveness of your human resources function can begin with an audit of your current workforce practices.
Retirement Program Redesign/Benefit Replacement Analysis
Analyzing options to change retirement plan benefits leads to enhanced long-term financial performance for this organization.
Helping employees think and work differently requires a change management strategy and effective communications.
Reaping RFP Rewards: Life/Disability Case Studies
Requests for Proposal (RFP's) are valuable tools in evaluating and selecting the right carrier, but they can become complex and time-consuming. At Findley Davies, we are focused on results, not process. Our RFP projects are thorough and efficient. We also strive to provide our clients with critical insight into vendor capabilities, leading to tailored solutions and stronger client-vendor partnerships.
Communicating Total Rewards
Effectively communicate the total value of your compensation and benefits to your employees through personalized Total Compensation Reports.
A Total Compensation Report
Like most employers, Blanchard Valley Health Association is concerned about effectively and cost-efficiently communicating the value of its total compensation package to employees. Findley Davies’ Communication Solutions Practice assisted BVHA create a Total Compensation Report (TCR) that is flexible in content, design, and cost to produce.
Increasing Participation through Retirement Plan Communications
The key to effective retirement plan communications is a strategy that reaches each of your target audiences. Appealing graphics and easy-to-understand messages help employees focus on why saving is important and why they need to act immediately.
Clearly Communicating Change: Making the Best Decision
Deciding which retirement plan works best for your situation can be overwhelming for employees. A communication strategy is critical to help employees understand their options, make the most appropriate selection, and feel comfortable with the changes.