As the struggle to attract and retain high-quality talent in an ever more fluid employment market continues to challenge businesses in the UK, employee benefits and rewards have the potential to become increasingly important strategic levers for organisations.
According to the CIPD, 81% of employers in the UK intend to spend the same amount on staff benefits over the next two years as they currently do, while 16% plan to increase their investment.
But while most organisations aren't planning to plough more money into benefits, they are attempting to maximise the impact of the investment that they are already making and demonstrate a tangible return. They are engaging their employees around benefits by providing a more friendly, flexible and personalised experience, and deploying a range of technologies to deliver a substantiated return on investment.
We conducted interviews with 350 benefits leaders, 500 business leaders (board directors, senior directors and heads of departments) and 2,031 employees. All respondents worked for UK organisations with more than 100 employees and came from representative samples of industries and job roles/functions. In this insight report, we share our research findings...
Human to Hybrid is the transition to the future of work where we exist in a fully optimised digital environment.
It is framed around the idea that there are key drivers that will improve employee experiences enabling HR to recruit, train and retain talent with enhanced outcomes across the employee lifecycle.
Throughout 2019, we will be publishing a series of reports and strategic papers to help businesses and HR leaders to plan and manage the shift from a Human to a Hybrid workforce.
The reports will outline the steps organisations need to take in order to prepare and build a workforce that can compete and thrive in the future economy, a workforce that is built around highly skilled and motivated people, but supported, enabled and empowered by technology, digital and data.
Benefits leaders have a huge opportunity to position their discipline at the heart of their organisations' hybrid workforce strategy and to elevate their own profile and relevance at the same time.
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