美国研究生课程-福利管理 stock bond cash

合集下载

美国人力资源管理—福利管理 教学课件6

美国人力资源管理—福利管理 教学课件6

Noelle Baker, Contributing Editor
6-6
FEDERAL REGULATIONS ON HEALTH INSURANCE
Health Maintenance Organization Act of 1973 (HMO) to encourage
inclusion of HMO’s as employee option and to promote competition in the industry; Employee Retirement Income Security Act of 1974 (ERISA) governs retirement health benefits; Americans with Disabilities Act of 1990 (ADA) requires employer to provide same health insurance coverage to the disabled; however coverage distinctions can be made between mental and physical condition(s);
IRS Tax Regulations allows companies to take tax deductions for health
benefit.
Noelle Baker, Contributing Editor
6-7
State Regulation
A variety of state laws regulate health insurance company practices. State regulations of health benefits does not influence self-funded plans. State laws typically address four areas of responsibility:

美国研究生课程福利管理奥巴马法案及

美国研究生课程福利管理奥巴马法案及
employers need to consider when managing employee absenteeism. • Describe and analyze a situation in which the three laws interact.
©SHRM 2008
3
Reasons It is Important to Recognize and Analyze the Interaction of the ADA, FMLA, and Workers’ Compensation Laws
©SHRM 2008
4
Purpose of the ADA, FMLA, and Workers’ Compensation Laws
The ADA prohibits discrimination against applicants and employees who are “qualified individuals with a disability”.
This sample presentation is intended for presentation to supervisors and other individuals who manage employees. It is designed to be presented by an individual who is knowledgeable in the ADA, FMLA and Workers’ Compensation and the interaction among these laws. This is a sample presentation that must be customized to include and match the employer’s state laws and its own policies and practices.

美国研究生课程-福利管理-怎样控制医疗成本

美国研究生课程-福利管理-怎样控制医疗成本
PatientCentered Outcomes Research Institute (PCORI) Transitional Reinsurance Program
$2 PMPY
$6 PMPM
$216,000
Annual Fee on Health Insurance Providers
2.5% X Premium
• •

An intervention is necessary to reduce the trend line and ensure companies can continue to afford to provide medical benefit compensation to it’s employees
Asset Allocation Portfolio 1 Asset Allocation Portfolio 2
Stocks Bonds Cash
Stocks Bonds Cash
Ask an Executive Which Model They Focus on When It Comes to Decisions Regarding Healthcare Plans in the Organization
Facts About Current Healthcare Situation
• • Affordable Healthcare Act has added an additional layer of taxation to corporations who offer healthcare plans to their employees and their significant others/dependents. The law changes employer healthcare plans across the Nation from tax advantaged to tax disadvantaged. Affordable Healthcare Act has made employer healthcare plans meet a minimum criteria in design coverage which did not exist prior to January 1, 2014. This law ensures a level of care/coverage and prevents the variation in employer plan designs that were allowed to exist in previous years. Trend rate medical plans renewals for the state of PA this year are a projected 37% increase for employers. If a Company is budgeted to pay $3.1 Million for healthcare plans in 2013

员工福利待遇-美国研究生课程福利管理401K基础知识 精品

员工福利待遇-美国研究生课程福利管理401K基础知识 精品

Plan contribution limits
Jane’s taxable income is lower, resulting in $225 more in spendable income than Ed
*An investment in a savings account at a bank may be FDIC insured; an investment through the plan is not. **This example assumes a 15% tax rate. This is a hypothetical example for illustrative purposes only, your situation will vary.
• Deferred profit sharing—company contributes an amount of profits each year
Company Makes Decision
• Decides to Offer • Decides on Matching Contribution • Decides on Safe Harbor v. Regular • Create a 401 (k) Committee • Picks Provider
Now add the match [100%]
10 years
$31,824
20 years
$102,590
30 years
$259,947
Assumes a $20 weekly contribution, 100% match, and an 8% annual return compounded monthly

美国人力资源管理—福利管理-教学课件7

美国人力资源管理—福利管理-教学课件7
1974 • Workers’ Compensation and Social Security
Regulations
Noelle Baker, Contributing Editor
7-10
The Age Discrimination in Employment Act (ADEA) of 1967
• Older Workers Benefit Protection Act (1990) amendment to the ADEA generally bans the termination of an employee’s long-term disability benefits for active employees based on age.
7-9
Laws Which Influence Plan Design
• Age Discrimination in Employment Act of 1967 • Americans with Disabilities Act of 1990 • Employee Retirement Income Security Act of
Noelle Baker, Contributing Editor
7-6
LONG - TERM DISABILITY
Two Stage Definition: An illness or accident that prevents an employee from performing his or her “own occupation” over a designated period of time. After a designated period of time the definition broadens to “inability to perform work in any occupation or paid employment”.

美国研究生课程薪酬管理自由福利课件

美国研究生课程薪酬管理自由福利课件
美国研究生课程薪酬 管理自由福利课件
目录
• 薪酬管理概述 • 薪酬体系设计 • 福利管理 • 薪酬与绩效管理 • 薪酬管理的挑战与解决方案 • 案例分析
01
薪酬管理概述
薪酬管理的定 义
薪酬管理的重要性
提高员工满意度
01
促进企业绩效
02
吸引和留住人才
03
薪酬管理的历史与发展
传统薪酬管理
以职位为基础的薪酬体系,强调职位等级和资历。
薪酬结构设计
薪酬结构设计是根据企业战略和员工 需求,制定薪酬构成和各部分比例的 过程。
VS
薪酬结构设计需要考虑员工绩效、能 力、职位等级等因素,以激励员工提 高工作积极性和绩效。
薪酬调整机制
03
福利管理
福利的定义与种类
福利的定义 福利的种类
福利的重要性
提高员工满意度
福利可以满足员工在物质和精神上的需求,提高员工的工作满意 度和忠诚度。
企业C的福利管理案例
THANKS
感谢观看Biblioteka 绩效管理的定义与重要性绩效管理的定义
绩效管理的重要性
薪酬与绩效的关联性
薪酬与绩效的关联性是指将员工的薪酬与他们的工作 表现和业绩挂钩,以激励员工更好地完成工作。
建立合理的薪酬与绩效关联性可以提高员工的积极性 和工作动力,促进个人和组织的业绩提升。
绩效管理的实施流程
设定目标
明确组织和个人需要达到的目标,确保目标 具有可衡量性、可达成性和挑战性。
要点二
详细描述
薪酬不公可能由于职位评估不准确、薪酬体系设计不合理、 管理层主观偏见等原因造成。解决薪酬不公问题需要建立 科学的职位评估体系、完善薪酬制度、加强管理层培训等 措施。

美国人力资源管理—福利管理-教学课件5

美国人力资源管理—福利管理-教学课件5
Chapter 5
Employer-Sponsored Retirement Plans
Noelle Baker, Contributing Editor
McGraw-Hill/Irwin
Copyright © 2011 The McGraw-Hill Companies, Inc. All rights reserved.
Noelle Baker, Contributing Editor
5-5
Trends in Retirement Plan Participation
There has been a shift in this country to part time employment which often does not offer employee benefits.
Service-oriented and good producing industries have grown; however their workforce either do
NoenlleoBatkehr, CaovntreiburtiengtEidriteorment plans offered to them and/o5-r6 their participation rate is quite low.
1.Employer-sponsored retirement plans 2.Social Security Old-Age, Survivor, and Disability Insurance (OASDI) Program 3.Individual retirement accounts (IRAs) or Roth IRAs
balance plans

美国研究生课程-薪酬管理-工作分析

美国研究生课程-薪酬管理-工作分析
• Legal • Employer • Union, guild, professional association
Occupation Requirements
• Generalized work activities • Organizational context • Work context
• Experience and training
• Related work experience • On-site training • On-the-job training
• Licensing
• Licenses and certificates
• Formal education
• Additional education and training • Organization and agency requirements
• Addressed during job analysis
• Nonessential jobs are marginal
• Marginal job functions could be traded to
another position or not done at all
• Experience requirements • Occupational requirements • Occupation specific requirements • Worker requirements • Worker characteristics • Labor market characteristics
performance of a function.
• Ex: Compensation professionals should know

美国研究生课程-福利管理401K基础知识

美国研究生课程-福利管理401K基础知识
– Very important to document provider choice
Chief Duties of Retirement Plan
Committees
• ADMINISTRATION • Design plan. • Choose and monitor third-party record keepers, other service providers. • Ensure government compliance. • Amend plan document as needed. • Handle employee communications. • Decide benefits claims and appeals. • Provide for financial education. • INVESTMENT MANAGEMENT • Write and ensure adherence to investment policy statement. • Choose specific investments or recommend them to full committee. • Hire and monitor investment managers, other service providers. • Review investment performance and make changes as needed.

Now add the match [100%]
10 years
$31,824
20 years
$102,590
30 years
$259,947
Assumes a $20 weekly contribution, 100% match, and an 8% annual return compounded monthly

美国研究生课程-福利管理-奥巴马法案及FMLA

美国研究生课程-福利管理-奥巴马法案及FMLA

©SHRM 2008
2
Objectives
At the close of this session, you will be able to:
• State why it important to recognize and analyze the interaction of the ADA, FMLA and Workers’ Compensation Laws
• Workers Compensation – an employee who has an injury arising out of or in the course of employment with state law exceptions possible for willful misconduct or intentional self-inflected injuries, willful disregard of safety rules, or intoxication from alcohol or illegal drugs.
employers need to consider when managing employee absenteeism. • Describe and analyze a situation in which the three laws interact.
©SHRM 2008
3
Reasons It is Important to Recognize and Analyze the Interaction of the ADA, FMLA, and Workers’ Compensation Laws
©SHRM 2008
7
Areas of Interplay between ADA, FMLA, and Workers’ Compensation (cont’d)

美国研究生课程-薪酬管理-Incentive-Pay PPT课件

美国研究生课程-薪酬管理-Incentive-Pay PPT课件
• Budget amount is influenced by Regional measures, which can influence the starting target % up or down.
• District and individual performance measures are combined for determining a final STI payment.
of awards • 58% of organizations use Total Shareholder
Returns (TSR) in their LTI plans • 50% in 2012 • 44% in 2011
• Goal – align LTI payouts with shareholder results
26
Session 13
Person-Focused Pay
Chapter 5
27
17
18
Each three year period is referred to as a tranche – “The word tranche is French for slice, section, series, or portion” - (Wikipedia)
19
20
21
22
STI Targets – Global & Business Components
If Global Gross Cash Flow falls below the minimum threshold of $ 3,109 million, there will be no Global Budget available. If Global Gross Cash Flow is above the maximum of $ 4,337 million, the available STI budget remains capped at 200% of the target. The 80% of the budget based on the performance of the Business will be determined by the attainment of Business’s Gross Cash Flow targets.
  1. 1、下载文档前请自行甄别文档内容的完整性,平台不提供额外的编辑、内容补充、找答案等附加服务。
  2. 2、"仅部分预览"的文档,不可在线预览部分如存在完整性等问题,可反馈申请退款(可完整预览的文档不适用该条件!)。
  3. 3、如文档侵犯您的权益,请联系客服反馈,我们会尽快为您处理(人工客服工作时间:9:00-18:30)。

28% 31.5% 6.5% 9.5%
The Investment Glide Path
Weighted %
100% 90%
Conservative Fixed Income
80%
70% 60% 50% 40% 30% 20% 10% 0% 40+ 35 30 25 20 15 10 5 0 5 10 15 20 25 30 35 40+
You may want to map your account to…
Retirement Retirement Retirement Retirement Retirement Retirement Retirement Retirement Retirement 2040 2035 2030 2025 2020 2015 2010 2005 Income Fund
Money Ty pe 1. C ontributions 2. Earnings 3. C ontributions and Earnings
Account Value (Dollars)
$700,000
$639,209
$600,000 $500,000 $400,000 $300,000
$209,794 $312,634 $252,027 $263,559.75 $522,429
Ready-mixed Mix your own
Retirement Funds Explained
Mutual Funds represent a basket of stocks and/or bonds.
Retirement Funds represent a basket of various mutual funds. Retirement Funds are a diverse mix of investments— large and small cap mutual funds, domestic and foreign, value and growth. Mutual funds are chosen for both individual performance and synergy with other funds in the mix (how well they work together).
$500,000 $400,000 $300,000 $200,000 $100,000 0 Month Jul Year 2004 Jul 2010 Jul 2016 Jul 2022 Jul 2028 Jul 2034
Rate of return (ROR) used w as a 7% av erage, net of taxes.
Retirement Funds start with these approximate allocations.
As the retirement target date nears, allocations become more conservative .
Age-Based Retirement Funds 2040 2035 Stocks Fixed Income Conservative Fixed Income 90% 10% 0% 90% 10% 0% 2030 2025 90% 10% 0% 85% 15% 0% 2020 2015 77.5% 71% 22% 0.5% 26% 3% 2010 2005 65.5% 59% Retirement Income Fund 40% 30% 30%
$900,000
Starting at Age 25 $891,237
Account Values (Dollars)
$800,000 $700,000 $600,000
Starting at Age 35 $522,429
V ariable A ccount V alue 35-Years to Retir A ccount V alue 25-Years to Retir A ccount V alue 15-Years to Retir
Small Blend 5.5% Mid-Cap 6.0% Large-Cap Value 5.5% Large-Cap Growth 5.5%
International 9.0%
Domestic Bonds 23.5%
High-Yield Bonds 8.0%
Large-Cap 27.5% Short-Term Bonds 9.5%
Time Series of Account Values
(Time Horizons Used: 35, 25 and 15-Years to Retirement.) $900,000 $800,000
$891,236 Highest points = 35-Years to Retire. Middle points = 25-Years to Retire. Lowest points = 15-Years to Retire.
Performance and risks of each Retirement Fund correspond to the performance and risks of the underlying funds in which it invests.
Pick and Forget, If You Like
Growth % of Portfolio Income % of Portfolio
60% 55%
50%
64%
50%
36%
50% 45% 40% 35%
Dec-96 Dec-97
43%
Dec-98 Dec-99 Dec-00 Dec-01
57%
Dec-02
This is not representative of the performance of any investment in a retirement plan. Income is represented by the Lehman Brothers U.S. Intermediate Bond Index. Growth is represented by the S&P 500 Index®. Past performance does not guarantee future results.
Small Blend 9%
Mid-Cap 9% Large-Cap Growth 22.5% Large-Cap Value 22.5%
Stocks 90% Fixed Income 10%
T. Rowe Price Retirement 2010
Sector Diversification As of February 27, 2004
$200,000 $100,000 0 1 2 3 4 5 6
$150,220 $113,339
7
8
9
Contribs = 1, 2, 3
Earnings = 4, 5, 6
Contribs + Earnings = 7, 8, 9
T. Rowe Price Retirement Funds
If you were born…
Consider objectives, time horizon, and risk tolerance as well as your retirement needs and other sources of income. Welcome Changes Investments Your Plan
Large-Cap 24.5%
Stocks 65.5% Fixed Income 28% Conservative Fixed Income 6.5%
17
T. Rowe Price Retirement 2005
Sector Diversification As of December 31, 2003
i i
Growth
Income
Stability
i
Choose Your Own Mix
Type of Investor
Low-Risk 0-5 Years Moderate-Risk High-Risk
20% 30% 20%
50%
20%
40%
10% 40% 30% 60%
Time to Retirement
6-10 Years
20% 40%
40%
10% 30% Βιβλιοθήκη 0%20% 80%Growth
Income
Stability
11-30 Years
10% 30% 60%
20% 80%
100%
What happens when Mixes aren’t rebalanced?
Initial Portfolio: 50% Growth, 50% Income $1,000 Investment on 12/31/96 65%
In 1973 or after Between 1968 and 1972 Between 1963 and 1967 Between 1958 and 1962 Between 1953 and 1957 Between 1948 and 1952 Between 1943 and 1947 Between 1938 and 1942 In 1937 or before
T. Rowe Price Retirement 2040, 2035, 2030
Sector Diversification As of February 27, 2004
相关文档
最新文档