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For example, H1a-1d were assessed simultaneously on a single model for intention to stay.

Since labor is often the single-largest line item on the profit-and-loss statement, this clarity could translate directly into stronger financial performance.

., pooled employer plans and single employee pension individual retirement accounts) that are already available under federal law.

“The other possibility is an alternative investment ‘fund of funds’ in the plan — using a collective trust structure to administer, in a single plan investment option, several alternative investment funds and a liquidity fund,” Crain continued.

A product specialist (figure 1) , or overlay, is responsible for selling a limited number of complex technical products and/or services within a single product line.

The manager making a decision about variations to the standard policies regarding location, scheduling and allocation of work should recognize that this opens the door for others who may request the same treatment or ask for another deal they would prefer.

For WorldatWork Members ;Seeing the Unseen: Identifying Gender Bias in Employee Recognition , Workspan Daily Plus+ article; ;Women at Work — Bridging the Global Gap Year , Workspan Magazine article; ;Flexibility Is Vital for Top Leaders and Employees , Workspan Magazine article; ;The Power of Allyship in Facilitating Female Leadership in Healthcare , Workspan Magazine article; ;Returnships Open Doors to Experienced Talent , Workspan Magazine article; For Everyone ;How Employers Can Address Women’s Growing Job Dissatisfaction , Workspan Daily article; ;Recruiting Women Goes Beyond Compensation , Workspan Daily article; ;Research Reveals Need for Improved Promotional Processes with Parity , Workspan Daily article;Total Rewards ’25 , conference; Only 36% of women feel empowered to perform their best at work, according to the 2025 U.S.

But it can also open doors.

Another approach is single incentives, combining short-term and long-term incentives, measured each year on a comprehensive scorecard, with a portion paid in cash and a portion in deferred shares, vesting 20% per year for senior executives and 33% per year for others, subject only to continued employment, malus and clawbacks.

At the time the WorldatWork survey was conducted, more than 4 in 10 (41.8%) respondents indicated that their organization preferred to hire people who were specialists in a single area of TR.