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This figure drops to 3% when using total cash compensation, which includes short-term incentives such as bonuses for achieving immediate goals like sales targets, and to 2% when using total direct compensation, which includes long-term incentives like stock-based rewards.

They also tend to do certain types of work: 62% of those who did seasonal work had no workplace savings, as did 55% who were working as sole proprietors, 48% of temporary help agency workers, and 21% of freelancers.

In quantifying this alignment, we focus on companies in Quadrant 2 and 3, assigning a positive value to those in Quadrant 2 and a negative value to those in Quadrant 3.

“It’s a challenge we see at employers – finding the right talent, and the right types of talent, to get the job done,” said Mark Smrecek, WTW senior director, retirement.

COST-BENEFIT ANALYSIS According to the Congressional Research Service (2017), “An important and commonly performed type of regulatory analysis is a cost-benefit analysis (CBA) — a systematic examination, estimation and comparison of the economic costs and benefits resulting from the implementation of a new rule.”

Rounding out the top five in the global benchmarking study are No. 2 Germany, No. 3 Mexico, No. 4 Spain and No. 5 Canada.

For retailers, various types of uncertainties related to HR investment (i.e., retail workforce) are: l) uncertainty of costs; 2) uncertainty of volume and mix; and 3) uncertainty of returns.

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