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  • Take Deloitte’s Global Human Capital Trends 2015 Survey
    This brief survey helps us identify and calibrate the relevance of the Human Capital Trends in 2015 and over the next few years. The deadline for all survey responses is Friday, November 14, 2014 and the final report with survey findings will be available in February 2015.
  • 2014 Study of Economic Assumptions
    Deloitte Consulting LLP’s 2014 Study of Economic Assumptions has compiled information disclosed by many of the Fortune 500 companies in their most recent annual reports. The survey focused on 283 companies that sponsor pension or other postretirement benefits in the U.S. and that have calendar fiscal years.
  • Annual Defined Contribution Benchmarking Survey
    Plan sponsors responding to Deloitte’s Annual Defined Contribution Benchmarking Survey report an encouraging six percentage point uptick in the average employee participation rate, which rose from 71 percent in 2012 to 77 percent in 2013.
  • Inside the Structure of Defined Contribution/401(k) Plan Fees, 2013
    Deloitte Consulting LLP and the Investment Company Institute looked closely at the drivers of plan fees, specifically calculating an “all-in” fee that captures administrative, recordkeeping and investment-related fees for comparison and analysis.
  • 2014 global top five total rewards priorities survey
    In its 20th year overall (2nd year globally), the 2014 global top five total rewards priority survey finds employers still feeling the effects of the global talent squeeze. Finding, motivating and retaining talent remain the top HR challenges despite persistent unemployment.
  • Global Human Capital Trends 2014
    CEOs and HR leaders see talent as a major challenge to growth. Where should you focus? Our survey of 2,500+ organizations in 90+ countries reveals 12 critical trends shaping the human capital agenda.
  • Disrupting the CHRO: Following in the CFO’s footsteps
    Much as CFOs evolved from their money-counter roots to become the CEO’s close strategic partner, CHROs are on the cusp of a transformation. It’s a role with administrative origins, focused on an asset whose scarcity has become among the biggest constraints on corporate growth.
  • The datafication of HR
    HR departments capture enormous amounts of data, but these typically stagnate in various systems and are rarely used for strategic purposes. It’s not that companies haven’t tried, with HR data warehouses and “HR analytics” teams that run reports. But the returns have been frustrating—until recently.
  • Predictions for 2014: Building a strong talent pipeline for the global economic recovery
    Employers will be challenged to attract, retain and develop people in 2014. Organizations will need bold, innovative talent and human resources strategies to compete for skills amidst a global economy recovery. As retention concerns mount, organizations will focus on building a passionate, highly-engaged workforce.
  • The open talent economy
    Welcome to the open talent economy—a new era in talent management. This collaborative, transparent, technology-enabled, rapid-cycle way of doing business has changed the talent landscape. Take in the new vista in this new report.
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