Many well-known companies have recently announced their transition from a defined benefit (DB) to an all defined contribution (DC) retirement program. Household names include Verizon Communications, IBM, Sears, Alcoa, GM, and Hewlett Packard. Many more are considering it.

Has it simply become good business to abandon DB plans? Some CEOs and board members, as well as many shareholders, are thinking that way. And the pressure builds as competitors announce similar changes. Will this give your competition a cost edge or talent advantage? Companies that know their business and know their employees don’t want to simply get caught up in the “herd mentality.” They want to consider the issue thoughtfully so that the right decision can be made and supported by all interested constituencies, including the board, the shareholders, and perhaps most importantly, employees.

Join us for a web briefing that will discuss the current landscape for this apparent transformation in retirement programs and the drivers motivating the change. We will help you understand the true business, workforce, cost, and benefit implications, both positive and negative, of moving away from DB to an all-DC program. We will present a practical, effective process for examining the issue.
 

Emerging markets are the fastest-growing economic regions in the world. Companies looking to deliver growth for their shareholders need to consider their strategies with respect to emerging markets. One of the best ways for companies to participate in the growth in emerging markets is to acquire a local company or form a joint venture with one. But transactions in emerging markets pose unique challenges on the people side that must be addressed if the deal is going to succeed.

In our experience, a buyer or JV partner in emerging markets must:
1. Understand the regulatory, political, and economic environments
2. Develop a leadership strategy reflecting local talent availability
3. Implement a change strategy
4. Understand and deal with the potentially significant cultural differences
5. Deal with a lack of information (both quantitative and qualitative) on the target company

In this web briefing, we will discuss these issues in detail and offer guidance for overcoming these challenges. We will also discuss our experiences with our clients in resolving these issues, as well as some future trends in emerging markets.

Don’t miss this one-hour web briefing on 23 May starting at 12 noon ET. This is your chance to gain practical insight on addressing people issues when doing deals in the emerging markets.