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At Mercer, we believe in building brighter futures. Together, we’re redefining the world of work, reshaping retirement and investment outcomes, and unlocking real health and well-being.
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All Mercer events about talent, investment, and health issues.
Salary comes to the fore as businesses adapt to the new digital way of work. The question is, how much should remote workers be paid? And can employees be compensated in other ways?
Our experts share how organizations can build and accelerate their journey on the skills-led agenda - in the point of view paper "From pandemic to permanence"
How to determine compensation for employees working from anywhere? What impact has the pandemic had on cost management for international assignments?
Mercer, in partnership with the Human Capital Leadership Institute (HCLI), recently conducted a webinar on the subject of transforming human capital capabilities for the future. Here’s what you missed.
COVID-19 has changed how we work in many ways, most of them practical. As remote working, social distancing and workplace transformation continue, companies are starting to look at the at the future of work, culture, and business strategy.
What should companies think about as they prepare for the Future of Work and design flexible working strategies? We share five critical imperatives.
This slowdown is likely to be prolonged. In the short term, organizations will need to adopt some cost-containment measures, and rethink their cash flows…
Remuneration Committee Chairs are under increasing pressure that current executive remuneration structures adequately reflect the present realities of business.
For decades, any conversation involving startups and executive compensation conjured images of Silicon Valley and shiny office buildings full of technology virtuosos working for innovative companies striving to be the next billion-dollar unicorn.
Understanding employee engagement and experience is vital as we return to work. The coronavirus pandemic will be a defining moment in an employee’s career and life journeys. How you respond will have lasting impact on employee behaviour.
many organizations struggle to improve engagement and productivity in their workforce — no matter how much attention leaders and HR teams pay. Organizational inertia (or "drag") is a widespread phenomenon impacting progress on multiple levels.
While the whole concept of “disruption” has become somewhat cliché, there is no doubt that digitization and robotic automation are actually transforming businesses.
During times of crisis, silence from your organization is beyond deafening to your employees; your workforce needs to know that you care about their needs.
Google co-founder Sergey Brin urged the company’s architects and designers to plan office space so that no one would be more than 200 feet from food. Because eating brings people together
If one group of employees produces less than another of equal education and skill, then the logical cause must be inadequate leadership and engagement.
Leaders know that trust is hard-won. This is the critical currency of their relationships with anyone that matters to their business.
COVID-19 global research suggests that while nearly 75% are implementing global business continuity plans, many leaders are concerned about stakeholder trust.
According to Mercer’s Global Talent Trends report 2021, 63 percent of organizations in Singapore are investing to define future workforce needs and restructuring.
Innovation does not just change our behaviour (think of how smart phones and social media have changed how we interact), but also what we need to master to be relevant in the economy.
Technological change will continue to advance exponentially, transforming our work and lives. To thrive, balancing technical skills, critical thinking, and empathy is the way to go.
We're on the brink of a global mental health crisis. Mercer | Sirota's Patrick Hyland discusses four questions you can ask yourself to check-in on your own mental health.
As new jobs and critical skills evolve, employers and employees are under pressure to adapt and innovate. 3 areas where rewards are being reimagined: agile rewards, pay for skills, and personalized rewards.
Remaining resilient in times of uncertainty is challenging for people managers and employees alike. Art and science to manage people costs while optimizing ROI
How much will the world of work change in the post-pandemic world? Will COVID-19 have a drastic impact on talent strategies?
Companies are facing the challenge of balancing two outcomes. On one hand, they need to preserve themselves to be able to return to business in the future. On the other, their employees are facing well-being challenges and the risk of losing earnings
Learn how leading companies use knowledge, intuition and empathy to build inclusive prosperity and bright futures in the future of work. Download Mercer’s 2021 Global Talent Trends Study today.
Today’s organisations require employees to be agile and adapt to the fast-paced changes of work today. To support this, organisations should create a structure…
As our “roaring little red dot” advances into its bicentennial in 2019, three “D” words have been discussed in ever increasing frequency: Disruption, Digitalisation and Demographics.
...job redesign can help organisations prepare their workers to embrace new technology and future-proof their skills. This can improve productivity, workforce optimization, and ideally employee well-being.
Employees in Singapore less engaged than those based elsewhere in Asia Pacific.
Singapore is a country at the forefront of digital transformation. Yet something still seems to be missing. Download the Free Report
Mercer Singapore recently celebrated it's 40th Anniversary. Take a look at memories from the event. - Employee Benefits Consulting, Total Rewards Consulting, Employee Engagement Consulting
Thriving organizations do not happen by chance — they are created through intentional decision-making.
Disruption is the ‘new normal’ as the fourth industrial revolution gets well underway and organizations begin to adapt to this unprecedented acceleration in the rate of change. As organizations rethink business models, they are beginning to recognize the power of technology to shape the future of everything,
There is a huge opportunity for blockchain to establish itself in human resources. Learn about HR blockchain use cases.
Employees are most committed to their organization when they believe in the business and operate in a high-commitment work environment—one where employees are not only engaged in their work, but also committed to making the organization better.