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Updated 11/30/11
Global Benefits
Why Employers Care
As companies expand operations globally, they are developing strategies to enable seamless operations in all aspects of the business, including benefits. Employers are increasingly seeing the value of developing global benefits policies in part, to ensure global consistency, internal equity, and consistent external competitive positioning. Governance and the establishment of a clear framework for decision making and accountability are also noted as critical elements by multinational employers who have developed global benefits philosophies and practices.
What Can Employers Do?
Employers and health benefits staff specifically can work to align international benefit programs to the company's global philosophy, develop a consistent approval process for managing benefit changes, examine the approaches used to communicate information about benefits globally, and develop quality improvement measures to support the ongoing development of a global benefits strategy.
Global Health Benefits Institute Resources
Cost Management
Data and Metrics
Governance
Inventory
Strategy
Structure
Other
Cost Management
- Tracking Costs Globally — August 1, 2010
(Entire Document — Please note: This document is large and may take time to fully load.) GHBI developed a series of resources to support large employer cost management efforts globally. This product incorporates three different tools: a chart outlining strategies for employers to conduct “cost containment” exercises globally, survey findings about global containment processes and procedures among GHBI members, and four case studies of current company efforts to track health care spend internationally.
By Section:
- Global Cost Containment Tactics — August 1, 2010
- Survey Results: Global Cost Containment — August 1, 2010
Results from a February 2009 GHBI-member survey regarding company processes and procedures on global containment.
- Employer Case Study A — August 1, 2010
- Case Study A: Cost Collection Template — August 1, 2010
Company A used this Excel spreadsheet/template to collect data about corporate spend (statutory benefits, retirement, death, disability, health and dental, etc.) globally (2004/2007).
- Employer Case Study B — August 1, 2010
- Case Study B.1: Medical Spend — August 1, 2010
Company B used this Excel spreadsheet/template to collect data about global medical spend for active employees and retirees (2007-2009).
- Case Study B.2: Cost Spreadsheet — August 1, 2010
Company B used this Excel spreadsheet/template to collect data about global health and welfare spend for active employees and retirees (2007-2009).
- Employer Case Study C — August 1, 2010
- Case Study C: Health and Welfare Costs & Medical Costs — August 1, 2010
Company C used this Excel spreadsheet/template to collect data about global health and welfare spend (2006-2008).
- Employer Case Study D — August 1, 2010
Company D used this Excel spreadsheet/template to collect data about corporate spend (statutory benefits, retirement, death, disability, health and dental, etc.) globally (2004/2007).
- Case Study D: Benefit Spend and Details — August 1, 2010
Data and Metrics
Governance
- Quick Survey Results: Non-U.S. Sarbanes-Oxley Testing of Health Benefits — October 14, 2009
This quick survey explores the prevalence of Sarbanes-Oxley testing outside of the U.S., and looks at development and execution of Sarbanes-Oxley control points.
- Global Benefits Governance Toolkit – December 18, 2008
This toolkit will help multinational employers develop governance processes for global benefits. It includes templates for approval matrices, organizational structures, global philosophies, and tracking tools.
- Governance Survey Report – June 25, 2007
This report outlines the approaches employers are taking regarding governance of their global benefits programs.
Inventory
Strategy
Structure
- Decision Making and Budget Ownership – October 31, 2011
This resource provides high-level information on how GHBI members approach decision making and budget ownership in their global structures. Please note that companies’ structures and processes are constantly evolving.
- Mergers, Acquisitions, and Divestiture Implications – October 31, 2011
This document highlights how GHBI members’ approaches to mergers, acquisitions, and divestitures impact their global organizational structure. Please note that companies’ structures and processes are constantly evolving.
- Medical and Occupational Health Team Structure Highlights – September 16, 2011
Two members shared how their companies approach the organizational structures of their global medical and occupational health teams. Please note that this document in time limited. Companies' organizational structures are continually evolving as needed.
- Global Talent Pipeline Development – September 1, 2011
This resource shares information on how GHBI members develop their global talent pipeline. Please note that companies' structures and processes are constantly evolving.
- Relationship Building with Local and Regional Colleagues – September 1, 2011
This document discusses how GHBI members’ build relationships with their local and regional colleagues and how their global organizational structure influences those relationships. Please note that companies’ structures and processes are constantly evolving.
- H. J. Heinz Company's Approach to Developing a Global Talent Pipeline – September 1, 2011
Heinz presented its strategy to develop talent throughout its worldwide workforce.
- Wal-Mart Stores, Inc.'s Relationship Building Strategy – September 1, 2011
Wal-Mart shared its story on building relationships with local colleagues to ensure accountability and governance.
- Global Talent Pipeline: Highlights from Selected Resources – August 29, 2011
These highlights share insights from relevant reports and articles relating to how companies develop their global talent pipeline.
- Relationship Building: Highlights from Selected Resources – August 29, 2011
These highlights share insights from relevant reports and articles relating to how employers approach building relationships with local and regional colleagues and develop global teams.
- Organization of Health and Welfare Teams – August 10, 2011
The purpose of this survey is to determine how employers have organized their health and welfare teams, addressing questions on the size of the team and the individual roles and responsibilities of team members. The survey looks at the organization of both U.S. and non-U.S. health and welfare teams.
- Global Organizational Structures: Board Discussion Highlights — May 5, 2011
At our December 2010 Board meeting, four members shared how their companies approach the organizational structures of their global teams. Please note that this document in time limited. Companies’ organizational structures are continually evolving as needed.
- Global Organizational Structures: Highlights from Selected Resources — October 30, 2010
These highlights share insights from relevant reports and articles relating to how organizational structures evolve.
- Lessons Learned from Taking Companies "Global" from the Retail, Service, and Hospitality Sectors — August 29, 2008
This report identifies key learnings from multinationals as they develop from U.S.-centric with an international presence to truly global, benefits and challenges of being a global company, and technological enablers to promote global operations.
Other
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