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NYSE CEOs report favorable environments for attracting and retaining skilled labor. About half say that it’s easier to attract employees than it was five years ago, and more than a third say it’s now easier to retain them. To do so, the most common benefits and incentives currently offered are performance bonuses (80 percent), 401(k) plans with matching (79 percent), cash incentives (78 percent), stock options (64 percent) and tuition benefits (62 percent). Incentives CEOs plan to introduce or expand include accelerated career tracks (16 percent), flextime (13 percent), performance bonuses (13 percent) and retention bonuses (11 percent).
About a quarter, however, report that they expect to reduce or eliminate the use of stock options as incentives, 20 percent plan to reduce or eliminate enhanced retirement packages, and 15 percent plan to reduce or eliminate mortgage/personal loan assistance.
Diversity Goals: Maintaining workplace diversity is another important driver in managing human capital, the survey reveals. Twenty-seven percent of NYSE CEOs say they’re spending more time fostering workplace diversity than they did five years ago. About two in five report promoting workplace diversity by seeking candidates through outside diversity groups (43 percent) and by setting diversity hiring goals (42 percent).
On Human Capital Management:
■ Their companies have diversity hiring goals (42 percent)
or plans to introduce or expand such goals (21 percent).
■ They plan to reduce or eliminate stock options (23 percent),
enhanced retirement packages (20 percent) and mortgage/
personal-loan assistance (15 percent).
■ It is “somewhat” or “much” easier to attract (49 percent) and
retain (36 percent) employees today than five years ago.
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