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	<title><![CDATA[mercer human resource consulting and workforce management Resources | BNET]]></title>
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	<description><![CDATA[White papers, case studies, business articles, and blog posts relating to mercer human resource consulting and workforce management]]></description>
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		<title><![CDATA[Hot Potato: Can Employees Handle Pension Risks Shunned by Employers?]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=260958]]></link>
		<description><![CDATA[Business success is highly dependent on having the right people in place at the right time, on motivating them well, and on providing the appropriate means to retain them and help them exit employment in a planned way. Although financial statements do not directly focus on it,   talent...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Mon, 15 May 2006 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/talent.html"><![CDATA[Talent]]></category>
		<category domain="http://resources.bnet.com/topic/talent+management.html"><![CDATA[Talent Management]]></category>
		<category domain="http://resources.bnet.com/topic/mercer+human+resource+consulting.html"><![CDATA[Mercer Human Resource Consulting]]></category>
		<category domain="http://resources.bnet.com/topic/pension.html"><![CDATA[Pension]]></category>
		<category domain="http://resources.bnet.com/topic/business+success.html"><![CDATA[Business Success]]></category>
		<category domain="http://resources.bnet.com/topic/payroll+solutions.html"><![CDATA[Payroll Solutions]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
		<category domain="http://resources.bnet.com/topic/benefits.html"><![CDATA[Benefits]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
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	<item>
		<title><![CDATA[Work Choices: From IR to HR - Are Your Choices Clear?]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=260290]]></link>
		<description><![CDATA[Engaged and motivated employees mean a more efficient and profitable organisation. Employees who do not have their information needs met are likely to be preoccupied with workplace change. The absence of effective two-way communication leads to workplace disruption and hence reduction in productivity and ultimately profitability. Organisations embarking on workplace...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 09 Feb 2006 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/workplace.html"><![CDATA[Workplace]]></category>
		<category domain="http://resources.bnet.com/topic/mercer+human+resource+consulting.html"><![CDATA[Mercer Human Resource Consulting]]></category>
		<category domain="http://resources.bnet.com/topic/clear.html"><![CDATA[Clear]]></category>
		<category domain="http://resources.bnet.com/topic/recruitment+%2526+selection.html"><![CDATA[Recruitment & Selection]]></category>
		<category domain="http://resources.bnet.com/topic/payroll+solutions.html"><![CDATA[Payroll Solutions]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[Unlocking the Latest Asset]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=260951]]></link>
		<description><![CDATA[Building a powerful human capital strategy requires company-specific facts, measures and a process for discerning where an individual company will get the most leverage from its people. Mercer Human Resource Consulting has had access to company data - covering over a million employees. Mercer has analysed that data, which consist...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Wed, 14 Dec 2005 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/asset.html"><![CDATA[Asset]]></category>
		<category domain="http://resources.bnet.com/topic/mercer+human+resource+consulting.html"><![CDATA[Mercer Human Resource Consulting]]></category>
		<category domain="http://resources.bnet.com/topic/human+capital.html"><![CDATA[Human Capital]]></category>
		<category domain="http://resources.bnet.com/topic/payroll+solutions.html"><![CDATA[Payroll Solutions]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[The Last Great Opportunity - The Human Capital Advantage]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=260950]]></link>
		<description><![CDATA[What return does a company get on the investment it makes in its workforce, or 'Human capital'? Is it exceptional, marginal, or negative? Unfortunately, most companies seldom ask that question, or know how to answer it, and so it is frequently ignored. It is also why human capital is the...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Mon, 14 Nov 2005 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/mercer+human+resource+consulting.html"><![CDATA[Mercer Human Resource Consulting]]></category>
		<category domain="http://resources.bnet.com/topic/workforce.html"><![CDATA[Workforce]]></category>
		<category domain="http://resources.bnet.com/topic/human+capital.html"><![CDATA[Human Capital]]></category>
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		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
	</item>
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		<title><![CDATA[Human Capital: Making Better Decisions]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=142431]]></link>
		<description><![CDATA[From April 2005, every publicly listed company in the UK is required to report on human capital as part of its Operating and Financial Review. The UK government has committed to strengthen corporate Britain and help restore investor confidence in companies and financial markets. The Department of Trade and Industry...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 31 Mar 2005 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/mercer+human+resource+consulting.html"><![CDATA[Mercer Human Resource Consulting]]></category>
		<category domain="http://resources.bnet.com/topic/human+capital.html"><![CDATA[Human Capital]]></category>
		<category domain="http://resources.bnet.com/topic/payroll+solutions.html"><![CDATA[Payroll Solutions]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[Developing Retention Strategies]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=169000]]></link>
		<description><![CDATA[A nonprofit medical center with 200 beds and 2,000 employees plus a physician network wanted to be sure of keeping key executives in the event of a change in control. Initially, the contracts were to cover pay and performance and contain clauses on severance and change in control. As the...]]></description>
		<s:doctype><![CDATA[Case studies]]></s:doctype>
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		<title><![CDATA[Identifying the Root Causes of Talent Loss]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=169004]]></link>
		<description><![CDATA[A publicly owned, Fortune 500 telecommunications firm was losing needed talent. Although the company's HR Human Resource department was able to determine how much turnover was costing them - approximately $400 million per year - exit interviews and surveys did not yield the information that would help management correct the...]]></description>
		<s:doctype><![CDATA[Case studies]]></s:doctype>
		<category domain="http://resources.bnet.com/topic/talent.html"><![CDATA[Talent]]></category>
		<category domain="http://resources.bnet.com/topic/mercer+human+resource+consulting.html"><![CDATA[Mercer Human Resource Consulting]]></category>
		<category domain="http://resources.bnet.com/topic/turnover.html"><![CDATA[Turnover]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
		<category domain="http://resources.bnet.com/topic/payroll+solutions.html"><![CDATA[Payroll Solutions]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
	</item>
	<item>
		<title><![CDATA[Knowing Your Workforce as Well as Your Customers]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=169007]]></link>
		<description><![CDATA[Through customer and market research, a thriving consumer bank realized that significant growth depended not only on acquiring new customers but also on expanding services with existing customers. While the bank had an in-depth, research-based understanding of its customers and business opportunities, it did not have a comparable appreciation of...]]></description>
		<s:doctype><![CDATA[Case studies]]></s:doctype>
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		<category domain="http://resources.bnet.com/topic/workforce.html"><![CDATA[Workforce]]></category>
		<category domain="http://resources.bnet.com/topic/human+capital.html"><![CDATA[Human Capital]]></category>
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		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
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		<title><![CDATA[Rewarding Skills and Behavior That Ensure Future Success]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=169016]]></link>
		<description><![CDATA[A large international company providing life, health, and disability insurance and retirement and investment services faced stiff competition in an increasingly global and consolidated industry. To compete, management had to ensure all operational activities were aligned with its business strategy and HR initiatives. Mercer was asked to design a performance...]]></description>
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