Access Exclusive, Trusted HR News & Resources >>> New Professional Members Save $20 Today
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Set yourself up for success with virtual SHRM-CP/SHRM-SCP Certification Prep Seminars.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Employee education and engagement efforts had a positive impact on four critical factors that help workers save for retirement: participation, savings level, asset allocation and making wise financial decisions during key milestones, such as when changing jobs or retiring, research by Fidelity Investments, a 401(k) provider, shows.
“One of the best predictors of an employee’s future retirement savings is his or her engagement level in the planning process,” said Carolyn Clancy, executive vice president at Fidelity. Employee education can combat inertia and increase the level of engagement "by communicating to participants during key life events very simple yet actionable ways to help them improve their retirement readiness.”
Savings deferral rates improved significantly when employers provided participants with customized messages during various life stages that often trigger financial decisions, including when starting a job, hitting a certain milestone age, nearing retirement and separating from an employer, Fidelity found. The largest impact resulted from educational communications programs that went beyond providing interactive web-based tools to include an integrated mix of phone calls, e-mails, workshops, one-on-one consultations and direct mail, "all delivered or offered more frequently at key life events to help ensure participants are armed with the customized information they need to take action," Clancy said.
Fidelity's analysis of plans that adopted an employee education program from March 2009 through September 2010 revealed positive participant behavior changes, including:
“The results are clear,” said Clancy. “Engaging participants over the long term can dramatically increase healthy financial behaviors and the chances to achieve a more successful retirement.” However, "plan sponsors have different goals for employee education," she added, so "plan sponsors should customize programs that meet the needs of their specific participant populations."
Fidelity: Average 401(k) Balance Hit All-Time High
The average 401(k) plan balance rose to $74,900 at the end of the first quarter of 2011 in 401(k) plans managed by Fidelity Investments, marking an all-time high since the financial services firm began tracking account balances in 1998. This was a nearly 12 percent increase in the average plan balance from a year earlier and a 58 percent jump from the same time period in 2009 (after the stock market plunged in the wake of the 2008-09 financial crisis).
Nearly one in 10 401(k) participants increased his or her deferral rate during the first quarter of 2011, the largest percentage taking such action since Fidelity started tracking the figure in 2006.
Stephen Miller, CEBS, is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Let Your HR Department Really Shine
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies