Los planes complementarios de pensión como práctica de atracción y retención de talento directivo.
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| Title: | Los planes complementarios de pensión como práctica de atracción y retención de talento directivo. (Spanish) |
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| Alternate Title: | Supplementary pension plans as a means of attracting and retaining managerial talent. (English) Planos de previdência complementar como prática de atração e retenção de talentos gerenciais. (Portuguese) |
| Authors: | OSPINA, MARCELO DUQUE, REVUELTO TABOADA, LORENZO |
| Source: | Revista Perspectiva Empresarial; ene-jun2023, Vol. 10 Issue 1, p44-59, 16p |
| Subject Terms: | PENSIONS, CULTURAL awareness, EXECUTIVE compensation, PHASES of matter, MOTIVATION (Psychology) |
| Abstract (English): | Objective. To explore the role of supplementary pension plans as a practice for attracting and retaining managerial talent in multinationals and multilatinas (Latin American multinationals), a concern directly related to the already declining coverage rates offered by public and private pension systems as part of one of the mandatory pension pillars. Methodology. A qualitative analysis was conducted through in-depth interviews with senior executives and international experts. Internal documents from various companies and information from secondary sources were also examined. Results. The results provide valuable insights enabling us to propose a set of recommendations regarding the optimal selection of supplementary pension plan models and the HR practices that are internally consistent with these models. These recommendations are intended to enhance these plans as an attractive and effective compensation tool, while also safeguarding the interests of stakeholders'. Conclusions. The efficiency of the implemented plan model is greatly influenced by its ability to attract, retain, and motivate managerial talent and protect stakeholders' interests. Its success is also contingent on the articulation of complementary measures that are compatible with its implementation. However, the actions undertaken by individual states in regulatory matters and in promoting pension awareness and a savings culture largely limit the model's effectiveness. [ABSTRACT FROM AUTHOR] |
| Abstract (Spanish): | Objetivo. Explorar el rol de los planes complementarios de pensiones como práctica de atracción y retención de talento directivo en las empresas multinacionales y multilatinas. Un tema directamente conectado con las tasas de cobertura que ofrecen los sistemas públicos y privados de pensiones dentro del pilar obligatorio, en estos momentos en descenso. Metodología. Para analizar estas cuestiones se realizó un análisis cualitativo a través de entrevistas en profundidad a altos ejecutivos y expertos internacionales, además del análisis de documentación interna de diversas empresas e información de fuentes secundarias. Resultados. Los resultados obtenidos permiten plantear una serie de proposiciones relacionadas con los modelos de los planes complementarios de pensiones más apropiados y el conjunto de prácticas de RRHH, internamente consistentes con ellos para hacerlos una herramienta retributiva atractiva y eficaz, al mismo tiempo que garantizan los intereses de los diversos stakeholders. Conclusiones. El modelo de plan implementado tiene una influencia esencial en su éxito como mecanismo de atracción, retención y motivación de talento directivo, así como a la hora de proteger los intereses de los stakeholders. Su éxito también depende de la articulación de medidas complementarias y congruentes con la adopción del mismo. No obstante, la actuación de los Estados tanto en materia regulatoria como a la hora de crear consciencia pensional y cultura del ahorro condicionan enormemente su eficacia. [ABSTRACT FROM AUTHOR] |
| Abstract (Portuguese): | Objetivo. Explorar o papel dos planos de previdência complementar como prática de atração e retenção de talentos gerenciais em empresas multinacionais e multilatinas. Uma questão diretamente ligada às taxas de cobertura oferecidas pelos sistemas previdenciários públicos e privados do pilar obrigatório, nestes tempos de declínio. Metodologia. Para analisar estas questões, foi realizada uma análise qualitativa através de entrevistas em profundidade com altos executivos e especialistas internacionais, além da análise de documentação interna de diversas empresas e informações de fontes secundárias. Resultados. Os resultados obtidos permitem propor uma série de proposições relacionadas aos modelos de planos de previdência complementar mais adequadas e o conjunto de práticas de RH, internamente coerentes com elas, para torná-las um instrumento remuneratório atrativo e eficaz, garantindo ao mesmo tempo os interesses dos diversos stakeholders. Conclusões. O modelo de plano implementado tem uma influência essencial no seu sucesso como mecanismo de atração, retenção e motivação de talentos de gestão, bem como na proteção dos interesses das partes interessadas. O seu sucesso depende também da articulação de medidas complementares e consistentes com a sua adopção. No entanto, as ações dos Estados, tanto em questões regulatórias como na criação de uma consciência previdenciária e de uma cultura de poupança, condicionam grandemente a sua eficácia. [ABSTRACT FROM AUTHOR] |
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| Database: | Complementary Index |
Nájsť tento článok vo Web of Science | Abstract: | Objective. To explore the role of supplementary pension plans as a practice for attracting and retaining managerial talent in multinationals and multilatinas (Latin American multinationals), a concern directly related to the already declining coverage rates offered by public and private pension systems as part of one of the mandatory pension pillars. Methodology. A qualitative analysis was conducted through in-depth interviews with senior executives and international experts. Internal documents from various companies and information from secondary sources were also examined. Results. The results provide valuable insights enabling us to propose a set of recommendations regarding the optimal selection of supplementary pension plan models and the HR practices that are internally consistent with these models. These recommendations are intended to enhance these plans as an attractive and effective compensation tool, while also safeguarding the interests of stakeholders'. Conclusions. The efficiency of the implemented plan model is greatly influenced by its ability to attract, retain, and motivate managerial talent and protect stakeholders' interests. Its success is also contingent on the articulation of complementary measures that are compatible with its implementation. However, the actions undertaken by individual states in regulatory matters and in promoting pension awareness and a savings culture largely limit the model's effectiveness. [ABSTRACT FROM AUTHOR] |
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| ISSN: | 23898186 |
| DOI: | 10.16967/23898186.815 |