Willis Towers Watson 2020 Compensation Survey Launch - Brunei

 
Willis Towers Watson 2020 Compensation Survey Launch - Brunei
Willis Towers Watson
2020 Compensation Survey Launch
Brunei

18 May 2020

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Willis Towers Watson 2020 Compensation Survey Launch - Brunei
AGENDA
         1               Opening

         2               Driving Solutions Through Data

         3               Seamless Survey Participation Enabled with Tech

         4               APAC COVID-19 HR Actions Update

         5               Closing

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Willis Towers Watson 2020 Compensation Survey Launch - Brunei
Housekeeping

                    All dial-in participants will be muted to enable the speakers to speak without
1                   interruption.

                    Please note that the audio for this event will be streamed via the webinar platform
2                   and you need to have your speakers on or headphones plugged in to hear the
                    content.

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Willis Towers Watson 2020 Compensation Survey Launch - Brunei
Poll #1 – What are the steps you’ve done personally to ensure
productivity level while working from home? You can select more
than one answer

❑ Structure your day like you would in the office

❑ Keep work time and personal time separate

❑ Dress up like you are at work

❑ Home office or having a dedicated work space

❑ Drink more coffee than usual

❑ Attend virtual exercise (i.e.. Zumba, Yoga etc.) classes

❑ Taking periodic naps

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Willis Towers Watson 2020 Compensation Survey Launch - Brunei
Willis Towers Watson Human Capital and Benefits

          Talent & Rewards                                                                      Health & Benefits                                          Retirement

  ▪ Global compensation,                                                                ▪ Program strategy,                                          ▪ Strategy and plan design
    benefit and employment                                                                design and pricing                                         ▪ Cost and risk
    practice data                                                                       ▪ Employee health and                                          management
  ▪ Executive compensation                                                                productivity                                               ▪ Actuarial, compliance,
  ▪ Rewards                                                                             ▪ Pharmacy, life and                                           governance,
  ▪ Leadership and talent                                                                 disability, and other                                        administration
  ▪ Employee                                                                              benefits                                                   ▪ De-risking
    surveys/insights                                                                    ▪ Vendor evaluation,                                         ▪ Master trust products
  ▪ Communication and                                                                     selection and                                              ▪ Defined contribution
    change management                                                                     management                                                   solutions
  ▪ Digital engagement                                                                  ▪ Insurance placement                                        ▪ Financial well-being
  ▪ HR software products                                                                ▪ Retiree health

                               We design comprehensive solutions to cater to your human capital needs

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Willis Towers Watson 2020 Compensation Survey Launch - Brunei
Rewards Data and Software as an integrated solution provider

                                                                                        1                    Data and Consulting                        2       Global Compensation Studies

                                                                                            ▪ Collaborating with technical experts from                     ▪ Published compensation and benefit
Rewards Data &                                                                                other parts of Willis Towers Watson to                          reports
                                                                                              provide integrated human capital and risk                     ▪ Web-based data access, reporting and
Software                                                                                      management solutions                                            analytics tools
                                                                                            ▪ Sophisticated custom client analysis helps                    ▪ Total Rewards surveys
                                                                                              companies understand more than just the                       ▪ Extensive policies and practices
                                                                                              numbers. We spell out the implications                          information, including benefits
We provide an extensive                                                                       and identify potential solutions.
global network of regional
survey experts and local
consulting offices to                                                                   3             Compensation, benefit and
                                                                                                                                                        4            Customized surveys
                                                                                                        employment research
ensure that each country’s
surveys provide decision                                                                    ▪ Dedicated research function                                   ▪ Custom surveys to address all
quality data and                                                                            ▪ Published reports/studies on benefits and                       components of rewards
                                                                                              employment terms and conditions based                         ▪ Individual client- or association-sponsored
interpretation that reflect                                                                   on HR-relevant research                                         surveys
its local governing laws                                                                    ▪ Partnering with internal and external                         ▪ Trend reports around current reward
and cultural practices.                                                                       sources (for example, EBIC, International                       issues and pay movements
                                                                                              Consulting Group, EIU, ECA)

     Expertise, methodology, tools and technology are the backbone of Rewards Data and Software

   willistowerswatson.com                                                                                                                                                                         6
   © 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
Willis Towers Watson 2020 Compensation Survey Launch - Brunei
AGENDA
         1               Opening

         2               Driving Solutions Through Data

         3               Seamless Survey Participation Enabled with Tech

         4               APAC COVID-19 HR Actions Update

         5               Closing

willistowerswatson.com
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.   7
Willis Towers Watson 2020 Compensation Survey Launch - Brunei
DRIVING SOLUTIONS THROUGH DATA

Our Global Presence
Our market data covers more than 110 countries globally across 40 industries

Asia Pacific                                     GB and Western Europe                                                                   North America
▪    Australia                                   ▪    Austria              ▪    Ireland               ▪    Spain                         ▪ Canada
▪    Bangladesh*                                 ▪    Belgium              ▪    Italy                 ▪    Sweden                        ▪ United States
▪    Brunei*                                     ▪    Denmark              ▪    Luxembourg            ▪    Switzerland
▪
▪
     Cambodia*
     China
                                                 ▪
                                                 ▪
                                                      Finland
                                                      France
                                                                           ▪
                                                                           ▪
                                                                                Netherlands
                                                                                Norway
                                                                                                      ▪    UK                            Latin America                 10,000+
▪                                                ▪                         ▪                                                             ▪
▪
     Hong Kong
     India
                                                      Germany                   Portugal
                                                                                                                                         ▪
                                                                                                                                              Argentina
                                                                                                                                              Brazil
                                                                                                                                                                       Participations
▪    Indonesia                                                                                                                           ▪    Chile
                                              Central and Eastern Europe, Middle East
▪    Japan                                                                                                                               ▪    Colombia
                                              and Africa
▪    Laos                                                                                                                                ▪    Costa Rica
▪    Macau                                   ▪       Albania*             ▪    Kenya*                  ▪    Slovakia                     ▪    Dominican Republic
▪ Malaysia                                   ▪       Algeria              ▪    Kuwait                  ▪    Slovenia                     ▪    Ecuador
                                             ▪                            ▪                            ▪                                 ▪
▪
▪
     Myanmar*
     New Zealand*                            ▪
                                                     Angola*
                                                     Armenia*             ▪
                                                                               Latvia*
                                                                               Lebanon*                ▪
                                                                                                            South Africa
                                                                                                            Tanzania*                    ▪
                                                                                                                                              El Salvador
                                                                                                                                              Guatemala               Over 45,000
▪    Philippines                             ▪       Azerbaijan*          ▪    Lesotho*                ▪    Togo                         ▪    Honduras
▪    Malaysia                                ▪       Bahrain*             ▪    Libya*                  ▪    Tunisia                      ▪    Mexico                  Jobs Reported
▪    South Korea                             ▪       Belarus*             ▪    Lithuania*              ▪    Turkey                       ▪    Nicaragua
▪    Sri Lanka*                              ▪       Bosnia-              ▪    Oman                    ▪    Uganda*                      ▪    Panama
▪    Taiwan                                          Herzegovina*         ▪    Pakistan*               ▪    Ukraine                      ▪    Paraguay*
▪    Thailand                                ▪       Botswana*            ▪    Poland                  ▪    UAE                          ▪    Peru
▪    Vietnam*                                ▪       Bulgaria             ▪    Qatar                   ▪    Uzbekistan*                  ▪    Puerto Rico
                                             ▪       Cameroon             ▪    Romania                 ▪    Zambia*                      ▪    Uruguay
                                             ▪
                                             ▪
                                                     Iraq*
                                                     Israel
                                                                          ▪
                                                                          ▪
                                                                               Russia
                                                                               Saudi Arabia
                                                                                                       ▪    Zimbabwe*                                                 31 million+
                                             ▪
                                             ▪
                                                     Jordan*
                                                     Kazakhstan
                                                                          ▪
                                                                          ▪
                                                                               Senegal*
                                                                               Serbia
                                                                                                                                                                      Incumbents

    *General Industry Plus Report available (an all-inclusive report that includes all available general industry roles PLUS industry jobs)

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Willis Towers Watson 2020 Compensation Survey Launch - Brunei
DRIVING SOLUTIONS THROUGH DATA

Rewards Data and Software (RDS)
Our Industry Approach

         Our specific industry approach will capture industry specific jobs which leads to overall data robustness

          There are 24 participants in 2019 which can be further breakdown to the following..

            25%                                               8%                                           38%                                         13%                17%
            Banking &                                       Insurance                                          Services                              Manufacturing     Energy & Natural
             Finance                                                                                                                                                     Resources

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Willis Towers Watson 2020 Compensation Survey Launch - Brunei
DRIVING SOLUTIONS THROUGH DATA

3 options for users to choose from to get the most of the
compensation data
                                                                                                                                                     Standard       Custom      Premium

             View, download and print presentation-ready reports                                                                                       ✓               ✓           ✓
             Export data in a variety of formats in one click                                                                                          ✓               ✓           ✓
             Customise currencies, data elements and percentiles                                                                                       ✓               ✓           ✓
             Design your unique group of peer companies by name or company
             characteristics i.e. industry sector/geographic location                                                                                                  ✓           ✓
             Combine jobs to mirror your internal job classifications                                                                                                  ✓           ✓
             Show your company's competitive position relative to all companies, or
             unique peer group of companies                                                                                                                            ✓           ✓
             Apply a best match algorithm of your data to the closest market equivalent                                                                                ✓           ✓
             Auto-refresh of matches from new survey year data                                                                                                                     ✓
             Develop and manage your salary structures and consider cost
             implications, bring to minimum, compa-ratio, etc.                                                                                                                     ✓
             Bring-to-target and Merit Matrix analytics enable modelling of key
             compensation actions                                                                                                                                                  ✓
             Speed up salary survey participation                                                                                                                                  ✓
             Ability to market price jobs using data from multiple vendors                                                                                                         ✓
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© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
DRIVING SOLUTIONS THROUGH DATA

                        Standard: browse and download WTW survey data
                        View and download the published market surveys for all participants
The Standard licence gives you access to our first-in-class compensation surveys in static reports. Data can be consulted online,
downloaded, aged and converted in various currencies.

willistowerswatson.com                                                                                                                                                        11
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
DRIVING SOLUTIONS THROUGH DATA

                        Custom: tailor the WTW survey data
                        Create data cuts based on company name, industry and geography
The Custom licence allows you to customise the data to focus on specific talent segments and assess your competitive position
against the general market or unlimited peer groups. You can also combine survey jobs to create bespoke job matches and
conduct compa-ratio analyses.

1            Combine Jobs

                                                                                                                                                 Compa-ratio Analysis of Your
                                                                                                                                     3           Organization’s Average or Individual
                                                                        Combine
                                                                       Job Codes                                                                 Incumbent

                                                                                                                                              Your data                    Compa ratio vs.
                                                                                                                                                                              market

2            Select Peer Groups

                                                                       Select
                                                                    Peer Groups

willistowerswatson.com                                                                                                                                                                       12
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DRIVING SOLUTIONS THROUGH DATA

                        Premium: multiple exciting capabilities
                        Speed up salary survey participation, market price with various vendors,
                        manage salary structures, conduct advanced analyses
            Speed up salary survey                                                                                         Develop and manage your salary structures and
            participation                                                                                                  consider cost implications, bring to minimum, compa-ratio

            Market price jobs using data from                                                                              Bring-to-target and Merit Matrix analytics enable
            multiple vendors                                                                                               modeling of key compensation actions

willistowerswatson.com                                                                                                                                                                 13
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DRIVING SOLUTIONS THROUGH DATA

Users will be able to access WTW HR Policies & Benefits data via
Benefits Online
  Advantages of these features to users                                                                                                              Standard          Custom

  • Search HR Policies and Practices and Benefits Design market data by
    topics, sections and provisions and view prevalence results
  • View, export to Excel and print formatted report output
  • Allow access to multiple users
  • Create custom groups based on selected criteria (e.g., number of
    employees, industry, revenue, etc.);
  • Compare company’s data against market prevalence

willistowerswatson.com                                                                                                                                                            14
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DRIVING SOLUTIONS THROUGH DATA

Digital Products Framework
Our comprehensive offerings support organisations in re-inventing your digital strategy

                                                                                           DIGITAL STRATEGY
                                 Position-based
                                                                                                            Skill-based Pay                                 Job Reinvention
                                       Pay
 Products & Advantages

                                General Industry                                                                     SkillsVue                                      WorkVue
                              Compensation Survey

                                                                                                                                                     Break down job through reskilling and
                                                                                                                                                      upskilling, redeploy and repurpose
                         Understand market pay for corporate,
                                                                                              Visualize digital skills prevalence and                             existing roles
                           industry-specific, jobs within and
                                                                                                             premiums
                                   across industries
                                                                                                                                                        Identify future skills to support
                                                                                                                                                          development of workforce

willistowerswatson.com                                                                                                                                                                      15
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
EXECUTIVE COMPENSATION

Executive Compensation Data Offering
Quality data for sound executives compensation decisions
                                                                                                  Key Features

        Global Executive Data                                                   Borderless data                                                 Disclosed Data         Flexibility to
        Membership - companies                                                  available - blend data                                          available in select    purchase data
        that submit data globally                                               across countries based                                          markets through        any time during
        enjoy exclusive benefits                                                on unique peer group                                            Custom access          the year end

                                                                   Additional Benefits of Executive Surveys

                                 Unique scope factors that impact                                                                                       More data reported for most
                                 executive pay are collected and market                                                                                 senior executive roles (Global
                                 data can be viewed by Incumbent                                                                                        Grade 18 and above)
                                 Revenue Responsibility, Corporate                                                                                      compared to all-employees
                                 Reporting Level, Board Membership                                                                                      survey

                                 Customize result to include Board or                                                                                   Combine jobs and/or levels
                                 Executive Committee members only, and                                                                                  to reflect the unique job roles
                                 to include disclosed data for non-
                                 participants in select markets

willistowerswatson.com                                                                                                                                                                    16
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
PUBLICATIONS

 Rewards Data and Software (RDS) – Publications
 Off-the-shelf products available.
                                             Country Overview                                                Employer Obligations                               Market Competitiveness
                                             Economic,
                                                                             Employment                      Mandatory                Supplementary
                                                 HR                                                                                                             HR Policies, Compensation
                                                                                Law                          Benefits,                   Benefits
                                            environment

        Broad scope                                                                                    Global 50 Remuneration Planning Report

                                              Benefits Profile /
                                                                                                                                                                    Benchmark Select
 Core essentials                             Employment Terms                                   Company Benefits and Practices
                                                                                                                                                                   Compensation Report
                                              and Conditions

                                               Severance Pay                             Performance                      Car                     Salary                          Geographic
       Deep diver                            Policies and Market                         Pay & Sales                    Benefits                  Budget     Starting Salaries       Salary
                                                  Practices                               Incentives                     Policy                  Planning                         Differentials

Strategic planner                                                                                                                             Workforce Analytics Report

                 Top pick                                                                                                    >> Learn more about data available on WTW Publications here.

 willistowerswatson.com                                                                                                                                                                           17
 © 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
Poll #2 – Which product you’ve seen above interests you the most?
You can select more than one answer

❑ Premium access (advanced analytics on the survey platform)

❑ SkillsVue

❑ WorkVue

❑ Executive Compensation

❑ Publications (e.g: Severance Pay Policies and Market Practices)

willistowerswatson.com                                                                                                                               18
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
AGENDA
         1               Opening

         2               Driving Solutions Through Data

         3               Seamless Survey Participation Enabled with Tech

         4               APAC COVID-19 HR Actions Update

         5               Closing

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© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.   19
SURVEY OFFERING

Compensation Survey Offering
Covering all employee levels and sector-specific roles, our surveys capture comprehensive
market compensation, benefits and HR policies data

                                                                                                                        HR Policies and                              Benefit Design
Survey Elements                                     Compensation
                                                                                                                          Practices                                    Practices

                                          Scope Factors:                                                        ▪ Salary review and budget                      Retirement:
                                          ▪ Employee location                                                     practices                                     ▪ Defined benefit, defined
Components and                            ▪ Geographic responsibility                                           ▪ Compensation policies and                       contribution or hybrid
                                                                                                                  practices                                       schemes
Value Proposition                         Salary information:
                                          ▪ Base pay                                                            ▪ Starting salaries                             Health care:
                                          ▪ Guaranteed bonus                                                    ▪ Variable pay                                  ▪ Medical, dental and vision
                                          ▪ Allowances                                                          ▪ Company cars
                                          ▪ Variable pay (actual and                                                                                            Wellness:
                                                                                                                ▪ Guaranteed payments, cash
                                             target)                                                                                                            ▪ Medical check up, employee
                                                                                                                  allowances and perquisites
                                          ▪ Long-term incentives                                                                                                  assistance program
                                                                                                                ▪ Education, training and
                                          Methodology:                                                            professional development                      Risk benefit plans:
                                          ▪ Career bands/levels and                                             ▪ Attraction, retention and                     ▪ Death, accident, disability,
                                            global grades grouped by                                              termination                                      critical illness
                                            job functions and disciplines                                       ▪ Length of service awards
                                            (areas of specialization)                                                                                           Flexible benefits

Mode of Delivery                                WTW Compensation
                                                                                                                                                      Benefits Online
                                                    Software

                                                 Standard / Custom /
Survey options                                                                                                                                       Standard / Custom
                                                      Premium

willistowerswatson.com                                                                                                                                                                           20
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
PARTICIPATION STEPS

Steps and timeline to participate

                     Step 1                                                       Step 2                                                        Step 3                Step 4

               Confirm                                                       Prepare to                                                    Complete                   Access
             Participation                                                   Participate                                                  Submission                  Reports

  ▪ Schedule a conversation                                   ▪ Wait for “Time to                                           ▪ Submit, validate, and         ▪ Access your
    with WTW Consultants                                        Participate” email                                            finalize data for 3             Compensation reports
                                                                                                                              components via WTW              online via WTW
  ▪ Decide on your                                            ▪ Login to Data Services                                        online data collection          Compensation Software –
    participation options and                                   Participation Portal                                          portal in respective            Data Interactive
    countries                                                                                                                 formats:
                                                              ▪ Download helpful                                                                            ▪ Access your Benefits
  ▪ Submit Order Form                                           resources                                                       ➢ Compensation on WTW         Design Practices (BDP)
                                                                                                                                  Data Submission             and HR Policies &
                                                              ▪ Watch Job-Matching video                                          Workbook                    Practices (HRP) reports
                                                                or schedule a session with                                                                    via Benefits Online
                                                                WTW                                                             ➢ Benefits Design
                                                                                                                                  Practices (BDP) on
                                                              ▪ Download Data                                                     WTW online
                                                                Submission Workbook                                               questionnaire
                                                                or Turnaround File
                                                                                                                                ➢ HR Policies & Practices
                                                                                                                                  (HRP) on WTW online
                                                                                                                                  questionnaires

              Before May                                                                                  April to July                                           Aug to Oct*

*Report delivery timeline varies by industry
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© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
PARTICIPATION STEPS

A New Participation Portal
Login at Data Services Website

     ❑ Click on link to go to Data Services Participation Portal
     ❑ Log In / Register

willistowerswatson.com                                                                                                                                              22
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
PARTICIPATION STEPS

Submit Your Cash Data
Submitting into Compensation Section

                                     Step 1:                                                                        Step 2:                               Step 3:
                Download the DSW                                                                   Attach the DSW                                    Submit the DSW

willistowerswatson.com                                                                                                                                                        23
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
PARTICIPATION STEPS

Submit Your HR Policies & Benefits Design Policies Data
Submitting HRP & BDP data in the same platform

                                     Step 1:                                                                        Step 2:                             Step 3:
                         Complete the                                                                    Submit the                                  Review the
                           Sections                                                                      Component                                   Responses

willistowerswatson.com                                                                                                                                                      24
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
AGENDA
         1               Opening

         2               Driving Solutions Through Data

         3               Seamless Survey Participation Enabled with Tech

         4               APAC COVID-19 HR Actions Update

         5               Closing

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© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.   25
Poll #3 – Has working from home increased productivity?

What is your personal view on this?

❑ Yes, I’m working longer hours now

❑ No, there are too many distractions at home

willistowerswatson.com                                                                                                                               26
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
APAC COVID-19

34% of employers expect a moderate or large negative impact on
business in next six months globally

                                                      Moderate or large
                                                      negative impact

                     Six months                                 34%                               1%11%                       23%                        26%           8%         31%

                       12 months                                20%                               1%12%                    16%                 15% 5%                       51%

                        Two years                                 6%                              0% 21%                          9% 4%2%                              64%

                                                                                                                                                     Positive Impact
                                                                                                                                                     No Impact
                                                                                                                                                     Small Negative Impact
                                                                                                                                                     Moderate Negative Impact
                                                                                                                                                     Large Negative Impact
                                                                                                                                                     Not Sure

  Source: 2020 COVID-19 Survey – Variable Compensation Implications – survey fielded 24-28 Feb 2020

willistowerswatson.com                                                                                                                                                                           27
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
APAC COVID-19

More than 50% of employers are not planning to adjust their
approved salary budgets after the outbreak of COVID-19

Percentage of employers to make adjustments to approved salary budgets for 2020:

                            China                                             Hong Kong                                                  Singapore               Taiwan

                                                                                                                                        25                      16
                    44                                                        39                                                        %                       %
                    %                         56                              %                        61
                                              %                                                        %                                               75
                                                                                                                                                       %                84
                                                                                                                                                                        %

                                                                             No and Unknown                                          Yes

For employers planning to reduce salary budgets, below are the most prevalent reductions expected from
survey participants:

                                                                                            China                                         Hong Kong         Singapore

                        Salary budget reduction
                                                                                             1-3%                                               0-1%         0-0.5%
                             expected (%)

  Source: Pulse survey in response to COVID-19, China, Hong Kong, Singapore, Taiwan, survey fielded 19-27 Feb 2020
  Survey Participants: Covers all industries with China - 170, Hong Kong – 135, Singapore - 136, Taiwan – 170 participants

willistowerswatson.com                                                                                                                                                            28
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
Poll #4 – Have HR budgets been reduced this year?

❑ Yes

❑ No

❑ Reallocated to other critical departments

willistowerswatson.com                                                                                                                               29
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APAC COVID-19

Attrition rates reduce in the scene of global economic uncertainty

                                                                          Attrition rates (Asia Pacific average1 )

                                                                                                   14.8                               14.3
                                                                 13.8
                              12.1                                                                                                                    12.1   11.8

                                                                                                                                                       4.3   4.1
                                3.3                                3.4                                                                 3.6
                                                                                                     2.6

                          2016 Q1                            2016 Q3                           2017 Q1                            2017 Q3             2018   2019
                                                                              Voluntary Attrition                                    Involuntary Attrition

1 Average of 14 countries – Australia, China, Hong Kong, India, Indonesia, Japan, Malaysia, New Zealand, Philippines, Singapore, South Korea, Taiwan, Thailand, Vietnam
Source: 2017 - 2019 Willis Towers Watson Salary Budget Planning Survey – Asia Pacific Report

willistowerswatson.com                                                                                                                                                       30
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
Poll #5 – Is attrition rate during this crisis lower / higher /no change
compared to previous years?

❑ Higher

❑ Lower

❑ No change

❑ Not sure

willistowerswatson.com                                                                                                                               31
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
APAC COVID-19

Use of non-employee talent is expected to grow dramatically over
the next three years.
This trend fits alongside the actions employers may take following
the COVID-19 outbreak.

                                                         Global                                                                                        Technology
             Free agent                   +28%                          Consultant or                  +22%                         Free agent       +54%    Consultant or      -3%
              workers                                                     outside                                                    workers                outside agencies
                                                                         agencies
             Part-time                    +13%                         Worker on loan                  +31%                         Part-time        +15%    Worker on loan     -8%
           reduced hour                                                  from other                                               reduced hour                 from other
                                                                        organisation                                                                          organisation

        Free agents on                    +168%                                                                                Free agents on        +80%
        a talent platform                                                                                                      a talent platform

                                                                                  Full time employees’ share of the total workforce is expected to
                                                                                  drop 4 percentage points over the next three years
                                                                                  (Technology – 3.4 percentage points)

Source: 2019 Willis Towers Watson, Pathways to Digital Enablement Survey

willistowerswatson.com                                                                                                                                                                 32
© 2020 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.
APAC COVID-19

In the meantime, digital transformation will be accelerated.
Nearly all organisations will be using automation in three years

 100%                                                                                                                                                  92%
   90%
                                                                                                                       81%
   80%

   70%

   60%
                                              51%
   50%

   40%
                                                                                                                                                      30%
   30%

   20%                                                                                                               17%
   10%
                                              8%
     0%
                                      3 years ago                                                                 Currently                          In 3 years

                          average % of work done by automation                                                          % of orgs that had some work done by automation

 Source: 2019 Willis Towers Watson, Pathways to Digital Enablement Survey

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Challenges in deploying work from home arrangements

     1 | PEOPLE                                                                                            2 | POLICIES &                              3 | TECHNOLOGY &
     MANAGEMENT &                                                                                          PROCESSES                                   ENABLERS
     ENGAGEMENT

     Lack of work clarity and                               ‘Everyone’ is on                               Compliance to regulations                   Insufficient work tools and
     direction on expected                                  WFH and SFH*                                   and eligibility of employee                 peripherals for effective WFH
     deliverables (e.g.                                     mode –                                         coverage (e.g. SOCSO,                       (e.g. laptop, Wi-Fi, virtual platform,
     reworks, confusion,                                    needing to                                     letter to travel to office)                 cloud resources)
     misalignment)                                          juggle work and
                                                            home
                                                            responsibilities                               Work policies not in place                  Not all employees are familiar
     Limited team visibility,                               (e.g. space                                    to support WFH                              with digital and technology tools
     interaction and                                        sharing, home                                  arrangements (e.g. OSHE,                    (e.g. insufficient time to on-board
     engagement (out-of-                                    schooling for                                  social media, BYOD)                         employees for WFH)
     sight, out-of-mind)                                    children)

    Higher need to actively                                                                                                                            Home set-up may not be a
    manage employee                                                                                                                                    conducive work environment
    wellbeing (e.g. personal                                *SFH: Study from home                                                                      (e.g. desk, chair, lighting,
    stress and concerns)                                                                                                                               ventilation)

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Potential scenarios to inform immediate, short-term and long-term workforce
management and planning

                      React and Resolve                                               Return and Reorganize                                         Reimagine and Reinvent                Reform for HR 4.0
                      Initiate Crisis-mode                                             Setting the Foundation                                        Designing the Future                 Building Sustainability for Future
Scenario

                            MCO Implemented                                             MCO Extended / Lifted                                                 Going into a New               Future Way of Work
                                                                                                                                                                  Normal
                                     Immediate                                                      Short-Term                                                       Mid-Term                       Long-Term

                    Immediate and reactive crisis-                                Structured planning for the                                     Forward planning to rethink           Anticipatory planning by
                    planning for Covid-19 pandemic                                reorganization of teams to                                      workforce strategy aimed at           having flexible business and
Priority

                    situation with implementation of                              manage workforce returning                                      having a workforce                    workforce model, supported by
                    MCO                                                           on-site, while maintaining                                      configuration that is an optimal      work-tech integration that allows
                                                                                  productivity, performance and                                   combination of FTEs and               for swift reaction to specific crisis
                                                                                  engagement levels of workforce                                  automation                            and risk events

                    ▪ Set-up of command & control                                 ▪ Segmentation of workforce                                    ▪ Accelerate digital transformation    ▪ Work structured around skills and
                      center and WFH initiated for                                  according to priorities (critical,                             to support optimization of work        capabilities of an organisation to
                      employees, with quick                                         core, enablers and non-core) to                                through reinventing of jobs and        support agile way of working
                      measures taken to provide                                     inform different measures that                                 automation (e.g. automation of       ▪ Contingent workforce made up of
Action Considered

                      digital and technology tools                                  must be taken for each group                                   highly repetitive tasks)               outer circle providing ability to
                    ▪ Provide guidelines and checklist                              (e.g. performance, rewards,                                  ▪ Reinventing work and rewards to        scale up or scale down
                      to facilitate transition to WFH                               leave management, workforce                                    support workforce model that is      ▪ Enhance the employee
                                                                                    return)                                                        able to work from anywhere             experience & excellence, D&I and
                                                                                  ▪ New rules of engagement:                                     ▪ Look at overall health, safety and     building a personalized lifelong
                                                                                    Implementation of guidelines,                                  wellbeing programme for                learning culture
                                                                                    policies and briefing to facilitate                            employees – different coverage       ▪ Manage integration of work-tech
                                                                                    the returning workforce, with                                  and policies applied                   integration (virtual work enablers)
                                                                                    certain workforce segments
                                                                                    continuing to WFH

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React and Resolve: Guide and action items to focus on

                      React and Resolve                                                     Move to remote work                                                           Overcommunicate
                      Initiate Crisis-mode                                                  ▪     Implement work from home arrangement                                    ▪     Ensure on-going communication to all
Scenario

                                                                                                  and provide necessary digital and technology                                  stakeholders on preventive measures (e.g.
                            MCO Implemented                                                       tools & enablers (e.g. laptop pool, BYOD,                                     BODs, leadership team, managers,
                                     Immediate                                                    video conference facilities, file sharing etc.)                               employees, customers, vendors etc.)
                                                                                            ▪     Establish guidelines for tracking and                                   ▪     Provide FAQs for employees to refer to that
                    Immediate and reactive crisis-                                                monitoring employees’ performance and                                         is updated on regular basis (e.g. do’s and
                    planning for Covid-19 pandemic                                                productivity (e.g. templates for managers /
Priority

                                                                                                                                                                                don'ts, emergency response protocols, health
                    situation with implementation of                                              individuals)                                                                  & safety awareness, WFH tips)
                    MCO
                                                                                            Revise critical SOPs                                                          ▪     Establish an ‘open line’ for employees to
                                                                                                                                                                                reach out on any concerns they may have
                                                                                            ▪     Review and revise SOPs that are                                               (e.g. weekly chat session with leadership
                    ▪ Set-up of command & control                                                 important and impacted (e.g. WFH policy,                                      team)
                      center and WFH initiated for                                                leave management, sick leave, health &
Action Considered

                      employees, with quick                                                       safety SOPs, performance management,
                                                                                                  temporary pay and benefits)                                                 Protect physical health
                      measures taken to provide
                      digital and technology tools                                          ▪     Eliminate ‘hierarchical layers of                                       ▪     Identify high-risk population (on-site and
                    ▪ Provide guidelines and checklist                                            approval’ to focus on critical approvals                                      older employees) and implement health,
                      to facilitate transition to WFH                                             only                                                                          safety and well-being protocols. Exclude
                                                                                                                                                                                workers or visitors at high risk (e.g.
                                                                                           Shift benefits / assistance allowances                                               workplace cleaning, temp. checks)
                                                                                            ▪     Shift portion of benefits / allowances to                               ▪     Distribute and provide health, safety and
                                                                                                  cover critical items that are work and crisis                                 well-being guidelines that covers home
                                                                                                  related (e.g. laptop, Wi-Fi, headsets etc.)                                   situations
                                                                                            ▪     Review claims management to support                                     ▪     Provide access for ‘telemedicine’ and ease
                                                                                                  employees making own purchases to have                                        restriction for sick management (e.g. MCs
                                                                                                  work capabilities at home                                                     required)

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Return and Reorganize: Guide and action items to focus on

                           Return and Reorganize
                           Setting the Foundation
                                                                                            Plan for return to work                                                       Review implications to HR programmes
                                                                                            ▪     Segment workforce to determine priority                                 ▪   Rethink the way performance, employee
Scenario

                        MCO Extended / Lifted                                                     groups to return to work – what roles are                                   experience and total rewards are managed
                                                                                                  truly pivotal?                                                          ▪   Go beyond respect (dignity at work) to
                                    Short-Term
                                                                                            ▪     Reset and reorganize the workforce                                          finding meaning and purpose in work (dignity
                                                                                                  under new assumptions, protocols, focus                                     in work)
                    Structured planning for the                                                   area and pace to help bring people back to                              ▪   Protect key elements of Total Rewards
                    reorganization of teams to
Priority

                                                                                                  work                                                                        (e.g. moving part of variable and/or senior
                    manage workforce returning                                              ▪     Invest in the infrastructure required for the                               compensation to cover base salaries and
                    on-site, while maintaining                                                    “new normal” with a focus on healthy, safety                                benefits)
                    productivity, performance and                                                 and wellbeing (e.g. separate lunch time /
                    engagement levels of workforce                                                                                                                        ▪   Develop retention programs or special
                                                                                                  site, providing masks etc.)                                                 pay premiums for select workers (e.g.
                    ▪ Segmentation of workforce                                             ▪     Leaders to establish and lead the way in                                    frontline)
                      according to priorities (critical,                                          new ‘rules of engagement’ (e.g. work
Action Considered

                      core, enablers and non-core) to                                             protocols, maintaining safety distance, close                           Provide financial security
                      inform different measures that                                              contact etc.)                                                           ▪   Focus on the financial wellbeing of your
                      must be taken for each group                                          ▪     Seize opportunity to redeploy talent to                                     most vulnerable employees (e.g. employees
                      (e.g. performance, rewards, leave                                           support business priorities (e.g. parts of                                  below min. wage, OT reliance, combined
                      management, workforce return)                                               business with higher impact)                                                household income)
                    ▪ New rules of engagement:
                                                                                                                                                                          ▪   Support employee access to available
                      Implementation of guidelines,                                        Train & empower leaders
                                                                                                                                                                              government programs
                      policies and briefing to facilitate                                  ▪     Empower leaders, managers and
                      the returning workforce, with                                              supervisors to manage their team for areas
                      certain workforce segments                                                 within their control                                                     Protect emotional health
                      continuing to WFH
                                                                                           ▪     Provide supervisor training on preventing                                ▪   Review benefits programs to extend and
                                                                                                 spread of Covid-19, exclusion of workers                                     cover emotional health
                                                                                                 with symptoms, avoiding stigma, managing                                 ▪   Provide access to telemedicine for
                                                                                                 out-of-sight out-of-mind biasness, showing                                   employees to reach out for support, including
                                                                                                 empathy etc.                                                                 family wellbeing support

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Framework towards supporting WFH to maintain productivity and performance

Approach to managing a dispersed workforce in an uncertain and complex environment

       1 | Work Process                                                2 | Structuring Teams                                             3 | Leadership & People         4 | Technology & Enablers

                                                                      What is the team structure                                       What is the role of leaders to   What technology infrastructure and
  What is the nature of work and
                                                                    required to support delivery of                                   achieve business outcomes and      platform is needed to support a
     expected outcomes?
                                                                           work process?                                               manage employee well-being?          flexible and remote work
                                                                                                                                                                                  arrangement?
1. Nature of Work and Tasks                                   1. Organization of Teams                                           1. Communication & Engagement
  ▪ Review the nature of work,                                  ▪ Determine the segmentation of                                    ▪ Communicate proactively about      1. Technology Infrastructure &
    tasks and expected outcomes                                   teams delivering on work                                           all aspects of the business and       Tools
    (i.e. BAU, project basis,                                     outcomes, including                                                efforts undertaken                   ▪ Equip teams with necessary
    operational, deliverables etc.)                               categorizing by static vs. agile                                 ▪ Balance between projecting             technology and tools for
                                                                  teams (Leadership Team, Bus.                                       confidence and painting a ‘true’       remote work and collaboration
2. Measures and Targets                                           Enablers, Operations, Support                                      picture                                (e.g. home setup, remote
  ▪ Determine appropriate type of                                 Functions, COVID-Response                                        ▪ Find ways to motivate and              access, team discussion
    measures and targets (e.g.                                    Team, Org. Projects,                                               engage employees, reinforcing          facilities, file share)
    mix of KPIs and OKR) and                                      Employee Levels etc.)                                              purpose and values                   ▪ Implement strong and
    frequency (i.e. daily / weekly)                                                                                                                                         practical security standards
                                                              2. Clarity of Roles and                                            2. Decision-Making
3. Level of ‘Work Cadence’                                                                                                                                                  and practices
                                                                 Responsibility                                                    ▪ Establish clear decision and
  ▪ Establish the ‘work cadence’                                ▪ Ensure each team is clear of                                                                          2. Reporting & Dashboard
                                                                                                                                     escalation paths
    required to set the pace and                                  respective roles and                                                                                    ▪ Set-up targeted reporting &
    put in place sequence of team                                                                                                3. Empowerment & Enabled Teams
                                                                  responsibility, the priorities and                                                                        dashboard covering key areas
    events with clear agenda (i.e.                                                                                                 ▪ Provide empowerment and
                                                                  deliverables, milestones and                                                                              that should be monitored and
    check-ins, briefings, progress                                                                                                   discretionary authority to teams
                                                                  reporting mechanisms                                                                                      tracked
    updates)                                                                                                                         to make decisions for specific
                                                              3. Degree of Interdependencies                                         priorities / deliverables          3. Data Security & Management
                                                                ▪ Review the degree of                                                                                    ▪ Establish clear data
                                                                  interdependencies and the key                                                                             governance protocol to
                                                                  touch points (i.e. Interaction vs.                                                                        ensure no data leak or breach
                                                                  Collaboration)

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Poll #6 – Which of the following would be the greatest positive
impact on businesses other than digitalization? You can select
more than one answer

❑ Better cost management awareness

❑ More conscious about business critical functions

❑ Better communication, trust levels, and teamwork across all employee
  levels

❑ A more future-proof business continuity plan

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Making workforce transformation a reality

                                                                                Business Strategy and Value Drivers

        Current-State                                                 Reinventing jobs for                                        Strategic workforce panning
                                                                                                                                                                                        Solutions
     Analysis of capability                                               the future                                                (Baseline and Scenario)

                                                                                                                                                                                    Improved Business
                                                                 Identify jobs for redesign
                                                                                                                                           Business Demand                            Performance
           Organizational
             Alignment                                                                                                                         Planning

                                                                                                                             Gap/Surplus
                                                                                                                                                                                        Work
                                                               Deconstruct jobs into tasks
                                                                                                                                                                                       Strategy

           Linking Business
            and Workforce                                                                                                                   Internal Supply
                                                                      Re-evaluate tasks

                                                                                                                                                              Talent Availability
             Performance                                                                                                                       Planning
                                                                                                                                                                                        Action
              Outcomes
                                                                                                                                                                                     prioritization
                                                                      Optimise Work and
                                                                      Reconstruct Jobs
             Workforce                                                                                                                      External Supply
             Capabilities                                                 Identify Talent                                                      Planning
                                                                                                                                                                                    Impact and ROI
                                                                          Requirement

              Ongoing Monitoring of RoI + Technology + Change Management and Communication

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Assessing Talent risk

              Business Impact                                                                        Talent Pipeline                                                   Talent Inelasticity
 Immediate                 Long-Term
                                                         Business                Future Talent                    Internal                    External        Location          Work/ Output       Time to Full
  Business                  Business
                                                         Volatility                  Need                         Pipeline                    Pipeline       Dependence          Adjacency         Productivity
   Impact                    Impact
Without the              Without the                 Depending on                Based on our                Without an                  Without the         These roles        These roles        How long does
right people in          right people in             what happens                current                     existing labor              right people        are needed in      require            it take to
these roles,             these roles,                in the                      expectations,               pool in the                 available in the    a specific         significant and    become fully
business                 longer-term                 business,                   what is our                 organization,               market, hiring      location, and      frequent           proficient in
targets will be          strategic                   external                    future need for             there won’t be              and/or              there are few      interaction with   this role? As a
missed—goes              priorities will             market or with              talent in this              sufficient                  contracting         opportunities to   other roles for    rule of thumb,
beyond those             not be                      regulators, our             role? As a rule             movement to                 options will be     leverage cross-    work to be         H = more than
who are core to          achieved—                   need for the                of thumb, H =               fill these roles            limited (e.g.,      geography          completed—         1 year, M = 6
how we get               goes beyond                 number of                   more than a                 internally—                 risk is higher if   talent (H =        e.g., higher       months to 1
work done to             those who are               people in this              10% or 10                   e.g., risk is               it takes a lot      must be in a       score is based     year, L = less
those roles              core to how we              role and/or its             person ease                 higher if we                longer to find      set location       on the             than 6 months
with greater             get work done               key                         over current                don’t have an               people to fill      where work is      frequency,
impact on                to those roles              competencies                needs                       existing labor              these roles)        done onsite, M     duration and
current                  with greater                changes (H =                (whichever is               pool in key                 (H,M,L)             = must be in a     consequence
business                 impact on 3-                significantly, M            larger), M =                feeder roles, or                                broader area       of interaction
results (H,M,L)          year business               = moderately,               more than what              if we have                                      around a           with other roles
                         goals (H,M,L)               L = not at all to           we have today               significant                                     location but not   (H,M,L)
                                                     slightly)                   and L = what                turnover and                                    site dependent,
                                                                                 we have today               retirement risk                                 L = can be
                                                                                 or fewer                    in these roles                                  located
                                                                                                             (H,M,L)                                         anywhere)

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Wrap-up:Employers are minimizing business impact and optimising costs

                                     1           Reviewing of business priorities

                                          •     With the evolving situation, business priorities will be reviewed. Resources will be re-
                                                allocated according to the changing business objectives.
                                          •     Some employers are saving part of their salary budgets to incentivise key talent that may
                                                positively impact their business during an uncertain environment.

                                      2           Implementation of dynamic workforces

                                          •     Workforces will be optimised from a dynamic business environment and cost optimisation
                                                perspective.
                                          •     Companies are considering automation, free agents and contingent workers to accomplish
                                                work, and linking workforce performance outcomes with their evolving business needs.

                                       3            Acceleration of digital transformation

                                          •     Due to the recent changes in working arrangements and restriction of non-essential travel,
                                                digital transformation will be accelerated.
                                          •     Most organisations will embed digital functions into their business and chief digital officers
                                                will open up the pathway to successful digital transformation.

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Contact Details
                                                                                                                               Industry Lead

  Michael Ng
  Associate Director                                                                          ▪ Energy & Natural Resources
  Michael.Ng@willistowerswatson.com

  Aaron Yap                                                                                   ▪ Financial Services – Banking
  Senior Consultant,                                                                          ▪ Shared Service Outsourcing
  Aaron.Yap@willistowerswatson.com                                                            ▪ Executive Compensation

  Aiman Rosman                                                                                ▪ Financial Services – Asset Management,
  Senior Analyst,                                                                               Insurance
  Aiman.Rosman@willistowerswatson.com                                                         ▪ General Industry – Brunei

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THANK YOU!
  This material was prepared for your sole and exclusive use on the basis agreed with
  you. It was not prepared for use by any other party and may not address their needs,
  concerns or objectives. This material should not be disclosed or distributed to any third
  party other than as agreed with you in writing. We do not assume any responsibility, or
  accept any duty of care or liability to any third party who may obtain a copy of this
  material and any reliance placed by such party on it is entirely at their own risk.

  This material/advice/opinion has been prepared for general purposes only and does not
  purport to be and is not a substitute for specific professional advice. While the matters
  identified are believed to be generally correct, before any specific action is taken,
  specific advice on the circumstances in question should be obtained.

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