Employer involvement in defined contribution investment education.
In this paper the authors consider the personnel problems that may arise for defined contribution plan sponsors if major market corrections cause older employees to delay retirement beyond previous expectations. We move from that basic premise to argue that, given the continued evolution from defined benefit (DB) to defined contribution (DC) retirement plans, employers need to be more "proactive" in educating their employees about their retirement planning. A human resources perspective is used to support this argument, apart from and in addition to legal considerations such as ERISA Section 404(c). Specifics of employer involvement and its place as a component of an organization's culture are discussed. Finally, recommendations are given for employers to consider.
Blau
G
G
Human Resources Administration Department, Fox School of Business and Management, Temple University, USA.
VanDerhei
J L
JL
D000328:Adult; D004651:Employment; D006801:Humans; D007318:Inservice Training / Q000458:organization & administration*; D007449:Investments; D008875:Middle Aged; D015279:Organizational Culture; D010559:Personnel Management / Q000379:methods; D012179:Retirement / Q000191:economics*; D014481:United States