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The sheer number of modest, inactive 401(k)s — along with the friction in the industry that makes it difficult to seamlessly transfer the balances from plan to plan as participants change jobs — is causing a lot of undue stress.

Companies are showing love to human resources as more capital is being spent on critical roles in departments across the country.

Plan sponsors must continue to offer automatic plan features and do a better job of vetting target-date funds.

Employees often don’t save enough, and few utilize auto-escalation.

A new survey looks at trends in fees and investment options — and shows there’s lots of room for improvement.

Advisers must weigh the pros and cons and ask themselves: How badly do I want this?

IT plays a major role, but advisers should first help HR develop an employee engagement goal, then use proper tools to achieve it.

The deal aims to expand the payroll provider’s HR outsourcing business.

HR software firm Paycor executive Dan Mayton shares why advisers must take advantage of strategic vendor relations to utilize data that will enhance employee communications and maintain business.

With the goal of improved participant outcomes, a simplified approach using straightforward language could be more attractive to employees.