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单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,#,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,#,What is a benefit?,A benefit is an indirect reward given to an employee or group of employees for organizational membership.,Benefits often include retirement plans,vacations with pay,health insurance,educational assistance,and many more programs.,Benefits are a vital part of the total compensation,total compensation:$26.86,benefits:$8.04,BENEFITS AND HR STRATEGY,Challenge,：,to balance the growing cost of benefits and the use of them in accomplishing organizational goals,Benefits are a vital part of the total compensation,Benefits approach depends on many factors,Strategic Benefits Considerations,Competitive Advantage,Workforce Attraction and Retention,Benefits Management,Benefits Communication,Benefits as Competitive Advantage,aid recruiting and retention,impact organizational performance,and meet legal requirements,reinforcing the company philosophy of social and corporate citizenship,meet responsibilities to employees,Global Benefits,Benefits vary from country to country.,influence employees,decisions about which particular employer to work for,whether to stay with or leave an employer,and when to retire,represent a somewhat more valuable reward to employees than an equivalent cash payment,Role of Benefits for Workforce Attraction and Retention,BENEFITS MANAGEMENT AND COMMUNICATIONS,EFFECTIVE BENEFITS MANAGEMENT,Benefits Design,Benefits Administration,Technology Administration,Benefits Measurement,Cost-Control Efforts,Communication to Employees,How much total compensation,including benefits,can be provided?,What part of the total compensation of individuals should benefits constitute?,Which employees should be provided which benefits?,What expense levels are acceptable for each benefit offered?,What is being received by the organization in return for each benefit?,How flexible should the package of benefits be?,Benefits Design,Part-Time Employee Benefits,？,Flexible Benefits or Standardized Benefits,？,Flexible Benefits,Definition,：,program that allows employees to select the benefits they prefer from groups of benefits established by the employer.,Problems,：,an inappropriate benefits package,may be chosen by an employee,；,only,higher-risk employees select and use certain benefits.,Flex plans will likely continue to grow in popularity.,benefits administration responsibilities can be split between HR specialists and operating managers,HR specialists play the more significant role,but managers,must assume responsibility for some of the communication,aspects of,benefits administration.,HR and Benefits Administration,Typical Division of HR Responsibilities:Benefits Administration,HR Technology and Benefits,communicate benefits information,conduct employee benefits surveys,and facilitate benefits administration.,decrease expenses,increase positive communication,and effectively connect people across many different HR functions,including benefits management,Benefits Measurement,Major means,：,reducing or dropping benefits,cost sharing,using wellness programs,adding employee health education efforts,changing prescription drug programs,Benefits Cost Control,Ignorance of the values and costs,employees,own decisions about benefits and generalized health.,Benefits communication and satisfaction of employees with their benefits are linked.,timing and frequency,the communication sources,and the specialized content.,Benefit statement,Benefits Communication,TYPES OF BENEFITS,How the Typical Benefits Dollar Is Spent,SECURITY BENEFITS,Workers,Compensation,provides benefits to persons who are injured on the job.,Unemployment Compensation,An employee who is out of work and is actively looking for employment normally receives up to 26 weeks of pay,at the rate of 50%to 80%of normal pay.,Severance Pay,offered by employers to individuals whose jobs are eliminated or who leave by mutual agreement with their employers.,HEALTH CARE BENEFITS,Rate of escalation rate of inflation,change in earnings,increase in GDP,“,Why are we offering these benefits anyway?,”,Uninsured Workers,Retirees,Health Benefits Costs,Increases in Health Benefits Costs,Controlling Health Care Benefits Costs,Changing Copayments and Employee Contributions,Using Managed Care,preferred provider organization,(PPO),health maintenance organization,(HMO),Mini-Medical Plans,Health plan that provides employer financial contributions to employees to help cover their health-related expenses.(CDH plan),the increases in health care benefits costs are shifted to employees,the focus of controlling health care usage falls on employees,Consumer-Driven Health Plans,Components of Consumer-Driven Health Plans,Health Savings Accounts,（,HSA,）：,High-deductible health plans with federal tax advantages.,Health Reimbursement Arrangements,(HRA),：,health reimbursement account/personal care account,Health plan in which the employer sets aside money in a health reimbursement account to help employees pay fo
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