Employee Benefits
Employers are using employee benefits to retain and attract competitive employees. They educate the employees about the benefits to help them in making critical decisions. In XYZ Company, where I used to work, the employers used to offer Paid-Time-Off benefit, retirement benefits, financial benefits, family and medical leave as well as health and life insurance benefit as outlined in chapter 8. Additionally, they offered employee stock options benefits and relocation and housing options.
During the orientation of employee benefits or whenever we asked the employer to explain to us our benefits, they communicated with us expertly to enable us to understand benefit offerings. They always informed us about the available options, what they entail, and the steps we needed to take to obtain the benefits. They encouraged us to ask questions wherever we failed to understand. They used the simple, clear language and avoided using a one-size-fits-all method to engage all their employees. The employers also explored more options to provide more voluntary benefits for financial security such as disability and life insurance to help workers and their loved ones feel secure. They have a comprehensive rewards program which they update annually to allow employees to earn back money for health issues like pregnancy, diagnostic tests, and regular checkups.
I would recommend XYZ human resource manager to customize plans to satisfy individual needs, communicate the benefits beyond open enrolment and make it easy for employees to sign up for the benefits. The employers should talk about employee benefits in a manner that reflects life events and seasons within a year instead of limiting those talks to open enrollment to help employees make better purchasing decisions. They should customize their plans by offering many benefit options, including dental, medical options and allowing workers to choose affordable plans to meet their personal needs. They should also replace their long, complicated signing up process with an easy one to prevent employees from obtaining benefits somewhere else. They should provide full administrative support to enrol workers issue appropriate notices, and take additional work off human resource desk.