A tough economy means tough decisions for HR: Which benefits do we offer and which should we stop? At the same time, we all know that an organization’s benefits play an enormous role in attracting and retaining valuable employees.
So we seek a happy medium: We transfer some benefits costs—and the decision-making about them—to employees. That saves our organizations money, and it also frees up time for HR to spend on value-added activities such as staffing, organizational development, and recruiting—rather than on .
It is possible for an organization to keep or even add while tightening its belt and saying no to labor-intensive new products. How?
Offer more voluntary benefits, which require little to no administration by HR and are paid for entirely by employees who choose to accept them. By working closely with your insurance carriers, you can identif...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Don't shoot yourself in the foot! If you praise extra work, pay for it
- Planning to offer bigger raises this year?
- Undocumented workers aren't eligible for unemployment
- Why your wellness program probably isn't working