Nowadays, the business universe has changed, and it has had to adapt its programs, projects, and goals to the specific needs of its human resources. One of the most effective solutions today is to solve the particular problems of employees in the benefit plans, a mechanism robust enough to generate a whole ‘catalog’ tailored, perfect for supplying the employee’s needs. Each the organization is unique, as is its human capital. Thus, it is up to each one to go one step ahead of the others and ensure to all their human talent the provision of a comprehensive wellness scheme, in which employees are given a
the genuine offer of value for their lives.
Also, it is up to each of them to formulate a complete motivational scheme, in which the company’s objectives are aligned with the happiness of each of its collaborators. For this reason, we give you these five tips to build or modernize the strategy implemented in your group benefits plan:
1. Know your employees
In your company, there are collaborators of all ages and each generation demands different aspects. That is why it is essential to know the evolution in your the team’s generational changes and take into account their moment of life, offering them options that positively impact each one’s needs.
2. Renew your plan
Rethinking the approach that your program has had is vital. To fully develop each person (workspace, family group, professional environment), this will ensure the ideal the balance between the traditional transactional incentives and the new strategies
that gives particular value to the benefit plan.
3. Do market research
Studying initiatives that have impacted other companies will open up the landscape to a more specific analysis of the models you can restructure to the business environment. Also, being clear about the benefits leading the market will allow you to argue and define precisely what is the need for this investment in the accounting area.
4. Determine ROI
(return on investment)
After evaluating how the market niche in which you perform is behaving, support the budget allocation with valid arguments. Is the plan that is going to be undertaken to go to generate retribution in the business results? Carefully analyze which problems are going to be covered: turnover, lack of competitiveness in the market, changes in technology, development of human talent, among others.
5. Study the plan carefully
Finally, you must ask yourself about every aspect of your program. What are the costs? How flexible is your plan to impact the needs of all employees? What will be the costs associated with each initiative to be included? What corporate agreements will the company have? How are you going to communicate? Dedicate yourself to solving each of the questions, before proposing your plan to the Human Management Department.
Remember that there is no more valuable resource in any organization than human capital. They are the ones who must be benefited within the company, with benefits the plan that generates value in their lives, favoring their labor, professional and human aspects.
