More Direct Compensation Instead of Employee Benefits

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More Direct Compensation Instead of Employee Benefits
Tang
If employees undervalue the cost of benefits, why should a company not drop benefits and simply add more direct ? Do you agree or disagree with this statement? (...) Read more? Sign up for free

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  The Value of Employee Benefits versus Direct Compensation
Daniele B., HR Consultant, Italy
  There are 4 situations which you must distinguish clearly:
  1. HR does not communicate the value of the benefits well.
  2. (Certain) employees do not understand the value.
  3. The benefits proposed are not in line with the needs (expectations) of the employees.
  4. Combinations of these 3.
Ciao.

  The Value of Employee Benefits for Employees
Jaap de Jonge, Editor, Netherlands
  @Daniele B.: I agree that first thinking about the various scenarios you mention is key to answering Tang's question.
As far as situation 3 is concerned, you might then start by analyzing: "What are the most important benefits for the employees I am targeting?"
The answer to this question varies across demographics, industries, geographies, etc.: A 55 year old senior manager will have different needs than a 35 year old receptionist and mother of two young children.
And she will have much different feelings about the ideal benefits package than a 22 year old fresh out of college.

   
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More Direct Compensation Instead of Employee Benefits


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