Post by bipul114 on Feb 28, 2024 1:11:17 GMT -5
Policy offers many gains for companies that adopt it. Therefore, we will present tips on how to prepare it. Check out! Consider the company profile The first step in developing a benefits policy is to consider the company's profile. There is no point in bringing a games room into the physical structure of the business if people do not consider this to be a positive aspect for their day-to-day work (consequently, they would not attend). Furthermore, it is also important for the team to consider its goals for the future and current bottlenecks. Is the image in the market still an obstacle to bringing in new talent? In the future, does your business want to be seen as one of the best companies to work for? Having these aspects well defined will allow the policy to target these goals, which helps the HR area to analyze whether the changes brought about actually reflect changes in the organization's routine.
Survey the team We mentioned organizational climate research, which aims to understand people's perception of benefit policies. However, in this case, we are referring to a more direct search. Apply a form to the entire company with the aim of understanding which benefits would actually make a difference. Study some alternatives on the market, so that the research implemented internally is Macedonia Phone Number more focused. Among them, it is possible to offer: culture voucher; partnerships with gyms, which will offer discounts for your team; scholarship; incentive travel; awards on commemorative dates; internal tournaments; between others. Study financial viability Regardless of the strategy adopted by your business, it is important to analyze its financial viability. For this reason, check what the budget would be allocated to provide the benefits analyzed and assess whether this will not negatively impact the organization as a whole.
There are benefits, for example, that generate almost no impact on the organization's cash flow. Offering a day off on an employee's birthday is a good example of this – it makes a difference to the person without having to allocate a specific amount to meet this demand. Additionally, study the possibility of partially paying for some types of benefits. Medical insurance is a good example. In any case, these investments must be foreseen in the annual financial planning, which will guarantee better decision-making by Human Resources. Take care of bureaucratic aspects Any strategy that involves employee costs requires considering some bureaucratic aspects. After all, it is necessary to report these expenses to accounting, so that the company is up to date with legislation and does not fail to declare any type of investment.
Survey the team We mentioned organizational climate research, which aims to understand people's perception of benefit policies. However, in this case, we are referring to a more direct search. Apply a form to the entire company with the aim of understanding which benefits would actually make a difference. Study some alternatives on the market, so that the research implemented internally is Macedonia Phone Number more focused. Among them, it is possible to offer: culture voucher; partnerships with gyms, which will offer discounts for your team; scholarship; incentive travel; awards on commemorative dates; internal tournaments; between others. Study financial viability Regardless of the strategy adopted by your business, it is important to analyze its financial viability. For this reason, check what the budget would be allocated to provide the benefits analyzed and assess whether this will not negatively impact the organization as a whole.
There are benefits, for example, that generate almost no impact on the organization's cash flow. Offering a day off on an employee's birthday is a good example of this – it makes a difference to the person without having to allocate a specific amount to meet this demand. Additionally, study the possibility of partially paying for some types of benefits. Medical insurance is a good example. In any case, these investments must be foreseen in the annual financial planning, which will guarantee better decision-making by Human Resources. Take care of bureaucratic aspects Any strategy that involves employee costs requires considering some bureaucratic aspects. After all, it is necessary to report these expenses to accounting, so that the company is up to date with legislation and does not fail to declare any type of investment.