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Atricle Dump - 4 Simple Ways To Attract The Right Employees With The Right Benefits
How would you like to see your Service Department? As a necessary but problematic resource drain or as a resource that provides a positive and healthy ROI? We think most executives would prefer the second option. In this article, we make the case that a centrally positioned service department can act as a catalyst across many other functions to improve the efficiency of your company’s product development lifecycle, while improving your profit marg
The scope of your employee benefits survey should reflect your workforce and your goals, but at a minimum make sure you collect information about employee's likes and dislikes with the current package. Our firm has designed surveys from 10 questions to 150 with varying success based on the incentives offered to complete the survey.
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Benchmark the Competition
Benchmarking your competitor's employee benefits should be your first objective. Strategic positioning of your benefits in the competitive landscape should help retain your key talent, attract employees from your competitors, and ensure a maximum return on investment.
While this may sound like a huge task, benchmarking data can be found through national employee benefits associations such as the United Benefit Advisors. They survey over 9,600 employers around the nation, comparing employee benefits packages and costs from every industry.
Survey Your Employees
A robust benefits package often leads to happy employees at the expense of company profits. But with a little research, it's possible to have the best of both worlds. An employee survey is an easy way to collect the information needed to balance what employees want with what you can afford. Perform this with an internet survey tool and you could collect results from thousands of surveys in a short amount of time.
The scope of your employee benefits survey should reflect your workforce and your goals, but at a minimum make sure you collect information about employee's likes and dislikes with the current package. Our firm has designed surveys from 10 questions to 150 with varying success based on the incentives offered to complete the survey.
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Benchmark the Competition
Benchmarking your competitor's employee benefits should be your first objective. Strategic positioning of your benefits in the competitive landscape should help retain your key talent, attract employees from your competitors, and ensure a maximum return on investment.
While this may sound like a huge task, benchmarking data can be found through national employee benefits associations such as the United Benefit Advisors. They survey over 9,600 employers around the nation, comparing employee benefits packages and costs from every industry.
Survey Your Employees
A robust benefits package often leads to happy employees at the expense of company profits. But with a little research, it's possible to have the best of both worlds. An employee survey is an easy way to collect the information needed to balance what employees want with what you can afford. Perform this with an internet survey tool and you could collect results from thousands of surveys in a short amount of time.
The scope of your employee benefits survey should reflect your workforce and your goals, but at a minimum make sure you collect information about employee's likes and dislikes with the current package. Our firm has designed surveys from 10 questions to 150 with varying success based on the incentives offered to complete the survey.
Corporate Investment Recovery ProgramsEvery business eventually has items they no longer need. For some businesses this may be machine tools, processing lines, and even complete plants, while for others it’s overstocked inventory, end of life products, computers or vehicles. Most everything that flows through the billion dollar purchasing channels and supply chains of the world will some day be discarded or sold. sure a maximum return on investment.
While this may sound like a huge task, benchmarking data can be found through national employee benefits associations such as the United Benefit Advisors. They survey over 9,600 employers around the nation, comparing employee benefits packages and costs from every industry.
Survey Your Employees
A robust benefits package often leads to happy employees at the expense of company profits. But with a little research, it's possible to have the best of both worlds. An employee survey is an easy way to collect the information needed to balance what employees want with what you can afford. Perform this with an internet survey tool and you could collect results from thousands of surveys in a short amount of time.
The scope of your employee benefits survey should reflect your workforce and your goals, but at a minimum make sure you collect information about employee's likes and dislikes with the current package. Our firm has designed surveys from 10 questions to 150 with varying success based on the incentives offered to complete the survey.
Introduction to Document ManagementIf you've never used a document management system, then it is entirely possible that you aren't aware of how valuable these products can be. Companies and individuals who manage a diverse array of documents have found that document management systems serve to simplify their lives and make both storing documents and later obtaining those documents much easier.Many companies are forced to go the way ockage often leads to happy employees at the expense of company profits. But with a little research, it's possible to have the best of both worlds. An employee survey is an easy way to collect the information needed to balance what employees want with what you can afford. Perform this with an internet survey tool and you could collect results from thousands of surveys in a short amount of time.
The scope of your employee benefits survey should reflect your workforce and your goals, but at a minimum make sure you collect information about employee's likes and dislikes with the current package. Our firm has designed surveys from 10 questions to 150 with varying success based on the incentives offered to complete the survey.
Consultants News, of Peterborough, NH, is probably the most prestigious consultants news letter published and features world wide distribution. Awhile back, because they receive many questions about “how to value consulting firms” . . . . . whether they're mid-sized firms being acquired by industrial giants, or founding partners assessing fair valuation when new partners are appointed. To deal with CN's coverage of this topic, they asked Charlotin a short amount of time.
The scope of your employee benefits survey should reflect your workforce and your goals, but at a minimum make sure you collect information about employee's likes and dislikes with the current package. Our firm has designed surveys from 10 questions to 150 with varying success based on the incentives offered to complete the survey.
Institute a Wellness Program
National statistics show that employers save 3 dollars for every 1 dollar they invest in a wellness program. Additionally, a NASA study shows that employees who participate in an exercise program average a 12.5% increase in productivity. Healthy employees are happy and productive employees and instituting a wellness program is a key to accomplishing this.
A recent case study of a law firm in West Virginia revealed a 36 percent increase in attendance during the first year of instituting a wellness program. This means that if you don't have a wellness program, you should get one started today, especially if your company has over 100 employees and your medical insurance claims experience is examined every year to determine your premium rates. A well designed and communicated wellness program can impact every corner of your company.
Get Creative
Too many companies think employee benefits ends with insurance. But your total benefits package should include a wide variety of both traditional and non-traditional vehicles for offering employee benefits.
Things like dry cleaning pickup and gym discounts can be negotiated by an employer and offered for free to employees. Offering direct deposit or company products at a discount are also examples of inexpensive employee benefits. More expensive benefits might include on-site child care or on-site medical care.
Don't limit yourself to thinking about employee be
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