Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

Who benefits from benefits?

Who benefits from benefits? PurposeThis paper aims to review the role of benefits within the employee engagement mix of activities and products and provide three areas for strategic improvement.Design/methodology/approachThe paper examines surveys and some well-known models for the inclusion of benefits in employee remuneration and draws on any insights that study uncovers.FindingsThe findings are that employee benefits should be critically appraised on an annual basis, not simply added to because they seem popular or are “in the news”.Research limitations/implicationsNo specific research was undertaken, as this was a viewpoint of current commercial practice.Practical implicationsEmployers should recognize that spend-to-get benefits require participants to spend their own money and therefore represent a cost to employees rather than a benefit. Employers need to research benefits take-up and participant opinions if the value of introducing them is to be fully realized. Communicating the features of benefits is usually poorly done by internal HR teams.Social implicationsBetter scrutiny of the benefits basket and a closer eye on their effectiveness are required.Originality/valueThis is a considered view taken from the experience of running a number of commercial engagement programmes in the past 12 months with a view to helping practitioners avoid costly mistakes in future. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Strategic HR Review Emerald Publishing

Who benefits from benefits?

Fisher, John Gerard
Strategic HR Review , Volume 16 (3): 8 – Jun 12, 2017
Download PDF
8 pages

Loading next page...
 
/lp/emerald-publishing/who-benefits-from-benefits-piPjEwvdHo

References (4)

Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
1475-4398
DOI
10.1108/SHR-01-2017-0007
Publisher site
See Article on Publisher Site

Abstract

PurposeThis paper aims to review the role of benefits within the employee engagement mix of activities and products and provide three areas for strategic improvement.Design/methodology/approachThe paper examines surveys and some well-known models for the inclusion of benefits in employee remuneration and draws on any insights that study uncovers.FindingsThe findings are that employee benefits should be critically appraised on an annual basis, not simply added to because they seem popular or are “in the news”.Research limitations/implicationsNo specific research was undertaken, as this was a viewpoint of current commercial practice.Practical implicationsEmployers should recognize that spend-to-get benefits require participants to spend their own money and therefore represent a cost to employees rather than a benefit. Employers need to research benefits take-up and participant opinions if the value of introducing them is to be fully realized. Communicating the features of benefits is usually poorly done by internal HR teams.Social implicationsBetter scrutiny of the benefits basket and a closer eye on their effectiveness are required.Originality/valueThis is a considered view taken from the experience of running a number of commercial engagement programmes in the past 12 months with a view to helping practitioners avoid costly mistakes in future.

Journal

Strategic HR Review – Emerald Publishing

Published: Jun 12, 2017

There are no references for this article.