Yesterday, as is often the case, there was a good discussion in the HR Open Source Facebook Group. A group member posed a question stating she was looking for creative ideas as her company wants to offer additional benefits/perks beyond the basics (medical/dental/vision). Members of the community chimed in with all sorts of ideas
In conjunction with the SHRM 2017 Annual Conference and Exposition, SHRM released their 2017 Employee Benefits report (you can download the report here). There's lots of interesting information and data; one key finding is that organizations that added to their benefits offerings were most likely to do so in the wellness and health-related benefits
Have you taken a trip to a school lately – grammar school, high school, university? If so you’ve probably noticed the continuing tradition of labeling parking spots for a select few employees (Principal, Assistant Principal, 2nd Assistant Principal, etc).
This is true at a number of corporate organizations as well; the C-Suite folks get reserved
In the king-sized bed of core human resources accountabilities employee benefits nestles up alongside compensation and compliance in a ménage a trois of least sexy HR responsibilities. Snuggled together under a cozy fleece blanket these three are necessary to the effectiveness of a solid foundational HR program in every organization. But let’s face it;