comp and benefits as a talent attraction strategy
TRANSCRIPT
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Comp and Benefits as a Talent Attraction Strategy
Robin Schooling, SPHR, SHRM-SCP North Alabama SHRM September 2015
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Employee Benefit!!!!
unemployment insurance FMLA
worker’s comp
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why?
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total rewards
h/t to Caeser’s Entertainment
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Compensation: Pay provided by an employer to its employees for services rendered (i.e., time, effort, skill). This includes both fixed and variable pay tied to performance levels
Benefits: Programs an employer uses to supplement the cash compensation employees receive. These health, income protection, savings and retirement programs provide security for employees and their families.
Work-Life Effectiveness: A specific set of organizational practices, policies and programs, plus a philosophy that actively supports efforts to help employees achieve success at both work and home.
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Recognition: Either formal or informal programs that acknowledge or give special attention to employee actions, efforts, behavior or performance and support business strategy by reinforcing behaviors (e.g., extraordinary accomplishments) that contribute to organizational success.
Performance management: The alignment of organizational, team and individual efforts toward the achievement of business goals and organizational success. Performance management includes establishing expectations, skill demonstration, assessment, feedback and continuous improvement.
Talent development: Provides the opportunity and tools for employees to advance their skills and competencies in both their short- and long-term careers.
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Foundation stuff
compensation: job evals, pay philosophy, pay structure
benefits: medical, dental, 401(k)
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year after year...
• plan year begins
utilization review
• action items
bid/renewal • roll out
and open enrollment
plan year begins
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why?
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Design & Redesign of
Total Rewards
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2014 Global Top Five Total Rewards Priorities Survey
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2014 Global Top Five Total Rewards Priorities Survey
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2014 Global Top Five Total Rewards Priorities Survey
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Summary of findings ¡ majority of organizations have offered the same
amount (58%) of ER sponsored benefits or have increased (35%) the number of benefits offered
¡ few are eliminating health care benefits
¡ many are changing composition of health care plans (i.e. preventative)
¡ many shifting greater burden of costs onto employees
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increasing
¡ HSAs and contributions to HSAs
¡ mental health care coverage
¡ contraception coverage
¡ vision insurance and laser surgery
decreasing
¡ Flexible Spending Accounts
Health Care
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increasing
¡ health and lifestyle coaching
¡ smoking cessation programs
¡ premium discount for risk assessment
decreasing
¡ on-site stress reduction
¡ nap rooms
Wellness
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increasing
¡ Roth 401(k)s
¡ one-on-one investment advice
decreasing
¡ defined contribution plan loans
Retirement Savings
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increasing
¡ spot bonuses
¡ nonexec signing bonuses
¡ donations for charity events
decreasing
¡ auto subsidy
¡ credit unions
¡ payroll advances
Financial
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increasing
¡ pay cards
¡ shopping discounts
¡ pet insurance
decreasing
¡ postal services
¡ subsidized on-site cafeterias
¡ executive club memberships
Services
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“Benefits plans should be viewed by HR professionals as a vital tool in their retention and recruitment strategies.”
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Global Workforce Insights for Compensation: Q2 2015
1. vacation time and PTO policies
2. healthcare benefits
3. retirement savings
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1969
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BENEFITS QUARTERLY, 2014 Neil Howe, LifeCourse Associates
56% of Gen Y agree: benefits important for selecting their employer
25 points higher than older boomers!
63% of Gen Y: benefits are reason they’ve stayed with employer
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BENEFITS QUARTERLY, 2014 Neil Howe, LifeCourse Associates
• financial planning • tax preparation assistance • hands-on relocation assistance • education programs on individual
finance/retirement planning • ...and voluntary benefits
what benefits matter?
Gen Y ...NOT boomers!
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Alignment with Strategy & Brand
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competition or collaboration?
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do your Total Rewards repel?
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do your Total Rewards attract?
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what employee benefits have you added/removed as a direct response to needs/want of employees or in order to improve talent attraction?
how much importance are candidates placing on benefits?
which of your benefit offerings are specifically designed to align with your employer brand or your organizational strategy?
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Challenges & Opportunities
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a story from the HR trenches
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“I can’t afford the gas to get to work.”
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alignment: brand & strategy
benefits
¡ retirement plan redesign
¡ sick leave; eligibility & carry-over
¡ vacation – pay out
talent development
work-life effectiveness
¡ on-site gym
¡ additional vacation
¡ floating holidays
compensation recognition & rewards
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Communication
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Branding your benefits - #sexyHR
#unsexyHR
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Global Workforce Insights for Compensation: Q2 2015
1. vacation time and PTO policies
2. healthcare benefits
3. retirement savings
candidate attraction
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employee retention
¡ a voluntary benefits scheme needs to be well communicated and promoted to ensure employees engage with it
¡ using benefits champions and savings examples can help engage staff
¡ communication must be ongoing and kept relevant to maintain employee engagement
employeebenefits.co.uk “How to build engagement with voluntary benefits,”July 2015
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my POV what can we learn...?
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total rewards should be meaningful to employees,
differentiate the company, and align with brand and strategy
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additional resources
¡ Employee Benefit News benefitnews.com
¡ Employee Benefit Research Institute ebri.org
¡ International Foundation of Employee Benefit Plans ifebp.org
¡ International Society of Certified Employee Benefit Specialists iscebs.org
¡ World at Work worldatwork.org
¡ Employee Benefits employeebenefits.co.uk