With this in mind, benefits are becoming an increasingly important tool for attracting – and retaining – talent, with some employees valuing the perks that come with the company almost as much as they value the paycheck.
Companies have a responsibility for the health and well-being of their workforce, according to 73 percent of employees. Thankfully, 82 percent of employers agree. In terms of how these benefits are provided, employees value flexibility the most, with 58 percent seeking benefits that are customized to their unique personal needs and 47 percent wanting benefits that can adapt to alternative family structures, such as same-sex partnerships.
Asked to rank which benefits were “must haves,” unsurprisingly, health benefits were listed as most important, with 88 percent of respondents agreeing that it should always be a part of the perk package. Next in line was a tie between prescription drug coverage and 401K/retirement plans at 72 percent, followed by auto insurance and dental insurance (both 68 percent), home insurance (62 percent), life insurance (57 percent), vision care (51 percent) and long-term and short-term disability insurance (45 percent and 43 percent, respectively).
Beyond what we would consider “traditional” benefits, there were certain perks that were also of high interest to employees. For example, 75 percent of survey respondents said that they would be more likely to accept a job with a new employer if they offered flex-hours (shifting workday hours as necessary) and 74 percent indicated that this perk would make them more loyal to their current employer.
Similarly, the ability to work from home/in remote locations would make a new job more attractive to 64 percent of employees and make 66 percent of employees more loyal to their current company. This desire to have so-called “benefit experiences” reflects a growing need among employees for companies to “respect their personal lives and family structures,” according to the report findings.
Businesses are also placing increased stock in benefits. Specifically, 80 percent suggest that benefits can increase employee satisfaction, which is an increase from 77 percent in the year-earlier survey, 80 percent suggested the can increase employee productivity, up from 78 percent, 78 percent suggested it could increase employee loyalty, up from 76 percent; and 73 percent said it could attract new talent to the business, up from 71 percent.
Do you think these findings reflect the benefit needs of your company? Abel HR’s benefits experts can help you amend and entertain new benefit options based on your employee’s needs and wants. Connect with them at 800-400-1968 or email@example.com.
Before we dive in to how the fourth industrial revolution is going to change the face of HR, let us first discuss what an industrial revolution represents, and how we are already up to the fourth iteration! Now, in general, a technological revolution refers to any significant change in “the material conditions of human existence can reshape culture.” In general, it is associated with a series of changes—either material or ideological—after the introduction of a new device or system. To date, Western culture recognizes several major revolutions, including the financial-agricultural revolution, the industrial revolution, the second industrial revolution (a.k.a.
In the last year, buzz has emerged suggesting that there is no place in business for the performance review. We’ve read the articles, we’ve reviewed the data, we’ve even chatted about it internally, and we’re on the fence, so we figured we’d present the facts and let you decide whether you can drop them from your corporate to-do list. They Aren’t Capturing Metrics that Count If your employees are engaged in a production or sales role, you could ostensibly review them based on numerical targets. However, these numerical targets don’t look favorably on the salesperson that rarely closes his/her own