UBP blog

01/12/2009

Productive employees know how much they’re worth.

Filed under: employee benefit communication — ubpblogger @ 1:13 pm
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Productive employees also know the total cost of each individual benefit given to them. Knowing the complete value of their benefits leads employees to complain less about the benefit-related costs they incur. For instance, an employee may complain that he or she is required to contribute 100 dollars per-month to medical insurance coverage. However, when that same employee realizes that the 100 dollars is merely 10% of the total cost of the plan, he or she will appreciate the employer’s contribution of 900 dollars that much more than before. More than likely, this new level of appreciation will cause the employee to complain considerably less.

A simple way of calculating employee productivity involves taking an employee’s output and dividing it by an employer’s input (i.e. labor costs, hours worked). The components that go into an employee’s total output generally include performance related variables (i.e. dollars in sales, units produced) as well as measures of workmanship, adherence to company rules and regulations and the absence of complaints. If fewer complaints means higher levels of employee output and employees who know their worth make fewer complaints, it is plain to see that a clear, comprehensive benefits communication plan increases employee productivity.

The HR in a Box™’s Total Compensation Statements are designed to clearly communicate each employee’s net worth to a company in terms of salary plus employer contributions for each individual benefit. Tabular and graphical cost break-outs allow both verbal and visual learners to view the total picture of their benefits and compensations.

Isn’t it time your employees stopped taking your contributions towards their benefits plans for granted?

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01/09/2009

Has your company embraced the new technologies and communication tools needed to attract and retain top Generation Y talent?

Generation Y adults and future working adults, drawn from among the individuals born between 1979 and 1999, increasingly view their jobs and a means of building transferrable skill portfolios and leveraging them across various industries and positions.  Unlike Baby Boomers and Generation X employees, these individuals are less likely to be loyal to one company for their entire professional careers. The US government has predicted that by the age of 38, the average Generation Y working professional will have had upwards of 10 to 14 jobs. 

Generation Y workers expect the workplace to be a supportive environment where goals are clearly articulated and feedback is immediately available. They are tech-savvy, voracious researchers with the ability to access a limitless supply of information with the click of a mouse.

Generation Y employees are also financially savvy. A September 2008 survey conducted by Diversified Investment Advisors revealed that 37% of Generation Y workers expect to start saving up for retirement before they turn 25. Further, 49% of Generation Y workers say that retirement benefits are a very important determining factor in choosing a job.

Is your company prepared to address the needs of an increasingly more inquisitive and empowered workforce? Generation Y employees will have many questions about their benefits packages Can your company’s HR Manager answer them with clarity and accuracy?

Findings from the 2007 Career Builder Gen Y at Work survey showed that 87% of hiring mangers and HR professionals say that some or most Generation Y workers feel they are more entitled in terms of compensation, benefits and career advancement than are older generations.  Are you prepared to engage in informed interactions with Generation Y employees about compensation and benefits?

 

The Gen Y at Work survey also revealed that 49% of HR professionals and hiring managers feel that the most pronounced difference in communication between Generation Y workers and those from earlier generations is that Generation Y workers communicate the most via electronic means.

 

The HR in a BoxÔ helps companies embrace the influx of Generation Y workers into the workplace because it integrates the solutions to three key Generation Y expectations: technology utilization, research capabilities and comprehensive benefits information that HR professionals can communicate with ease.

 

Baby Boomers are retiring, and many Generation X workers are opting out of long hours. This leaves Generation Y workers in high demand. The HR in a BoxÔ will help your HR Department manage this rapidly growing pool of diverse human capital with unique needs. 

Universal Benefit Plans brings the HR and benefits-management capabilities of the Fortune 500 firms to small and mid-sized companies. It eliminates manual benefit administration and empowers employees through 24/7 access to comprehensive benefits information with the click of a mouse. The HR in a Box™’s double layer encryption ensures that all your company’s personal data on file is protected an secure. Visit our website and click on the “Products” tab to learn more about how The HR in a Box™ can benefit your company.

               

01/05/2009

The HR in a Box™ HR Forums allow employers to tap into seasoned policy and compliance expertise.

No HR decisions concerning policy violations or job performance ever occur in a vacuum.  Wrongful terminations are often grounds for legal action, especially when injury, illness and disability are involved. HR Managers face complex scenarios every day, especially given the current economy where cost cuts and layoffs are occurring more frequently than ever. 

The HR in a Box™’s HR Forum allows experienced and novice HR professionals alike to make complicated judgment calls backed by the advice and support of HR experts. The Forum’s most vibrant participants make themselves available and accessible to answer your toughest questions based on prior knowledge and past experience.  Do you ever feel uncertain because the HR decisions you’re making for your company are based on zero precedent? With the HR Forum, this will no longer be the case. Many of our participants have been human resources professionals for more than a decade and can speak from multiple experiences with your most taxing situations.

HR Forum participants are employed in all 50 states so state-specific discipline, performance, termination and policy issues can be accurately addressed on a state-by-state basis. Do you know the subtleties of your state’s employment laws and regulations? If you’re unsure about these, let our Forum experts clarify the essential information for you. Think of the HR Forum like being back in school only now, when you have a question, thousands of “teachers” from across the nation will hear you ask it.

Universal Benefit Plans’ leading-edge employee benefits and HR management solution The HR in a Box™ not only strengthens your HR decision-making capabilities through expert opinion and accurate, up-to-the minute information delivery, it also eliminates manual benefits administration, empowers employees through 24/7 self-service access to clear and comprehensive benefits communication and serves as a mechanism for uniform delivery of HR communication.

 

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