Discussion Board - Coursework Example

Discussion Board Based on the knowledge of Discretionary benefits Discretionary benefits are benefits, which are voluntarily awarded to employees. The payment of discretionary benefits is usually done when a company is considering the laying-off of its employees. Additionally, an ideal criterion is established to help in the determination of the discretionary benefits to be paid to each worker. According to Condrey (2014), discretional benefits include payment for time not worked, health and security benefits, employee services, and premium pay.

Performance appraisals can be done based on the possibility of providing discretional benefits. However, the human resource management must make an informed decision pertaining to the award of discretional benefits. The early retirement of employees has merits and demerits to an organization. Therefore, the management must be certain that a decision taken will lead to benefit the organization. The move usually helps in the reduction of anxiety concerning post-employment benefits. Moreover, the initiative benefits the firm given that it spends fewer employees compare to post-retirement benefits.

The payment for time not worked affords the employees time for sick leaves, vacations, holidays and bereavement time (Beam and MacFadden, 2010). The benefit is ideal given that it indirectly boosts the performance of the employees. Moreover, it also acts as a performance appraisal time. The work of the employees is reviewed while they are away; hence, the payment for time not worked is a benefit to the company. Additionally, the paid vacations provide the employees with time for rejuvenation and reflection on their goals while working in the firm.

The premium pay also motivates the employees because it is a direct compensation for working in adverse conditions and working for long hours. Therefore, discretionary benefits boost the performance appraisal of employees. Specialized insurance benefitsSpecialized insurance benefits are offered when the clients are faced with emergencies. The benefits enhance a client’s financial security and preparedness for future events. The employment insurance benefits help the clients who have lost their jobs inadvertently.

Employees can lose their jobs due to many factors, including a shortage of work and massive layoffs especially during organizational restructuring exercise. According to McCall (2014), specialized insurance benefits are also awarded to the employees when they have no alternative pertaining to the job vacancies. Additionally, clients can be guaranteed outpatient care when the insurance benefits pertaining to health care insurance benefit. The specialized insurance also eliminates uncertainties associated with the insured elements.

The elimination of uncertainty affords the insurance clients peace of mind to carry out other activities. Specialized insurance also serves as a stimulant for business enterprise. The specialized insurance enables a client to apply enterprising knowledge on leveraging on his projects. The insurance also enhances a client’s savings because the amount saved for the insurance is safe, and the client can recover the money in case of any eventuality (Rosenbloom, 2008). It saves the client from financial frustrations in the event of an emergency.

The specialized insurance is also a form of fair distribution of costs. The risks involved in the element of insurance are usually costly. Therefore, a client will be in an awkward state in case he did not insure against a certain risk element. For instance, car accidents result in the wreckage of cars, which are valueless. The special insurance benefits compensate the owner of such a misfortune. Therefore, it is worthwhile to be insured because the benefits of special insurance surpass the cost of special insurance.

ReferencesBeam, B. T., & MacFadden, J. J. (2010). Employee benefits. Chicago, Ill: Real Estate Education Co.Condrey, S. E. (2010). Handbook of Human Resource Management in Government. New York, NY: John Wiley & Sons.McCall, B. P. (2014). The impact of unemployment insurance benefit levels on recipiency. Minneapolis, MN: Industrial Relations Center, University of Minnesota.Rosenbloom, D. (2008). Employee benefits: A guide for health care professionals. Gaithersburg, Md: Aspen Publishers.