Employees Benefits Issues - Assignment Example

19, March 2009 Assignment 3 Doha – Solve It Employees Benefits After the preliminary investigation that had been conducted as to what our competitors are offering their employees, it was found out that our company is way behind the range of benefits being offered by the other companies to their employees. While it is true that our company’s employee benefit package can be considered the best, described as “Bare-Bones”, that is offering only what is required by law (mandatory benefits), I believe it is our prime duty to give attractive employee benefit package to our employees in order to get the best from them in return. As the newly appointed HR manager, I believe that it is my duty to look after our employee’s needs and benefits. I had the chance to have a glance at the employees individual profiles and I noticed that, the employees are mostly young, responsible, dedicated and decent college graduates who are in their first of second job. They are witty and they have the knack to work well with others. They are courageous, and I can see in them that if they are properly taken cared of, they would become assets to the company. There is also a mix of both Qataris and expatriate employees in the workforce. Some of them are married with young children, but most of them are still single and are very responsible and dedicated to their work during their work time. Dedicated as they are to their respective areas of responsibilities, they also value their free time away from work and lead very active lives outside of work. They are involved in many different recreational and sporting activities. The following are the proposals that I have in mind, which I intend to discuss with the members of the board in the board meeting which is to be held on April 5, 2009. Health Benefits: Standard health benefits package which includes varying degree of health coverage, and a few fringe benefits. The health benefit would cover about 80% of the cost of medical insurance for employees and their dependents, depending on the age and marital status of the workforce, or a choice between HMO (Health Maintenance Organization) and a PPO (Preferred Provider Organization). The HMO dental coverage is to be included as health benefit and would follow a similar 80-20 pattern. Vision coverage is also to be added. Vision coverage includes free annual eye examination plus a yearly allowance for new glasses or contact lenses. Long-term disability is a standard health benefit to protect income for ongoing family needs in the event of a catastrophe. Since no benefit plan would satisfy all the workers, we should strive for flexibility. For example, the older employees would want to care about the hospital confinement or may opt for greater flexibility in choosing their own doctors, while the younger employees would prefer the reduction of their copayments and other out-of pocket expenses. Extension of benefits to their beneficiaries must also be discussed. Pension plans or accidental plan must also be extended to the workers. Workers who meet accidents in time of work must be given extended sick leaves and/or vacation leaves. Partial disabilities resulting from accidents must be given just compensation. This means that, employees doing dangerous work must be awarded insurance plans so that in case of accidents or disabilities, the concerned employee would not have to worry about future expenses that his family will incur in the days ahead. A company doctor and a nurse must be available inside the premise at all times because we could never predict when accidents happen. Family Friendly Benefits In areas other than insurance, I can safely say that, a staff will be more loyal and productive if they know that their family’s needs are met. As much s possible, we must accomplish without burdening the company’s staff member’s pay check. In order to lessen the burden of delays in paying the salaries of employees, the use of a debit card must be introduced to them. They can use the debit card to withdraw their pay check straight from the bank. A system can also be introduced to them so that they can use the debit card in some other transactions within the company’s premises. We can also offer flexitime, telecommuting and maybe, it would be very significant for the employees if we allow them to bring their children to the office after school hours. The parents can take turns to pick up the children from area elementary schools and bring them to the office. Upon arrival, the children could get a snack, and then settle in with their homework and other creative stuff or even television to occupy their time. This program will not be run by an outside day care provider and it would cost nothing. The parents will have to cooperate to make the children’s presence positive influence in the office and not to distract staff from their work. On the contrary, the practice will actually increase productivity, with parents not worried about their children’s well being off the site. The rest of the staff will surely enjoy the children and they would appreciate the drawings and notes that the children will hand them. It is also important to support the efforts of everybody. A regular celebration for personal and company’s successes with a social gathering would be a good move. The result will be a cohesive, strong team with a significant bond. Make company anniversaries memorable for the employees. Organize activities for the company’s anniversary. An example of which could be a family fun day or a mini Olympic activity, since many of them are involved in recreational and sporting activities. At the end of the day, awards/certificate of recognition and a little cash could be given to deserving employees. The result will be a cohesive, strong team with a significant bond that will excite them, and in return, you can expect a boost in the employee’s productivity. Recreational or fitness centres inside the compound of the work area is also a good idea. We can provide a room where we can put some physical fitness instruments. After their work schedules, they can go there and exercise. A swimming pool would also be a good choice for relaxation. The workers could have a swim in the morning before they start work. This way, they can relax their minds and body before sitting down to do their share of work for the day. For recreation, we can provide a several billiard tables where they can go after a days work to unwind. Having a mini grocery and pharmacy in the area can also be very helpful. This way, time will be saved in going to other groceries outside of the company’s premises. The issued debit/credit cards to them can be used in the grocery and the pharmacy for convenience. Giving grocery and pharmacy discounts to those who can reach certain amounts bought in the grocery is also a good idea. This way, the workers would tend to buy most of their grocery needs in the company’s premises. Giving regular seminars to the workforce to upgrade their knowledge and skills would also beneficial to both workforce and the company. An example of this would be the introduction of new innovations in computer education. Upgrading their skills in the computer field will uplift their knowledge in computer operations, thus the additional technology that they learn, they can apply it in their work. Educating them with the benefits that they are enjoying would be very essential. Because they have the right to know what they are supposed to enjoy as part of their compensation package, it is just fair that they must know the benefits in order for them to stay put with the company and become more inspired to share their talents and skills to the company. Education of their beneficiaries must also be taken into consideration. The company can extend scholarships to one of the children of the married employees. Conditions on said scholarships can be set, and examinations would be given to deserving children. Taking this step from my point of view, after the company’s scholar have earned a degree, he/she can be employed in the company, giving assurance that another asset employee is being added to the set of loyal employees that we have. Regular livelihood education/seminars can also be extended to the non-working spouses of the workforce. Examples of seminars would be the detergent soap making, fabric conditioners, dishwashing soap making and even practical sewing. Cooking classes is also a good idea. After they finish these seminars, they can sell their products around and have extra income. In the practical sewing seminar, the graduates of this seminar can be appointed to sew the factory uniforms or aprons of the workers, again this will generate extra income for the non-working spouses of the employees. Cooking classes would be a plus factor. The recipients of cooking classes can, later on manage or operate small canteens inside the company’ premises. Computer literacy can also be injected to them. Since the computer is a very friendly gadget, the interested spouses can be benefited from this. Offering low house rental rates to those employees who are not natives of the place or helping them pay their house rental is a modest move. It is very safe to conclude that our employees are very smart and responsible people. They can be considered “assets” because they are dependable, hardworking and have a very strong sense of loyalty to the company. They are willing to make sacrifices in order to contribute for the success of the company. They work as a team and they are happy for whatever accomplishment they can attain. Since the result of the investigation and survey is very advantageous to the company, I would like to comment that we can’t afford to lose these kind of hardworking people. It would be a great loss to the company. The company’s gains and successes are dependent to the kind of workmanship that they have. In order to keep them, the proposals that I have listed above is recommended for study and implementation. If the proposals listed are to be approved and implemented, Positive results will be attained. The company’s success is sure to be on its way up. References Benefits. Google Jobs. Retrieved March 24,2009 from http://www.google.com/support/jobs. Read More