Your organization's benefit offerings – whether medical, financial or voluntary – are not just an attractive perk when acquiring and retaining top talent. Your benefit programs can and should positively impact your company's bottom-line.
Written by industry experts, the Best Practices in Benefits white paper includes the following topics:
- Making the Case for a Global EAP. Employee assistance programs have been widely used in the U.S. as an effective prevention and intervention strategy. This paper helps you make the case for globalizing an EAP and presents the considerations when selling the program to your C-Suite and front-line managers.
- The Top 4 Reasons to Leverage a Medicare Exchange. Medicare exchange offerings have evolved to include full-service health benefits management, from introducing retirees to their new set of plan options, to providing shopping assistance and advocacy to retirees as they enroll in a new plan. This white paper provides the four factors driving employers to the private Medicare exchange solution.
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Best Practices in Benefits
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Daily Q&A
Connecting Rewards to Performance
I am currently trying to revamp our organization's performance management process to a more formal one that is aligned with company strategy and goals. I am basically starting from scratch with job descriptions, new evaluations and performance measures. My question is, how do I get the executives to see the importance of the connection between rewards and performance? Currently, they do not want to commit to traditional merit increases that would be tied to the performance review, but would rather provide a cost-of-living increase and then provide a bonus at the end of the year. The issue is that when they did this last year, people were very disgruntled with the fact that they didn’t get raises and I was frustrated because the reward that was received wasn’t tied to any performance measurement—it was truly discretionary.
——I Hate Discretion, director of human resources, construction, Rockville, Maryland
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