Handling Employee Benefit Communication
By
The human resources department traditionally spends a great deal of time developing written benefit information within the corporate communications structure. Most companies spent a great deal of resources on of general benefit information as well as summaries of health insurance or deductions are printed at the bottom of employee paychecks. Since the role of the HR department has evolved since the 1990s, when the department began to change its role in the workplace, employee benefit communication can be conducted in a number of different ways. The point of solid corporate communications strategies is to make sure that you are providing your employees with as much information as possible to be completely effective at their daily jobs.
If you’re running a smaller company, your HR department will most likely consist of one or two people, so it may be a little easier to have effective employee communications regarding things like changes in health care benefits or paycheck deductions. Corporate communication in the form of mass emails detailing these changes, or reminders to read the new information that will appear on the bottom of pay stubs will most likely suffice in these instances. It may also help to partner will smaller health insurance companies to meet the needs of your employees. In many cases, larger corporations that handle employee benefits will relay employee communicaiton to your company in the same way they would a national corporation. This could cause your employees to miss certain important internal communications regarding the amount of coverage they can receive for their families. Therefore, working with independent health insurance companies, and finding out about employee benefits from organizations may be the way to go.
No matter how large or small your business may be, holding an employee meeting to learn more about things like 401k, IRAs, Social Security, and health insurance is always a good method of corporate communication. Employees that may have joined the company in their 40s or 50s will most likely be especially concerned about retirement benefits, and those with children will have questions about health insurance. Being able to utilize hard-copy materials as a form of effective employee benefit communications during a face to face meeting may ease any doubts and answer any questions they may have about their benefits and compensation.
The importance of effective corporate communication is a huge part of your company’s success. Be sure that you are being clear and open any time you engage in employee communication and try to have some available at all times during regular business hours to answer any additional questions concerns.
Louis Wright FCS
http://www.articlesbase.com/business-articles/handling-employee-benefit-communication-702354.html
2 Comments
March 11th, 2010 at 12:11 am
Human Resource management?
1._________ is the process of acquiring, training, appraising and compensating employees, attending to their labor relations, health and safety and fairness concerns.
a.Labor Relations
b.Organizational Behavior
c.Human Resource Management
d.Organizational Health and Safety Management
2.Which of these refers to the temporary, part-time and self-employed workers?
a.Internal labor force
b.Contingent work force
c.High-performance work systems
d.Downsized employees
3.Which basic function of management includes delegating authority to subordinates and establishing channels of communication?
a.Planning
b.Organizing
c.Leading
d.Staffing
4.Over the past 25 years, all of these areas of legal environment have influenced HRM except:
a.Equal employment opportunity legislation
b.Employees pay and benefits
c.Employee competition legislation
d.Job security
5.One of the most popular methods of increasing employee responsibility and control is _______.
a.Outsourcing
b."Military model" of management
c.HRIS
d.Work teams
6.Which of these is a major dimension of HRM practices contributing to company competitiveness?
a.Compensating human resources
b.Acquiring and preparing human resources
c.Managing the human resource environment
d.All of the given options
7.How has technology changed HRM practices?
a.Recruiting using the web generates smaller, more focused applicant pools.
b.Employee training is offered through scheduled classes rather than on demand.
c.Electronic resumes take less time to evaluate than paper resumes.
d.None of the given options.
8.How do companies facilitate workforce diversity?
a.Rely on external support systems for minority workers.
b.Encourage employees to challenge the beliefs and values of other employees.
c.Build in accountability through surveys and audits.
d.Reinforce traditional values.
9.Employee involvement requires extensive additional HRM activity in which of these areas?
a.Training
b.Benefits
c.Labor negotiation
d.Marketing
10.Managers who meet designated goals are _______.
a.Assertive
b.Efficient
c.Effective
d.Entitled
11.David conducts new employee orientation for a large organization. His work is within which basic HRM function?
a.Management
b.Motivation
c.Career planning
d.Training and development
12.Employee relations specialists are involved in which of these activities?
a.Handling employee complaints
b.Working with position control specialists in compensation
c.Negotiating benefits packages
d.Coordinating interview schedules
13.The father of scientific management is ________.
a.Deming
b.Burns
c.Taylor
d.Hawthorne
14.A large organization is an EEO employer with an affirmative action plan. Which of these activities is performed as part of the plan?
a.All job applicants must have a recommendation from current or past employee
b.Insurance premiums from former employers of all applicants are analyzed
c.Job requirements are determined based on skills, knowledge and abilities
d.Job announcements are posted on the company bulletin board
15.Which of these items would be in the highest security category of a typical HRIS?
a.Employee name
b.Former employers
c.Salary
d.Work location
16.Which of these decreases in the labor supply is the easiest to predict?
a.Transfers-in
b.Retirements
c.Voluntary quits
d.Prolonged illnesses
17.Wal-Mart differentiates its business by offering the lowest prices. Offering the lowest prices is Wal-Mart’s _________.
a.Functional strategy
b.Competitive advantage
c.Distinctive competence
d.Corporate strategy
18.__________ is the process of assessing progress toward strategic goals and taking corrective action as needed.
a.Strategic management
b.Strategic planning
c.Strategic control
d.Diversification
19._________ is the right to make decisions, to direct the work of others and to give orders.
a.Leadership
b.Authority
c.Delegation
d.Management
20.Which of the following is considered a qualitative approach to job analysis?
a.Position analysis questionnaire
b.Interviews
c.Department of Labor approach
d.Functional job analysis
March 11th, 2010 at 5:13 am
1.C
2.B
3.C
4.D
5.D
6.D
7.C
8.A
9.A
10.C
11.D
12.A
13.C
14.C
15.A
16.B
17.B
18.C
19.B
20.B
I hope I have done well..may I know my score?
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