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Best Employee Perks: Fringe Benefits That Make A Big Difference
Tech Firms Offering More Perks To Recruit, Retain Talent
11th May 2013 From India, Mumbai
You want members of this forum to do some "great thinking" for you. But then in return are you not expected to do some "small thinking" by way of disclosure of your name, designation, your industry, why you are asking this query etc?
Now coming to solving your query. I have different take here. In big companies employees are expected to handle their "primary" which cover about 80% of their time and "secondary" duties which cover about 20% of their time. Primary and secondary duties both go hand in hand. It is mentioned clearly in their appointment letter.
Secondary duties includes members of various committees (like sexual harassment committee), doing internal audit of some another department, enquiring matters of indiscipline of some other department etc.
If you start paying for doing some secondary duties, then other employees will also start asking for pecuniary benefits. This culture of remuneration for everything will start eroding the importance of the work. Employee should never work keeping an eye on the returns. This may foster disgruntlement like "he/she got more than me"!
In future by chance if some person puts forth some innovative idea because of which suppose your company saves millions, does it mean that you should share part of the savings to that employee? If yes, then what percentage?
When employees spend some time for the company, they get remuneration that. There could be some difference in the quantum of work. This concept of "additional payment" is applicable to lowest rung of jobs like helpers, maids etc and not to the white coloured employees. Moreover, conducting training or interviewing job candidates does not merit any extra payment.
In some central government organisations, "secondary duties" even find place in their Annual Confidential Report (ACR). Some marks are reserved for the quality of the work done in secondary duties.
However, I do not mean to say that you should not acknowledge the extra burden that the employees volunteer to take. Give them some memento in town hall meeting, nominate them for some training, put up the notice in notice board or office circular etc.
There were my views. Other senior members may give their views as well.
Dinesh V Divekar
11th May 2013 From India, Bangalore
Every compensation program requires to be worked addressing the most sensitive need of the employees.
Looking forward to hear from you
11th May 2013 From India, Mumbai
Thanks for sharing your thoughts!!
@(Cite Contribution) - Thanks in specific for the articles, it was a good read especially to be aware of the different perks given in the current scenario
@Dinesh - Further to the "small thinking" I seek advice on behalf of a mid-size firm that operates predominantly in the Software Testing domain. As the one in charge of HR & Operations, this being my first stint in this role I seek to broaden my horizon of thought with professionals who have been seasoned in the HR field.
Also, some things that I'd bring to our specific notice
1) Our company is in its expansion stage where we migrated from a small to a mid-size recently
2) Our compensation does not fall into the cream pay masters compensation of this region
Our focus is primarily on the non-monetary aspects like a gift voucher or a good buffet lunch but wanted to keep our options open to retain and reward in different ways hence wanted the views of senior members like you and the others.
Thanks a bunch again for your time and thoughts on the same!!!
22nd May 2013 From India, Bangalore
You have identified gift voucher, try a little bit of gaming around it. Design points for the voucher and introduce gifts that can be won in lieu of the points.
Suppose 5000 points, an Ipod and 100 points a West Side gift voucher. Put this entire incentive program on your intranet, so that they have a full view to what is waiting for them. Address questions about them through team hurdles and town halls.
This may require a bit of work, but will be far more engaging and transparent.
Here's an article on gaming rewards, try and consider what they tried. Gamify Compensation
Requesting Dinesh and our other members to share how can you work through the bottlenecks.
22nd May 2013 From India, Mumbai
The concept of "Gamification" is not something we have not brainstormed!! Some of the views of our management is the challenge of "involvement" in this concept of gaming considering that not everyone are on the same parallel regarding competition!!
But this is something that we have not ventured into so far and definitely something that I will share again with my management team as well so lets see how it goes and what their thoughts are on the same as well.
Thanks again and will keep you updated on their views so we can work out the perceptions of this concept together!!
24th May 2013 From India, Bangalore
We have multiple level reward solutions. It is a simple solution that provides great advantages when added on to your existing recognition programs. Itís a simple e-voucher redemption model that can easily substitute all the physical gift vouchers that you maybe buying today.
This Rewards Gallery that we set up exclusively for you can also double up as an exclusive retail portal for just your employees. Since we set up ecommerce portals exclusively for the corporate we tie up with, the brands that we work with provide special offers for the employees that are at most times not available in the open market. This too has translated as an HR benefit at the corporates we work with today.
Kindly share your contact details to discuss my mail id :firstname.lastname@example.org
19th October 2013 From India, Bangalore