How To Design Benefits On A Daily Basis? - CiteHR
Mahr
Head - Human Resources
Sharmila Yadav
Head- Hr/admin
Cite Contribution
Community Manager
Shah01ankita
Talent Acquisition / Consultant - Catalis
Couvery
Consultant
Pandeysupriya
Hr Executive
Ratan Prakash
Human Resources Strategy
CHENVASI
Senior Consultant

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Hi,
Greetings to all seniors.
I want to know about what benefits can be provided to office employees on daily basis. My staffs has recommended for lunch for all the staffs on daily basis. As one of our Sister concern provide the same to their employees. I had discussed the matter with my management but they are not agree for this. What else can be done for employees benefit.
Pls suggest.
Regards
Supriya (HR)
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You can start either Meal Vouchers or Meal allowance to employees.
Ha ha i m impresses with a idea lunch provided by company only 10 percent in india company provide meals to employees rest only provide tea /coffee/snacks (wafers,biscuits,nam keen) only
cant suggest more because employer is paying salary that is sufficient as they think
Hi,

1. If your management is not interested to sponsor 100% for Lunch, May be you can make it 60% employee contribution and 40% company contribution.

2. You can provide pick and drop facilities to employees, at least common point pick and drop .

3. Companies are proving gym facilities to employees which is an one time investment to organization.

4. You can have Table tennis, cricket team, Shuttle teams with the organization. These sports activities can happen on non-working hours as well as on week ends. It creates team spirit.

5. Create Libraries and encourage reading habits among employees. This is again a one time investment.

6. You can encourage employees to join together to form a NGO and work on week ends towards social activities. These kind of things bring employees closer to the organization.

7. You can have some competition for Employees children yearly once or twice and distribute prizes. This will really bring employees families closer to the organization.

8. You can have women's network within organization and invite woman employees weekly once for 1 hrs and can have active discussions.

9. You can encourage creche facilities for woman employees, let the employees pay but you can introduce good creche to them.

10. Introduce Music club and make employees actively participate and let them exhibit their talents on any company occasions.

Regards,

Kiruthika
Dear Supriya, What type of organization are you associated with? Is there any corporate budget allotted/planned for the same?
Hii,
Thank you all for kind suggestions.
@ Mahr: We are into bussiness of carrying bulk bulk LPG packed LPG, tractors, containers, steel material, dies, and CNG auto, Cement, Coal, Soda, FMCG etc. Its Logistic. Having branches all over India. No there are no plans alloted from the managment. My staffs wants that i should talk with the concern mananagement for some benefit which can be provided to all the employees. But i dont have any idea because i have already discussed with management for lunch buffet for employees which was denied by them.
Regards
Dear Supriya,
I echo Mahesh's question. Your employer isn't agreeing to spend . Hence monetary benefit is almost out of question.
What are the top few needs that you have observed among employees ? Which of these do you think would add to the Company's profit?
Its a tough match. But unless you identify what the employee wants and how many ways will the employer agrees to, it will only remain a cul-de-sac.
Looking forward to hear from you
Hello (Cite Contribution),
Thank you so much for replying me. Yes i agree with you that managment is not agree to spend money but its not possible to provide any benefit to employess without spending money they are worried about cost cutting. What can be done withount spending money. I have discussed about luch facilites for employees as we have less staff strength in our this newly established branch bt they did not agree. So i don't have any idea what esle can be implemented for their benefit.
Regards
Try and see from the point of view of the managers. It is evident that there are areas where the costs are real high and it poses a great strain on the company's financial results ... bottom line.

With shrinking profit margins no employer would have enough money to provide additional benefits to the employees.This is a common experience in conditions like low GDP , static or declining demand for product and services, intense competition and loss of market share, declining quality.As a true HR professional you need to understand the context and communicate the current business scenario with the employees through open - forums. You may even invite some of the managers into this. This will keep your employees deeply engaged with the company. Next, you can have a suggestion scheme ... where each employee gives valid business ideas to reduce variable and/ or fixed costs of the company. Form a committee to critically analyze and implement the ideas in the area of Production, Distribution, Quality, Safety, Climate change, Cost Reduction, Process Improvement, Customer Satisfaction. But no policy matters. You can also encourage cost saving systems like KAIZENS, LEAN SIX SIGMA, 5S etc.

Develop appropriate trackers to keep a track of ideas generated, ideas accepted, Ideas implemented, total cost saved as a result of the ideas implemented (in terms of INR). This will be a big help to the management and a big opportunity of HR to contribute as a business partner with all the needed maturity. You could think of awarding a certificate in a public forum to the highest ideas generators, best kaizen team etc. involving the top management group members. With such a reputation, the managers will be more eager to do something for the employees who have 'run an extra mile' to make the company survive the financial crisis. At that time if the total cost saved is significant , you can recommend the benefits with a shoe-string budget but having more emotional value in the eyes of the employee...

Things like an LED display board which greets the employees on their birthdays, promotions, anniversaries etc. Birthday celebrations where the cake is from the company and all other items are procured by employee contribution. You can have sports tournament and award the winners with a high tea with your manager and all the glitterati of the company. You can slowly persuade the management to recognize the significant contribution of the workforce in financial terms. Hence, they would be more inclined to 'INVEST' and not 'SPEND' on their very own workforce.
Hey Supriya,

Money is a concern when the firm is newly established or has not yet cracked the Break even point.

Even in an established firm, it is hard to part with money to do something extra...

We have introduced a daily incentive system for our sales team which goes like this (and perhaps can help you as well)

We have set a daily target (either get X customers or get Y amount of sales done per day)

This makes you eligible to earn daily incentives which can be anyone from the following -

1) A half day

2) Sat off

3) Lunch (we give meager amount to the person - sufficient to pay for his lunch)

4) 1 Hour off

Now, the funda is, we have made chits and folded it and placed it in a bowl.

In addition to this, we have also added the chits for "Hard Luck! Try again tomorrow!"

So when a person qualifies to earn incentives, he/she puts his/her hand and picks up a chit.

Whatever is mentioned is his/her incentive for the day.

Except for lunch no other thing actually requires additional shelling out of money... Even for lunch it is a meager amount....

It is a lucky draw system, so it is not necessary that anyone can get on the lunch thing.

The Hard Luck thing will just add fun to the event. What we usually do is if the person got Hard luck and try again, we allow him to pick up one more time in the day when he makes one more sale...

It is all about boosting up the morale...

Hope this helped. :-)

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