Afolabi Ajayi
Hr/mktg Consultant
Rajnish Borah
Hr Leader - Syntel Inc

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Building a benefits strategy can be one of the most important things a HR Manager can do. Employee Benefits use as much as half of a companies profits. Then add in the time it takes to administer and it is truly a cost that has gotten out of control.

:arrow: Set Your Budget

A budget must be created in advance for a benefits plan to be cost effective. Like everything else, a benefits plan has many options (bells and whistles) that can quickly increase the total cost.

:arrow: Get only what You Need

Why pay for benefits your employees don't use? The key to saving money is only order what you need. It works for inventory but get to benefits and companies add and add until they have bloated benefits budgets with employes still not happy.

:arrow: The Solution

The solution is to custom design your own benefits package at <link no longer exists - removed>

Just be sure to only select the options you need. Let your employees pay for the extra through payroll deduction. And let us know what you think.



From United States, Lenoir City
Dear Colleagues,

In Health Benefit Strategy I believe this falls under one of the numerous functions of the HR Practitioner to see to it that an operational Health Scheme exists in the workplace.

For instance the HR is expected to get Managements approval of hospitals/clinics with which to register employees, most times they are usually close to employees residences or workplace this is highly dependent on individual employee's discretion/choice.

Secondly the one I know of here in my country a given percentage is contributed on behalf of each employee based on status and paid to an Health Management Organization who eventually pays to the hospitals where these employees are registered with.

It should be noted quickly that employees are entitled to register their spouse and two kids alongside themselves at the point of initial documentation.

Thirdly, the advantage here is that the money is a pool of funds hence employees find out that they can enjoy almost unlimited medical treatment as long as the complaints are sincere and medically confirmed.

Above all it usually adviced that employers of labour get their employees registered with reputable hospitals or health clinics just in case of emergencies and at the same time in extreme cases to avoid litigation especsially in ill-health/harzard prone work environment.


From Nigeria, Lagos
I have a new staffing company in Oklahoma. Been in business for 10mts and have one internal employee that just started. Do I have to provide Health Insurance Benefits? What % do the company have to match?
A1 Staffing @

Benefits are not government mandated,it will your call to provide benefits and perks to attract talents to your organisation. Regarding subsidization, its again upto the organisation to decide what percentage to contribute and what to deduct.
Hope this helps

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