2. INTRODUCTION
Companies offer benefits as a way of
attracting employees, beyond just salary
Traditional benefits normally include health
insurance, retirement accounts, and paid
time off, and cost an additional 30% annual
salary
To be globally competitive and assist
employees with a positive work-life
balance, employers have turned to non-
traditional benefits
3. WHAT ARE NON-TRADITIONAL BENEFITS?
Non-traditional benefits are diverse and
wide-ranging
Tuition reimbursement, adoption
assistance, legal assistance, flexible hours
and work weeks, telecommuting, pet
insurance
On-site services such as cafeteria, fitness
center, car maintenance, laundry, child
care, and more
4. POSITIVE EFFECTS
To avoid burnout and turnover, employees
need to perceive that their firm cares about
them
Non-traditional benefits lead to perceived
organizational support (POS)
POS decreases absenteeism and turnover
and increases
commitment, attendance, performance, and
interpersonal interactions
5. POSITIVE EFFECTS (CONTINUED)
Non-traditional benefits also decrease costs
Higher insurance costs and lower productivity
due to poor health
30,000 employees = $10 million per year
Employers stand to lose $3 billion
(collectively) each year due to absenteeism
related to child care, as just one example
6. POSITIVE EFFECTS (CONCLUDED)
Many competitive employees are looking for
the best corporate culture fit
Job seekers often view non-traditional
benefits as an indication of such, and
actively seek them out
Fortune Managazine’s Top 100 Companies
to Work For has a tool on CNNMoney.com
called Perkfinder for just this reason
7. INDUSTRY LEADERS
The idea is that employers want to reduce
sources of stress so that employees can
focus on work
This has led to many creative and
innovative benefits which can be
customized for industry, company, and
individual
I used Google as an example in my term
paper
8. INDUSTRY LEADERS
Facebook also offers very competitive non-
traditional benefits
Paid parental leave and baby cash ($4,000)
$3,000 a year for child care
21 paid vacation days and unlimited sick
days
100% paid health benefit premiums
Free breakfast, lunch, and dinner
International speakers series
Transportation reimbursement
On-site laundry service
9. DESIGNING BENEFITS PACKAGES
Employees must value the benefits
packages they are offered
Benefits should be diverse and match the
population they are designed to serve
Employees must understand the benefits
available, and benefits should be promoted
Low participation erodes cost savings
Change does not happen overnight
10. CONCLUSION
HR managers must consider total benefits
packages during strategic planning
These benefit packages pay for themselves
Ideally the employee chooses the benefits
he or she would like to use
Firms can set themselves apart and attract
the most competitive workers by offering
non-traditional benefits
12. DISCUSSION QUESTIONS:
Can you think of any other non-
traditional benefits that employers
could offer? What would help you
minimize stress and maximize
organizational commitment?
Do you see any other potential
downsides or caution flags for HR
managers to consider when
implementing non-traditional
benefits?
Traditional benefits have come to be expected and unless a company offers excellent standard traditional benefits, they will not be very effective in terms of recruitment and retainment.
Non-traditional benefits pay for themselves, which we will discuss in more detail.
It may seem like non-traditional benefits are non-value-added frills, but that is not the case.
As salaries become stagnant or even drop, it becomes even more important to employees to manage their stress, and non-traditional benefits help with that.
Google makes a big deal about its non-traditional benefits, and even has videos and pictures showing massage therapists, holiday parties, and more. This serves a dual purpose to show potential employees what the corporate culture is like at Google, which assists HR managers in recruiting, hiring, and retaining employees. Employees can also self-screen if they don’t think a company’s non-traditional benefits sound attractive (ex: exercise, same-sex partner benefits, etc.).
If executives do not buy-in and promote these benefits packages, employees will feel like they are being offered a benefit that doesn’t really exist, and that will erode their trust in the firm, which decreases organizational commitment.When building a benefits plan, HR managers can survey employees or do focus groups and interviews to determine what kinds of benefits employees value.
What about an on-site bookstore, like at a college campus? It could include helpful professional resources as well as company-branded items like clothing, coffee mugs, etc. During my research I also read that one company hosts a weekly farmer’s market in the parking lot. Other potential downsides: it may take a while to start up a more robust non-traditional benefits program, also these extras could lure employees away from their desks and de-stress them a little too much.