Example of a benefit plan in the company: learn to do it!

Offering a good benefit plan is important to work to attract and retain the best talent in the company .

The organizations that offer the most interesting working conditions take the lead by competing for the really prepared professionals.

In addition, organizations realize the return on these investments in their own profit. After all, people with better quality of life have levels of productivity and engagement increased .

But how to create a package that really brings these results? In this post, we will give some tips and example of benefit plan in the company that can guide your choice. Follow!


What is a benefit plan?

We can define a benefit plan as a package of programs offered by the company to the employee to complement the remuneration.

good benefit plan helps the organization to reduce turnover rates and attract new talent .

It is also interesting for the employee, who now has a more advantageous work agreement and tends to act with greater engagement.


How to choose the best example of benefit plan in the company?

Human Resources is responsible for defining the best benefits package for the organization , taking into account the goals to be achieved and the challenge of engaging the teams.

The department must understand the needs and expectations of employees and, as far as possible, create conditions that can meet these demands.

The HR is also responsible for working conditions, even if they are not seen at first glance as benefits .

pleasant and ergonomic location is a fundamental condition , but the organization can go further and offer advantages such as decompression rooms and flexible hours to avoid the accumulation of stress .

In addition, granting other rights that are not mandatory, but can make all the difference.

In order to successfully meet this demand, it is important for the company to get to know its employees, their needs and preferences in depth . These benefits must be in line with financial planning and organizational culture .


How to develop a consistent benefit plan?

The development of a consistent benefit package must go through a few steps. We highlight here the main ones:


1. Analyze costs

The company must define the available budget and study what benefits can be offered within this planning. Failure to do so can result in losses or problems for the employing brand.

It is also important to define the objectives of the benefits program , which can range from retaining employees , attracting more qualified professionals or hiring executives.

For each of these goals, it is necessary to think about specific benefits, since each one has different requirements.


2. Understand the needs of employees

An attractive benefit plan takes into account the needs of employees .

To understand what those needs are, it is worth doing a survey among all teams . This strategy will help to get to know employees and improve the organizational climate .

Another way to identify good benefits is to do a survey with the competition and understand what types of incentives work for your company’s industry. This strategy should be complementary and not replace internal research .


3. Define the packages

Once you know how much the company can spend and employee preferences, it’s time to define the benefit packages , which can be fixed or flexible .

Some are mandatory and provided for by law , while others are optional and can be included at the company’s discretion .

Remember that these benefit packages are primarily intended to help retain talent . So it is important that they not only meet corporate needs, but that they please professionals.

Do research in nearby academies or with several branches and in renowned educational institutions so that these advantages can really be used.


What are the main examples of benefit plans in the company?

The company can adhere to two examples of benefit packages: fixed and flexible. Better understand how each one works:


Fixed benefits

In the fixed benefits package , the company offers the same benefits for all employees, regardless of their position or time in the company .

This modality includes mandatory benefits by law, such as 13th salary , vacation , retirement , collective agreement, among others.

The package can also add others by choice of the company, such as gratuities, profit sharing and medical-hospital and dental assistance , always with the intention of improving working conditions and offering a better quality of life for professionals .


Flexible benefits

In the flexible benefits package , employees choose exactly what they will receive, according to their needs and lifestyle .

For this choice to be possible, the company must offer a much broader package, which includes non-traditional options .

Among these options, it can offer childcare assistance, agreements with clubs and gyms, language courses, among others.

For it to work, the flexible benefits package must have some rules.

One of the models used is the points system – the employee has a limit of points to hire and each benefit is equivalent to a number of points.

Thus, fair packages can be assembled and that meet the wishes of each employee.

This selection is defined at the beginning of each semester or year, so that HR is able to organize and close each of the covenants and partnerships.

This also requires organization of the employee, knowing that giving up medical assistance cannot use this benefit in an emergency, for example.

It is worth remembering that the implementation of a flexible benefit plan may vary according to the policy of each company .


Having access to a good example of a benefit plan in the company and knowing how to manage this package, the organization has a considerable gain in its reputation as an employer and can even increase its market value in relation to the competition.


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