How to Analyze Employee's Benefits?

How to Analyze Employee's Benefits
Job needs analysis
Preparation detail job description/Specification
Budget allocation & Approval

It is observed that most of hiring without job needs analysis and without preparation of job descriptions. It is strongly recommended to do need analysis of the job before going to advertise. HR needs to sit with relevant section heads to prepare the detailed job description i.e. tasks, skills, level of experience, and age and fitness criteria comprehensively.

It is also recommended to give full flag hiring responsibility to the HR section and no interference during the hiring process. HR will collect, scrutinize, and shortlist the most appropriate candidates for the next stage of the written test and verbal part of the interview and finally select the right person for the right job through transparency. Motivational Quotes For Work Success

How to Analyze Employee's Benefits?

As per organization personnel policy, it is mandatory to review the performance of newcomers after completion of the probation period, but this practice occasionally observed. It is observed that in our personnel policy not drawing the assessment tools, usually, we using performance appraisal formats for this exercise. It is recommended at least 1 or 2 page probation period review form available in personnel policy with concrete guidelines. 

HR is responsible to issue formal confirmation letters after successful completion of the probation period. If any newcomer fails to perform up to the standard of acceptance, HR should responsible to issue contract discontinue letters within the mention time period.

Leave encashment benefit is available at all other ABC institutes except ABC. Now the HR installed leave and travel record machine and correct staff attendance data are available with HR. it is suggested to reinstate leave encashment benefit to all regular and extended-term employees.

This is another useful benefit, especially lower staff to save their money if the organization allowed at least a one-time healthy amount to manage heating arrangements. Because of GBC weather always -20 in winter and much lower employee unable to manage their living standard and basic necessities

Since 2003 the benefit of gratuity was in the plan of benefits, but after 2003 restructuring this benefit lifted from employees. Many of ex-employees have a well-set business and managing their living things appropriately. This plan of benefit should help outgoing staff to maintain their living standards and able to start a new window. Paternity Leave Policy Sample

ABC should offer above mention benefits to its employees to wake up their performance as a motivational tool.
Transport allowance: the existing rates of transport allowances for lower staff grades 1-4 are not encouraging, keeping in view of high inflation rates in petroleum products fare rates are going high. It is recommended that the allowance should be increased as under:

Pick and Drop Facilities
Currently, there is no pick and drop facility available to lower staff. Only SMF level staff are eligible to avail of this facility.

Management rethinks about this and makes the most appropriate decision to facilitate the lower staff, at least (happy and sad) occasions. On the other hand, 18 seater coaster is available to pick and drop the staff, even if this expansible, many staff ready to pay their pick and drop expenses from their pocket. HR already conducts a short survey to get the staff’s point of view about the facility. 

As per survey findings more a less 70% lower staff in favor of payment pick and drop.  Leave. As per the calendar year, only 30 days allowed to avail, but other organizations allowing 2 months' annual leave to staff.

As a human being, leave is mandatory to all employees across the regions. Due to harsh weather conditions in GBC, most of the employees feeling illness and bored. To uplift their performance, management should think about leaving either one month or two months including half salary leaves encashment annually. 

Paternity leave is only allowed first 2 births, it is recommended to lift the first 2 births condition because cares and another segment of life always continue. It will be very helpful if, management decides at least one month leave with an additional 15 days

Leave Encashment.    
Promotion Pathway
Scaling Up Incentives

It is recommended that ABC should introduce a scale-up program in the organization for employees in grades 3&4 having above 10 years of experience. This group of professionals should be encouraged by giving a one-grade up-gradation incentive or 10% extra increments on the current gross salary. These incentives will boost up their morale as well as employees' job satisfaction towards job performance.

It is recommended to form a regional level grievance committee. It is recommended all promotion; salary increase and intraregional staff transfer cases initially deal by grievance committee and submit all cases with their recommendation. 

It will decrease the unwanted workload in senior management. All cases deal with true spirit and review the background of all applicants. Currently, many employees approaching directly to regional heads or even General Manager to discuss their issues, but this is no way to register their grievances. The grievance committee will check all applications and forward the most desirable application to higher authorities with recommendations.

Performance Appraisal System
It is observed that most supervisors not taking the seriousness of this important activity. As per policy, all promotions, salary increase, explanation even staff capacity building details mention in the Performance appraisal form, but lake of supervisors and staff seriousness and even findings not incorporating in the paper for SMF and board meetings. 

This is the main reason, many employees thinking about PA exercise is a time-wasting activity. It is strongly recommended, in the future, all promotion, demotion, increment cases link up with the Performance appraisal indicators. It is recommended to deliver a short training to all PA conducting supervisors to take this seriously and put their score as per their subordinate’s performance. 

Make sure all the pages, box fill with true spirit, and set objectives for next calendar year as per employer requirements. Moreover, mentioned the relevant training to build up staff capacities.

Currently, regional level HR staff facing issues about approving authority. As per the Authority Matrix, Regional Programme Manager bound to limit approval. Due to this all approval request forward to General Manager who have enough time to respond well on time, due to his own high-level engagements. 

It is suggested that to flexible the current authority matrix and allow the regional head to allow activities at the regional level. Management needs to review this and allow some approving power to regional head.

As per organization personnel policy clause 4.14 medical examination is mandatory to all newcomers. But in policy not specifying hospital and medical reps to examine the employee and mode of payments to examiner or hospital is not mentioned. 

It is recommended to sit with hospitals and negotiate about rates and fix penal to examine all new employees after their joining. HR core is responsible to notify the medical examiner.

HR keeping personnel files of all employees with all required particulars in hard form. Currently, most organizations using the HRIS system to keep updated their employee’s personnel records. 

As we have Scala in finance we need to install HRIS software also to keep an electronic record of all employees, for this, we need intensive training to build the capacity of Regional HR persons.

Separation of Annual Increment and Inflation
As always done a lump sum increments are granted to all employees in a year without assessing the annual inflation ratio in the market. The organization should study and follow the government pattern of indexation in salaries after assessing the inflation ratio in June every year.

The announced inflation indexation in salaries should be effective from 1st July every year. For the annual increment, there should be fixed a percentage of increment according to the salary structure of the organization which effective from 1st January every year.

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