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Brittany Luther YesterdayApr 5 at 7:47pm What role(s) can discretionary benefits play in an organization’s HR function and why? Discretionary benefits can help HR facilitate and achieve better employees recruiting and retention. Employees may start looking for a position to pay their bills, but it most cases employees are looking for a place to grow into and retire with. These discretionary benefits are tools to leverage in attracting key talent to the organization. These added benefits are things employees will look for when strongly considering making a change in their career or accepting benefits in general. They can be crucial in helping HR function within the organization and offer substance to the present and future needs. What should an employer take into account when designing a discretionary benefits program and why? Employers today should take into consideration not only elements, like pay/compensation. This helps to attract employees in the first place but also retain them. Not only will it attract employees the added incentivizing benefits but it will attract key talent. My employer is a great aspect for this not only offering competitive pay, but vacation. sick/personal time, that start on day 1 (there's no waiting period to eligible), company match on 401k, tuition reimbursement, flex schedules, maternal/paternal paid leave, pet insurance, std, ltd, FMLA, AD&D, 10 paid holidays, and more. Just like the article we read states; "The next most-valued benefits were ones that offer flexibility and improve work-life balance. A majority of respondents reported that flexible hours, more vacation time, more work-from-home options, and unlimited vacation time could help give a lower-paying job an edge over a high-paying job with fewer benefits" (Jones, 2017). Jones, K. (2017, February 15). The most desirable employee benefitsLinks to an external site.. Harvard Business Review. Retrieved from https://hbr.org/2017/02/the-most-desirable-employee-benefits Kassandra Sullivan 7:43pmApr 6 at 7:43pm As organizations look for competitive ways to attract and retain top talent, many have started adding discretionary benefits as part of their compensation package. Many candidates carefully consider the company's benefits before deciding to start with a company, so it has become an effective recruiting tool. If companies do not find ways to retain talent, they will pay the cost of turnover, which is quite expensive considering the amount of money put into recruiting, drug testing, background checks, and training. Organizations must keep the retention goal in mind when creating a discretionary package. One of the easiest ways to find out what employees are looking for is to ask them. This can be done by conducting a survey. One of the top benefits employees seek is flexibility at work and work-life balance. In a recent study, 80% of employees were interested in work-from-home benefits (Jones, 2017). Employees that get the benefits that they desire have higher job satisfaction. Job satisfaction significantly impacts morale, productivity, turnover, and profit. Give the employees something that will hurt them to leave if they leave the company. Organizations should have realistic benefits and keep cost in mind. More prominent organizations can afford more benefits. Smaller companies should keep in mind that if they cannot pay a salary that is as competitive as businesses around them, they should try adding more benefits because benefits may be cheaper for the company than a higher salary. Reference: Jones, K. (2017, February 15). The most desirable employee benefits. Harvard Business Review. Retrieved April 6, 2023, from https://hbr.org/2017/02/the-most-desirable-employee-benefits