Friday August 8 2014

The workplace >Benefits propel productivity

By Isaiah Kitimbo

In the realm of buying and selling, buyers’ chances of being cheated are higher when they buy in a desperate mood.
This phenomenon too applies to the job market. Some workers can sign lower deals out of frustration and the desire to get employed while many others will be willing to forfeit their first salary as long as they are assured of employment. As such, an employee may not even bother to ask for any benefits that the package attracts.
They only complain after a few months or years of engagement when the pay turns incommensurate, which is always the case as standards of living change.
But before you settle for a job offer, it is important that you understand the job well and the available employee benefits.
Human resource management experts, LIoyd Byars and Leslie Rue, describe employee benefits, sometimes referred to as fringe benefits, as rewards that employees receive for being members of the organisation and for their positions in the organisation.
Although the benefits are usually not related to employee performance, they are crucial. They include social security, health insurance, bonus and commissions, free or subsidized launches, employment contracts, layoff pay, parking facilities and loans of company equipment.
But they vary according to companies and level of engagement. In some workplaces, benefits are a preserve for top managers while other companies that promote equity, every employee is catered for. It might not surprise you if your manager earns a commission for saving departmental expenses when the subordinates are languishing.
Employee benefits play a vital role in cementing employer-employee relations. Companies that cater for their staff post better and steady results. Retention is also assured.
For a worker, you will need the benefits during the time of engagement and separation. You can contact your line manager or HR department.
The writer is a human resources expert and a journalist.