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5 perks managing issues

We had conversations with tens HR’s recently about what issues organizations meet in managing the perks for their employees. These are really great insights that we would like to share with others.
👉 Issue No. 1. The benefit package should play an important role to attract the top talents. Each candidate is unique, with its own needs, which means that you should provide a wide list of choices to offer the relevant benefits package. But you can’t do this… Why? Because of administration difficulties. About 90 % of organizations in Lithuania, use Excel to store and manage employee benefits data. Just imagine, the organization has 200 employees, and everyone with his needs… It takes a lot of time and effort.
👉 Issue No. 2. Needs tend to be changing. And if the benefits package aims to keep employees engaged, it means employees have to be able to change their benefits as the needs have been changed. Yes, it is possible when you have 20 employees, but again… If you have 200 employees and you use Excel for benefits management? So, the issue is to keep the offer always relevant to your employees.
👉 Issue No. 3. To encourage employees to use the benefits. By asking employees what can help them use benefits more often, the most common answers are to get notifications and check your balance. If you use Excel, you have no such possibility.
👉 Issue No.4. Benefit for the organization is an investment. Human resource managers are always analyzing the data and making reports for top management. It is a quite long and difficult process as you are using all data in Excel tables. Some data you can’t get at all, so your final report for the investment is not extended.
👉 Issue No. 5. Each perk usually is provided by different providers. Finally, you have at least three links to follow the news, three contacts for collaboration, and three reports of use. It would be great to have all providers in one place.
The aim of using Perks is to attract, engage and retain the best talents. In many ways, organizations are not able to use this motivational benefit in all 100 percent. Solving all these issues organizations could expect a higher payback.