人力资源管理最新版英文版教学课件第13章

Chapter13EmployeeBenefits人力资源管理最新版英文版教学课件第13章LearningObjectivesDiscussgrowthanditsreasonsinbenefitscosts.Explainprovisionsofemployeebenefitsprograms.CompareU.S.andothercountries’employeebenefits.Describeeffectsofbenefitsmanagementoncostandworkforcequality.Explainimportanceofeffectivelycommunicatingnatureandvalueofbenefitstoemployees.Describeregulatoryconstraintsthataffectthewayemployeebenefitsaredesignedandadministered.13-*LearningObjectivesDiscussgroIntroductionAveragecostofbenefitsisabout44.5%foreverypayrolldollarandabout30.8%oftotalcompensationpackage.Benefitsareuniquebecause:plexforemployeestounderstand.Employersarepassinghealthcarecostsincreasestoemployeesthroughhigherpremiumsanddeductibles.13-*IntroductionAveragecostofbeReasonsforBenefitsGrowthLawsmandatingbenefitspassedduringandafterGreatDepressionWageandpricecontrolsinstitutedduringWWIIandlaborshortagesTaxtreatmentofbenefitsprograms-marginaltaxrateis%ofanadditionalearningsthatgoestotaxesCostadvantageofgroupsvs.individualinsuranceOrganizedlaborEmployerdifferentiation13-*ReasonsforBenefitsGrowthLawBenefitProgramsSocialInsurancePrivateGroupInsuranceFamily-FriendlyPoliciesRetirementPayForTimeNotWorked13-*BenefitProgramsSocialInsuranSocialSecuritySocialSecurityprovidesold-ageinsurance,unemploymentinsurance,survivors'insurance,disabilityinsurance,hospitalinsuranceandsupplementarymedicalinsurance.SocialSecurityretirementbenefitsarefreefromfederaltaxandfreefromstatetaxinsomestates.Fullbenefitsbeginatage65orareducedbenefitat62.Bothemployersandemployeesareassessedpayrolltax.Eligibilityageforbenefitsandtaxpenaltyforearningsinfluenceretirementdecisions.13-*SocialSecuritySocialSecurity

UnemploymentInsurance4ObjectivesofUnemploymentInsurance:offsetlostincomeduringinvoluntaryunemploymenthelpunemployedworkersfindnewjobsprovideincentiveforemployerstostabilizeemploymentpreserveinvestmentsinskillsbyprovidingworkerswithincomeduringshort-termlayoffsNostateimposesthesametaxoneveryemployer.Unemployedworkersareeligibleforbenefitsiftheyhaveapriorattachmenttotheworkforceareavailableandactivelyseekingworkwerenotdischargedforcause,didnotquitvoluntarilyandarenotoutofworkbecauseofalabordispute.13-*UnemploymentInsurance4ObjecWorkers’CompensationWorkers'compensationlawscoverjob-relatedinjuriesanddeath.Systemisbasedonno-faultliability.Covers90%ofU.S.workers.4CategoriesofBenefits:disabilityincomemedicalcaredeathbenefitsrehabilitativeservices13-*Workers’CompensationWorkers'PrivateGroupInsuranceOfferedatemployer’sdiscretion;plansnotlegallyrequired.2majortypes:medicalinsuranceanddisabilityinsurance.Medicalinsurance-mostimportantbenefit;mostfull-timeemployeesgetsuchbenefits.Disabilityinsuranceincludesshort-termandlong-termplans.Groupratesarelowerbecauseofeconomiesofscale,abilitytopoolrisksandgreaterbargainingpowerofagroup.ConsolidatedOmnibusBudgetReconciliationAct(COBRA)requiresemployerstopermitemployeestoextendhealthinsurancecoverageatgroupratesforupto36monthsfollowingaqualifyingevent,suchastermination.13-*PrivateGroupInsuranceOfferedRetirementPlansDefinedBenefitGuaranteesaspecifiedretirementbenefitleveltoemployees.Insulatesemployeesfrominvestmentrisk,whichisbornebythecompany.PBGCguaranteesbasicretirementbenefitincaseoffinancialdifficulties.ERISAincreasedfiduciaryresponsibilitiesofpensionplantrustees,establishedvestingrightsandportabilityprovisionsandestablishedPBGC.DefinedContributionDoesnotpromiseemployeesaspecificbenefitleveluponretirement.Employersshiftinvestmentrisktotheemployee.Noneedtocalculatepaymentsbasedonageandservice.Mostprevalentinsmallcompanies.13-*RetirementPlansDefinedBenefiTypesofDefinedContributionPlansMoneyPurchaseProfit-sharingEmployeeStockOwnership13-*TypesofDefinedContributionCashBalancePlansAnemployersetsupanindividualaccountforeachemployeeandcontributesapercentageoftheemployee’ssalary.Accountearns%atapredefinedrate.13-*CashBalancePlansAnemployerFunding,Communication

andVestingRequirementsSummaryplandescription(SPD)obligatesemployerstodescribeplan'sfunding,eligibilityrequirements,risksetc.ERISAguaranteesthatemployees,afterworkingacertainnumberofyears,earntherighttoapensionuponretirement,referredtoasvestingrights.Vestingschedulesthatmaybeused:Employeesarevestedafterfiveyearsofservice.Employersmayvestemployeesoverathree-toseven-yearperiod,withatleast20%inthethirdyearandeachyearthereafter.13-*Funding,Communication

andVePayforTimeNotWorkedVacation:

InEurope20daysminimumvacationismandated.U.S.hasnolegalminimum;10daysiscommon.SickLeaveProgramsprovidefullsalaryreplacementforalimitedperiodoftime,usuallynotexceeding26weeks.Amountbasedonlengthofservice,accumulatingwithservice.13-*PayforTimeNotWorkedVacatioFamily-FriendlyPoliciesToeaseemployees’conflictsbetweenworkandnon-work,organizationsmayusefamily-friendlypoliciessuchasfamilyleavepoliciesandchildcare.FamilyandMedicalLeaveAct(FMLA):Appliestoorganizationswith50ormoreemployeeswithina75-mileradius.Appliestochildbirthoradoption;careforaseriouslyillchild,spouse,orparent;orforanemployee'sownseriousillness.Employeesareguaranteedthesameorcomparablejobwhentheyreturntowork.Employeeswithlessthanayearofserviceorthosewhoworklessthan25hoursaweekarenotcovered.13-*Family-FriendlyPoliciesToeasFamily-FriendlyPoliciesFamilyandMedicalLeaveActrequiresorganizationswith50ormoreemployeeswithina75-mileradiustoprovideasmuchas12weeksofunpaidleaveafterchildbirthoradoption;tocareforaseriouslyillchild,spouse,orparent;orforanemployee’sownseriousillness.ChildCare:employersmayprovidesometypeofchildcaresupporttoemployees:suppliesandhelpsemployeescollectinformationaboutchildcare,vouchersordiscountsforexistingchildcarefacilitiesorchildcarefacilityatornearworksites.13-*Family-FriendlyPoliciesFamilyManagingBenefits:

EmployerObjectivesandStrategiesSurveysandBenchmarkingCompanyshouldknowwhatcompetitionisdoing.Surveyinformationisavailablefromprivateconsultants,BureauofLaborStatistics(BLS)andChamberofCommerce.CostcontrolLargerthebenefitcost,greaterthesavingspossibility.Growthratemayresultinseriousfuturecosts.Costcontainmenteffortsworktoextentthattheemployeehassignificantdirectioninchoosinghowmuchtospendinabenefitcategory.13-*ManagingBenefits:

EmployerOb

ImportanceofEmployeeBenefitsObjectivesOBJECTIVESControlhealthcare-relatedcostsRetainemployeesReducecostofbenefitsadministrationIncreaseemployeeproductivityAttractemployeesIncreaseemployeesatisfactionwithvalueofyouroverallbenefitspackageHelpemployeesmakebetterbenefitsdecisionsAddressdiversebenefitsneedsofyouremployeepopulationIncreaseenrollmentinvoluntaryand/oroptionalplans ImportanceofEmployeeBenefiEmployeeBenefitsCostbyCategory,

CivilianWorkersEmployeeBenefitsCostbyCateHealthcare:

ControllingCostsandImprovingQualityU.S.spendsmoreonhealthcarethananyothercountryHealth-careexpenditureshaverisenfrom5.3%ofGNPin1960to18%(about$2.7trillion)today.Percentageoffull-timeworkersreceivingjob-relatedhealthbenefitshasdeclined,withmorethan53millionAmericanscurrentlyuninsuredTrendistoshiftcoststoemployeesthroughuseofdeductibles,coinsurance,exclusionsandlimitationsandmaximumbenefits.13-*Healthcare:

ControllingCostsHealthCare:

ControllingCostsandImprovingQualityHealthMaintenanceOrganizations(HMO)focusonpreventivecareandoutpatienttreatment.requireemployeestouseonlyHMOservicesandprovidebenefitsonaprepaidbasis.physiciansandhealth-careworkerspaidaflatsalarytoreduceincentiveofraisingcosts.PreferredProviderOrganizations(PPOs)contractwithemployersandinsurancecompaniestoprovidecareatreducedfees.donotprovidebenefitsonaprepaidbasis.employeesoftenarenotrequiredtousejustPPOs.lessexpensivethantraditionalhealthcarebutmoreexpensivethanHMOs.13-*HealthCare:

ControllingCostsEmployeeWellnessProgramsFocusonchangingbehaviorsonandoffworktimethatcouldleadtofuturehealthproblems.2ClassesofEWPs:Passive-uselittleornooutreachtoindividualsandprovidenoongoingmotivationalsupport.Active-assumethatbehaviorchangerequiresnotonlyawarenessandopportunity,butalsosupportandreinforcement.3TypesofEmployeeWellnessDesignsHealtheducationFitnessfacilitiesOutreachandfollow-upmodel13-*EmployeeWellnessProgramsFocu2PhenomenainCostControlEffortsPiecemealprogramsParetoGroup20%ofemployeesresponsibleforgenerating60to80%ofhealthcarecosts13-*2PhenomenainCostControlEfStaffingResponses

toControlBenefitsCostGrowthBecausebenefitcostsarefixed,benefitscostperhourcanbereducedbyhavingemployeesworkmorehours.Classifyemployeesasexempt,sincetheycanreducetheirbenefitcostsperhourwithouthavingtopayovertime.Classifyworkersasindependentcontractorsratherthanemployees,eliminatingtheemployer'sobligationtoprovidelegallyrequiredbenefits.13-*StaffingResponses

toControlNatureoftheWorkplaceAssessingemployeebenefitspreferencesisessential.Marketresearchmethodsassessemployees’preferencessamewayconsumers’demandforproductsandservicesisassessed.Caremustbetakennottoraiseemployeeexpectationsregardingfuturechanges.Methodstodetermineemployeepreferencesincludeinterviews,focusgroupsandquestionnaires.Whatbenefitsaremostimportanttoyou?Ifyoucouldchooseonenewbenefit,whatwoulditbe?IfyouweregivenXdollarsforbenefits,howwouldyouspendit?13-*NatureoftheWorkplaceAssessiCommunicatingWithEmployeesBenefitsCommunicationMethodsEnrollmentmaterials(onlineorpaper)GroupemployeebenefitscommunicationswithanorganizationalrepresentativeGroupemployeebenefitscommunicationswithanorganizationalrepresentativeInternetDirectMailNewsletters(onlineandpaper)BenefitfairsSocialMediaGroupemployeebenefitscommunicationswithyourvendorOtherCommunicatingWithEmployeesBeFlexibleSpendingAccountsPermitemployeestochoosetypesandamountofbenefits.Advantagesinclude:employeesmoreawareandappreciativeoftheirbenefitspackagebettermatchbetweenpackageandemployee'sneeds,whichimprovessatisfactionandretentioncostreductionsDisadvantagesinclude:administrativecostadverseselection13-*FlexibleSpendingAccountsPermFlexibleSpendingAccountsPermitspretaxcontributionstoanemployeeaccountthatcanbedrawnontopayforuncoveredhealthcareexpenses.Fundsmustbespentduringtheyearortheyreverttotheemployer.Majoradvantageistake-homepayincreases.13-*FlexibleSpendingAccountsPermAffordableCareAct:ImpactonEmployersMajorimpactonemployercostcontrolefforts.Employerswith50ormoreworkersmustofferhealthcarecoveragetofull-timeemployeesorelsepayapenalty.Impactstaxes,coverageofdependentsandwellnessprogramsSomeemployersarelookingatwaystoavoidbeingcoveredbythenewlaw.AffordableCareAct:ImpactonNondiscriminationRulesandQualifiedPlansAllbenefitspackagesmustmeetcertainrulestobeclassifiedasqualifiedplans.Aqualifiedplanreceivemorefavorabletaxtreatmentthananonqualifiedplan.RulesmustbesatisfiedforaplantoobtainqualifiedstatusAbenefitcannotdiscriminateinfavorof“highlycompensatedemployees.”NondiscriminationRulesandQu

Sex,Age,andDisabilityItisillegalforcompaniestorequirewomentocontributemoretoapensionplanthanmen.Employerscannotdiscriminateagainstemployeesoverage40inpayorbenefits.

Employeeswithdisabilitieshaveequalaccesstosamehealthinsurancecoverageasotheremployees.13-*Sex,Age,andDisabilityItMonitoringFutureBenefitsObligationsFinancialAccountingStatement(FAS)106-anybenefits(excludingpensions)providedafterretirementcannotbefundedonapay-as-you-gobasis;mustbepaidonanaccrualbasis.Requiresthatanybenefits(excludingpensions)providedafterretirement(themajoronebeinghealthcare)cannolongerbefundedonapay-as-you-gobasisBalanceinterestsofshareholders,currentemployees,andretirees.MonitoringFutureBenefitsOblSummaryBenefitscostsaresubstantialandcontinuetogrowrapidly,mostnotablyhealthcare.Employersmustofferabenefitspackagethatpermitsthemtocompeteinthelabormarket.Beyondinvestingmoremoneyinbenefits,thisattractionandretentionofqualityemployeescanbehelpedbybettercommunicationofthevalueofthebenefitspackageandbyallowingemployeestotailorbenefitstotheirownneedsthroughflexiblebenefitsplans.Employeeswillincreasinglybecomeresponsiblefortheirowneconomicsecurityarebeingaskedtoincreaseproportionofcoststhattheypayandtousedataonhealthcarequalitytomakebetterchoicesabouthealthcare.13-*SummaryBenefitscostsaresubsChapter13EmployeeBenefits人力资源管理最新版英文版教学课件第13章LearningObjectivesDiscussgrowthanditsreasonsinbenefitscosts.Explainprovisionsofemployeebenefitsprograms.CompareU.S.andothercountries’employeebenefits.Describeeffectsofbenefitsmanagementoncostandworkforcequality.Explainimportanceofeffectivelycommunicatingnatureandvalueofbenefitstoemployees.Describeregulatoryconstraintsthataffectthewayemployeebenefitsaredesignedandadministered.13-*LearningObjectivesDiscussgroIntroductionAveragecostofbenefitsisabout44.5%foreverypayrolldollarandabout30.8%oftotalcompensationpackage.Benefitsareuniquebecause:plexforemployeestounderstand.Employersarepassinghealthcarecostsincreasestoemployeesthroughhigherpremiumsanddeductibles.13-*IntroductionAveragecostofbeReasonsforBenefitsGrowthLawsmandatingbenefitspassedduringandafterGreatDepressionWageandpricecontrolsinstitutedduringWWIIandlaborshortagesTaxtreatmentofbenefitsprograms-marginaltaxrateis%ofanadditionalearningsthatgoestotaxesCostadvantageofgroupsvs.individualinsuranceOrganizedlaborEmployerdifferentiation13-*ReasonsforBenefitsGrowthLawBenefitProgramsSocialInsurancePrivateGroupInsuranceFamily-FriendlyPoliciesRetirementPayForTimeNotWorked13-*BenefitProgramsSocialInsuranSocialSecuritySocialSecurityprovidesold-ageinsurance,unemploymentinsurance,survivors'insurance,disabilityinsurance,hospitalinsuranceandsupplementarymedicalinsurance.SocialSecurityretirementbenefitsarefreefromfederaltaxandfreefromstatetaxinsomestates.Fullbenefitsbeginatage65orareducedbenefitat62.Bothemployersandemployeesareassessedpayrolltax.Eligibilityageforbenefitsandtaxpenaltyforearningsinfluenceretirementdecisions.13-*SocialSecuritySocialSecurity

UnemploymentInsurance4ObjectivesofUnemploymentInsurance:offsetlostincomeduringinvoluntaryunemploymenthelpunemployedworkersfindnewjobsprovideincentiveforemployerstostabilizeemploymentpreserveinvestmentsinskillsbyprovidingworkerswithincomeduringshort-termlayoffsNostateimposesthesametaxoneveryemployer.Unemployedworkersareeligibleforbenefitsiftheyhaveapriorattachmenttotheworkforceareavailableandactivelyseekingworkwerenotdischargedforcause,didnotquitvoluntarilyandarenotoutofworkbecauseofalabordispute.13-*UnemploymentInsurance4ObjecWorkers’CompensationWorkers'compensationlawscoverjob-relatedinjuriesanddeath.Systemisbasedonno-faultliability.Covers90%ofU.S.workers.4CategoriesofBenefits:disabilityincomemedicalcaredeathbenefitsrehabilitativeservices13-*Workers’CompensationWorkers'PrivateGroupInsuranceOfferedatemployer’sdiscretion;plansnotlegallyrequired.2majortypes:medicalinsuranceanddisabilityinsurance.Medicalinsurance-mostimportantbenefit;mostfull-timeemployeesgetsuchbenefits.Disabilityinsuranceincludesshort-termandlong-termplans.Groupratesarelowerbecauseofeconomiesofscale,abilitytopoolrisksandgreaterbargainingpowerofagroup.ConsolidatedOmnibusBudgetReconciliationAct(COBRA)requiresemployerstopermitemployeestoextendhealthinsurancecoverageatgroupratesforupto36monthsfollowingaqualifyingevent,suchastermination.13-*PrivateGroupInsuranceOfferedRetirementPlansDefinedBenefitGuaranteesaspecifiedretirementbenefitleveltoemployees.Insulatesemployeesfrominvestmentrisk,whichisbornebythecompany.PBGCguaranteesbasicretirementbenefitincaseoffinancialdifficulties.ERISAincreasedfiduciaryresponsibilitiesofpensionplantrustees,establishedvestingrightsandportabilityprovisionsandestablishedPBGC.DefinedContributionDoesnotpromiseemployeesaspecificbenefitleveluponretirement.Employersshiftinvestmentrisktotheemployee.Noneedtocalculatepaymentsbasedonageandservice.Mostprevalentinsmallcompanies.13-*RetirementPlansDefinedBenefiTypesofDefinedContributionPlansMoneyPurchaseProfit-sharingEmployeeStockOwnership13-*TypesofDefinedContributionCashBalancePlansAnemployersetsupanindividualaccountforeachemployeeandcontributesapercentageoftheemployee’ssalary.Accountearns%atapredefinedrate.13-*CashBalancePlansAnemployerFunding,Communication

andVestingRequirementsSummaryplandescription(SPD)obligatesemployerstodescribeplan'sfunding,eligibilityrequirements,risksetc.ERISAguaranteesthatemployees,afterworkingacertainnumberofyears,earntherighttoapensionuponretirement,referredtoasvestingrights.Vestingschedulesthatmaybeused:Employeesarevestedafterfiveyearsofservice.Employersmayvestemployeesoverathree-toseven-yearperiod,withatleast20%inthethirdyearandeachyearthereafter.13-*Funding,Communication

andVePayforTimeNotWorkedVacation:

InEurope20daysminimumvacationismandated.U.S.hasnolegalminimum;10daysiscommon.SickLeaveProgramsprovidefullsalaryreplacementforalimitedperiodoftime,usuallynotexceeding26weeks.Amountbasedonlengthofservice,accumulatingwithservice.13-*PayforTimeNotWorkedVacatioFamily-FriendlyPoliciesToeaseemployees’conflictsbetweenworkandnon-work,organizationsmayusefamily-friendlypoliciessuchasfamilyleavepoliciesandchildcare.FamilyandMedicalLeaveAct(FMLA):Appliestoorganizationswith50ormoreemployeeswithina75-mileradius.Appliestochildbirthoradoption;careforaseriouslyillchild,spouse,orparent;orforanemployee'sownseriousillness.Employeesareguaranteedthesameorcomparablejobwhentheyreturntowork.Employeeswithlessthanayearofserviceorthosewhoworklessthan25hoursaweekarenotcovered.13-*Family-FriendlyPoliciesToeasFamily-FriendlyPoliciesFamilyandMedicalLeaveActrequiresorganizationswith50ormoreemployeeswithina75-mileradiustoprovideasmuchas12weeksofunpaidleaveafterchildbirthoradoption;tocareforaseriouslyillchild,spouse,orparent;orforanemployee’sownseriousillness.ChildCare:employersmayprovidesometypeofchildcaresupporttoemployees:suppliesandhelpsemployeescollectinformationaboutchildcare,vouchersordiscountsforexistingchildcarefacilitiesorchildcarefacilityatornearworksites.13-*Family-FriendlyPoliciesFamilyManagingBenefits:

EmployerObjectivesandStrategiesSurveysandBenchmarkingCompanyshouldknowwhatcompetitionisdoing.Surveyinformationisavailablefromprivateconsultants,BureauofLaborStatistics(BLS)andChamberofCommerce.CostcontrolLargerthebenefitcost,greaterthesavingspossibility.Growthratemayresultinseriousfuturecosts.Costcontainmenteffortsworktoextentthattheemployeehassignificantdirectioninchoosinghowmuchtospendinabenefitcategory.13-*ManagingBenefits:

EmployerOb

ImportanceofEmployeeBenefitsObjectivesOBJECTIVESControlhealthcare-relatedcostsRetainemployeesReducecostofbenefitsadministrationIncreaseemployeeproductivityAttractemployeesIncreaseemployeesatisfactionwithvalueofyouroverallbenefitspackageHelpemployeesmakebetterbenefitsdecisionsAddressdiversebenefitsneedsofyouremployeepopulationIncreaseenrollmentinvoluntaryand/oroptionalplans ImportanceofEmployeeBenefiEmployeeBenefitsCostbyCategory,

CivilianWorkersEmployeeBenefitsCostbyCateHealthcare:

ControllingCostsandImprovingQualityU.S.spendsmoreonhealthcarethananyothercountryHealth-careexpenditureshaverisenfrom5.3%ofGNPin1960to18%(about$2.7trillion)today.Percentageoffull-timeworkersreceivingjob-relatedhealthbenefitshasdeclined,withmorethan53millionAmericanscurrentlyuninsuredTrendistoshiftcoststoemployeesthroughuseofdeductibles,coinsurance,exclusionsandlimitationsandmaximumbenefits.13-*Healthcare:

ControllingCostsHealthCare:

ControllingCostsandImprovingQualityHealthMaintenanceOrganizations(HMO)focusonpreventivecareandoutpatienttreatment.requireemployeestouseonlyHMOservicesandprovidebenefitsonaprepaidbasis.physiciansandhealth-careworkerspaidaflatsalarytoreduceincentiveofraisingcosts.PreferredProviderOrganizations(PPOs)contractwithemployersandinsurancecompaniestoprovidecareatreducedfees.donotprovidebenefitsonaprepaidbasis.employeesoftenarenotrequiredtousejustPPOs.lessexpensivethantraditionalhealthcarebutmoreexpensivethanHMOs.13-*HealthCare:

ControllingCostsEmployeeWellnessProgramsFocusonchangingbehaviorsonandoffworktimethatcouldleadtofuturehealthproblems.2ClassesofEWPs:Passive-uselittleornooutreachtoindividualsandprovidenoongoingmotivationalsupport.Active-assumethatbehaviorchangerequiresnotonlyawarenessandopportunity,butalsosupportandreinforcement.3TypesofEmployeeWellnessDesignsHealtheducationFitnessfacilitiesOutreachandfollow-upmodel13-*EmployeeWellnessProgramsFocu2PhenomenainCostControlEffortsPiecemealprogramsParetoGroup20%ofemployeesresponsibleforgenerating60to80%ofhealthcarecosts13-*2PhenomenainCostControlEfStaffingResponses

toControlBenefitsCostGrowthBecausebenefitcostsarefixed,benefitscostperhourcanbereducedbyhavingemployeesworkmorehours.Classifyemployeesasexempt,sincetheycanreducetheirbenefitcostsperhourwithouthavingtopayovertime.Classifyworkersasindependentcontractorsratherthanemployees,eliminatingtheemployer'sobligationtoprovidelegallyrequiredbenefits.13-*StaffingResponses

toControlNatureoftheWorkplaceAssessingemployeebenefitspreferencesisessential.Marketresearchmethodsassessemployees’preferencessamewayconsumers’demandforproductsandservicesisassessed.Caremustbetakennottoraiseemployeeexpectationsregardingfuturechanges.Methodstodetermineemployeepreferencesincludeinterviews,focusgroupsandquestionnaires.Whatbenefitsaremostimportanttoyou?Ifyoucouldchooseonenewbenefit,whatwoulditbe?IfyouweregivenXdollarsforbenefits,howwouldyouspendit?13-*NatureoftheWorkplaceAssessiCommunicatingWithEmployeesBenefitsCommunicationMethodsEnrollmentmaterials(onlineorpaper)GroupemployeebenefitscommunicationswithanorganizationalrepresentativeGroupemployeebenefitscommunicationswithanorganizationalrepresentativeInternetDirectMailNewsletters(onlineandpaper)BenefitfairsSocialMediaGroupemployeebenefitscommunicationswithyourvendorOtherCommunicatingWithEmployeesBeFlexibleSpendingAccountsPermitemployeestochoosetypesandamountofbenefits.Advantagesinclude:employeesmore