The programs will consist of two parts: health=related benefits and a special financial aid for mother with toddlers.
The first step is development of the plan and information gathering. The second step is needs identification. The benefits will be paid in accordance with age and family status of a mother. Single mothers with children will receive double benefits. Mothers with two children and more will receive benefits for all children. The third step is budget and compensation schemes development. Rather than one uniform benefits plan for every person, planners increasingly see a range of program choices for designing a compensation plan to meet the specific needs and requirements of each unique employee (Calvey and Jansz 2005).
It is expected that plans will focus on one of three distinct goals: attracting and retaining qualified employees, motivating employees, and controlling costs. Although the planner would like to achieve each goal, it is also true that it is very difficult if not impossible to achieve the best in each goal simultaneously. This means setting benefits rates at or above the market average. . In addition, several of these exercises put you in the position of designing compensation and benefits plans to meet the specific operating requirements of the organizations in question (Robert Half International. 2007).
In SunDusk, employers must pay attention to the prevailing wage and salary levels paid for various jobs and skills. Were employers to ignore what the market is paying, they would soon discover either that they cannot keep employees because their rates are too low, or they cannot make a profit because their rates are too high. Establishing a competitive wage and salary program is an essential building block for effective compensation planning and administration. Beyond grounding pay rates in competitive market conditions, benefits for women with children should be properly structured and designed to support organizational goals (Fakler, 2005). Such issues as how much money it takes to serve as a lure to more performance, ethical concerns in using incentive plans, and fully aligning incentive plans with organizational requirements are all vital ingredients to effective plan design. Benefits plans and designs are important in their own way. Such plans can consume a sizable portion of total compensation dollars. For that expense, employers would like to receive–but often have trouble obtaining–returns in employee goodwill and performance. For these reasons, effective benefits design is often a silent but important partner in human resources planning and administration (Calvey and Jansz 2005). Each month a single mother will receive $200 of benefits for one child till 5 years old.
The expected outcomes of the non-traditional benefits are motivation and low labor turnover among women employees. The growth of the business is very sensitive to the overall quality of service provided in the unit. Customers who are satisfied with the service they receive will return to buy additional products and services, and will refer other customers to the stores (Robert Half International. 2007). The non-traditional benefits are in response to an employee’s poor job performance and not because of perceived or suspected