I am currently working on a project to communicate the benefits offered by my company to its internal employees as well as new hires through campus hiring and lateral hiring. What is the most effective way to communicate it apart from emails and sessions??
Hi,
Are you an Intern or regular employee of that Company ?
For internal employees :
Educate employees about the benefits offered by the Company during the Induction process probably through PPT & oral session. Also one to one session will also be a effective tool to share the information.
For Campus & lateral hiring
Use of effective PPT presentations during Campus will be ideal. Also post attractive Flyers in college Placement groups through Placement Officers
Also post Flyers on social medical like FB, linkedin etc to gain attention of the candidates.
From India, Madras
945Are you an Intern or regular employee of that Company ?
For internal employees :
Educate employees about the benefits offered by the Company during the Induction process probably through PPT & oral session. Also one to one session will also be a effective tool to share the information.
For Campus & lateral hiring
Use of effective PPT presentations during Campus will be ideal. Also post attractive Flyers in college Placement groups through Placement Officers
Also post Flyers on social medical like FB, linkedin etc to gain attention of the candidates.
From India, Madras
Yourself, as part of the HR department, can conduct small workshops - departmentwise, make presentation and interact with the employees. It is one of the better ways to interact with the people. Best wishes
From India
From India
If you have already told the staff about the rewards in emails and in person in face to face meetings, there is little else you can do.
My question is why do you need some other method?
I sense that you are not getting any buy in from the staff, and therefore it is not working. If that is the case, then the answer is NOT telling the staff again. You need to find out why it's not working. Obvious answers are that the hurdles to win an award are too high, the rewards themselves are meaningless or have no value to staff, or staff are deeply suspicious of the management's motives, especially if the rewards are trying to make up for poor pay and lousy working conditions. Try fixing those problems first.
From Australia, Melbourne
My question is why do you need some other method?
I sense that you are not getting any buy in from the staff, and therefore it is not working. If that is the case, then the answer is NOT telling the staff again. You need to find out why it's not working. Obvious answers are that the hurdles to win an award are too high, the rewards themselves are meaningless or have no value to staff, or staff are deeply suspicious of the management's motives, especially if the rewards are trying to make up for poor pay and lousy working conditions. Try fixing those problems first.
From Australia, Melbourne
Hi
Repeated post
https://www.citehr.com/640823-benefi...unication.html
You can try circulating through any internal official magazines if any.
The other option is print the benefits as a Flyer and paste it in each and every work station.
From India, Madras
Repeated post
https://www.citehr.com/640823-benefi...unication.html
You can try circulating through any internal official magazines if any.
The other option is print the benefits as a Flyer and paste it in each and every work station.
From India, Madras
Hi,
Added to the above any benefit offered by the employer will gain the attention of the employee when practically utilized. For example issue of free mediclaim insurance is very common among many employers. Till the employee avail the benefit of mediclaim, it will be perceived as normal benefit in paper. But once employee utilized the mediclaim during a crisis the value of the same realized by the employee more vividly.
Like wise Gratuity, though statutory, projected as a benefit by many employers and shown in CTC. Till the employee complete 5 years of continuous service it is just a number in the CTC, but it's significance will be realized once employee completes 5 years of continuous service.
From India, Madras
Added to the above any benefit offered by the employer will gain the attention of the employee when practically utilized. For example issue of free mediclaim insurance is very common among many employers. Till the employee avail the benefit of mediclaim, it will be perceived as normal benefit in paper. But once employee utilized the mediclaim during a crisis the value of the same realized by the employee more vividly.
Like wise Gratuity, though statutory, projected as a benefit by many employers and shown in CTC. Till the employee complete 5 years of continuous service it is just a number in the CTC, but it's significance will be realized once employee completes 5 years of continuous service.
From India, Madras
Various methods exist to communicate the perks extended by your company to personnel and new recruits that go beyond conventional channels, such as electronic mail or seminars. One approach involves utilizing social media platforms such as LinkedIn, Facebook, or Instagram, to expand your reach and pique curiosity. To achieve this, you can devise engrossing posts, images, or videos that accentuate the perks' significance and relevance to the employees. Another efficacious strategy is to create an internal corporate portal or intranet that showcases the benefits, furnishes useful resources, and offers solutions to commonly asked questions. Additionally, you can opt to conduct webinars, workshops, or training sessions that emphasize the benefits and how personnel can leverage them to their advantage. Lastly, tapping into peer-to-peer communication can be advantageous. Encourage personnel to share their affirmative experiences with the benefits and their impact on their lives, which can foster enthusiasm and motivate others to capitalize on them.
Hoping this answers your question.
From India, Dombivali
Hoping this answers your question.
From India, Dombivali
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