Organizations are increasingly faced with tough benefits decisions. The benefits budget is often fixed and adding costs to one benefit causes another to be reduced or cut. Accordingly, budgets often drive organizational benefit choices, not true strategies. This is particularly true for smaller organizations with limited resources. In this session, a method for developing and implementing a strategic benefits plan within these types of smaller organizations will be presented. The core of the method will involve the use of data to drive evidence-based management decisions in formulating a benefits strategy that fits the strategy of the organization. At the conclusion of this session, you should be able to:
Establish a strategic plan for the use of benefits as part of a larger HR and organizational strategy;
Analyze the pros and cons of using specific benefit tactics and how they impact the staffing and retention strategy of the organization; and
Leverage benefits to overcome staffing challenges in the new war for specific, high-skilled talent.
No recording is available.
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Mark Schmit, Ph.D., SHRM-SCP
executive director
SHRM Foundation
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Mark J. Schmit, Ph.D., is the Executive Director for the Society for Human Resource Management (SHRM) Foundation. In this capacity he leads the Foundation’s efforts to advance the strategic direction and impact of the HR profession. Dr. Schmit was previously the Vice President of Research for SHRM. Dr. Schmit has more than 25 years of experience in the field of human resources and has also been an academic, applied researcher, HR generalist, and internal and external consultant to both public and private organizations. Dr. Schmit earned a Ph.D. in Industrial and Organizational Psychology from Bowling Green State University in 1994. He has published more than 25 professional journal articles and book chapters and delivered more than 75 presentations at professional meetings on HR and Industrial/Organizational Psychology topics. Dr. Schmit is a Fellow in both the Society for Industrial and Organizational Psychology and the American Psychological Association. He is also certified as a Senior Professional in Human Resources (SPHR).