Slide 1: Bismillah

Slide 2: Names

Slide 3: Gratitude

Slide 4: Pic Benefits & services Slide 5: Benefits have been defined as the fringe advantages that accrue to an employee over and above his salary as a result of his employment with an organization and his position in the organization. Services are efforts to make life worth living for workman. Although the term benefits and services is very widely used in the area of personnel management practices, other terms, such as fringe benefits, employee services, supplementary compensation, indirect compensation, and supplementary pay are also used. The frequently used term fringe benefits originated during World War 2. Many management practitioners now object to this expression on the ground that nowadays these benefits represent a very larg portion of total labor cost for a firm. They no longer merely fringe cost or fringe items(small). They are important to management, employee and union alike. Slide6: Misconception Benefits and Services are often used interchangeably by some writers. The word Benefits applies to those items for which a direct monetary value to other individual employee can rather easily ascertained, as in the case of pension, separation pay, major medical insurance or holiday pay. The word Services applies to such items as a company newspaper, athletic field, Eid party, or company purchasing services, for which a direct money value for the individual employee cannot be readily established. Slide7: Types of Benefits and Services:Employee benefits include programs that helps provide for employee security1. These programs provide financial reimbursement to employees and their families for cost associated with both occupational and non occupational injuries and illness, unemployment, retirement, and death (life insurance). Another category of employee benefit is paid leave2 which include such items as paid holidays and vacations. A third category is premium pay3 which covers extra pay for working overtime on holidays and weekends, and for shift differentials. A fourth category is bonus and awards4 which are not related to employee production. These include profits sharing bonuses, Eid bonuses and scholarships for employees and their family members. Saving and Thrift plans5 comprise the last category of benefits. Some employers provide small supplements to the sums that employees voluntarily have deducted for their paychecks to be deposited in employer-run saving plan. Employee Services include social and recreational programs1 and facilities that are provided or subsidize by the company. Services also include a variety of special aids and services2 such as union, loan funds, medical treatment for minor treatment, and child care centers.

Although some business people classify such items as rest periods, cleanup time, rest rooms, parking lots and first aid service as employee benefits. These things are directly associative with work activities and the needs of people in work settings; they are essentials, not extras. Slide8: Table of employee benefit and services

Slide9: Factors considered while establishing new benefit or service Cost and ability to pay Union demand and power Real need Tax consideration Administration Slide10: literature view pic Slide 11: Article 1:DIVERSITY IN WORKPLACE CAUSES RISE IN UNIQUE EMPLOYEE BENEFITS by Gayle White Southern Arkansas University Cafeteris benefits must be provided. Benefits to Provide for Work/Life Balance so employee is able to have good social life. Benefits to Develop Executive Women by giving them opportunity to grow. Benefits for Generation Xers The generation Xer would value flexibility such as flextime, telecommuting, and work assigned in projects with autonomy. Conclusion With the growing diversity in the workforce due to globalization, mergers, acquisitions, immigration, and other factors, the diversity in benefits must keep pace. Employees will shop for benefits as never before; and companies, needing to hire the best, must keep abreast of what bench-marked companies are doing in the way of benefits to match the workforce diversity. Slide 12: Article 2: Does It Really Matter How Employees Are Paid? by Richard Sharpnack, President Imprtance to Attract & retain by giving them adequate benefits Competitive edge Org can have competitive advantage by such offerings Consider need of employees while offering b&s to get them satisfy on work Performance Benefits to motivate the high performers

Conclusion Benefits and services must strives to seek a balance between what is good for the employees and good for the company. Understanding the proper balance point is critical. As a first step, talking and listening to the employees will help a company understand what is needed to create an effective program. Only then can the work truly begin on crafting a total compensation package that satisfies all parties.

Slide 13: Article 3 Human Resource Management: Employee Compensation Guide Sarah L. Fogleman, Dean McCorkle and Robert Schwart Discussion: 1.Non-monetary compensation (Services ) 2.Direct compensation (Basic Pay) 3.Indirect compensation (Benefits) Conclusion: All types of compensation are important. Employers have a wide variety of compensation elements to choose from and are limited as much by their own preconceptions about compensation packages as they are by budget restraints. By combining many of these compensation alternatives, progressive managers can create packages that are as individual as the employees who receive them.