The Most Common Types of Discretionary Benefits

Do you need this or any other assignment done for you from scratch?

We assure you a quality paper that is 100% free from plagiarism and AI.

You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)

NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.

NB: All your data is kept safe from the public.

Click Here To Order Now!

The Most Common Types of Discretionary Benefits

Table of Contents

Introduction
Discussion
Conclusion
References

Introduction

Paula included the most common types of discretionary benefits with examples. Her post offers preliminary information about benefits, clearly distinguishing one type from another, including her personal experience. However, several points significantly influenced the tendencies in benefits established in the companies. One such issue is the pandemic of COVID-19, which forced senior leaders to consider additional benefits for employees to cope with new personal and professional challenges.

Discussion

Since decentralized workforces are becoming more prevalent across businesses, human resource leaders have informed us that they intend to provide flexible advantages to support employees wherever they may be, not simply those who work at the companys office. For example, parents emphasize flexible family benefits over on-site childcare facilities, with 61% of respondents favoring the latter more (Green et al., 2021). Most intend to increase the number of paid memberships available on Internet portals for locating and managing care services and in-home emergency childcare.

Benefits advancement heavily relies on local and federal policy and businesses. Adopting the American Rescue Plan is a significant and vital first step in resolving the pandemics three crises (Green et al., 2021). They include the care problem, the womens employment issue, and the mental health crisis will demand diligence, perseverance, and inventiveness. The companies try to resolve the mental health issue through the implementation of additional wellness benefits, which fit in as described by Paula Services Benefits. It is essential because it includes personalization depending on a particular employees age, demographics, and other features.

Conclusion

Therefore, Paula described the main central benefits groups in terms of the traditional human resource field. Nevertheless, it is crucial to address the new emerging peculiarities of the discretionary benefits that appeared after the crisis of the COVID-19 pandemic. New requirements of society forced employers to consider a potential alteration to the existing programs to support their workforce. Through the expansion of benefits abilities, it is possible to meet the needs of people after severe stress conditions of a pandemic.

References

Green, N., Tappin, D., & Bentley, T. (2021). Working from home before, during and after the Covid-19 pandemic: implications for workers and organisations. New Zealand Journal of Employment Relations, 45(2), 5-16.

Click Here To Order Now!