A Society for Human Resource Management study (SHRM, 2005) found that both employers and HR professionals see benefits or non-monetary rewards as a driving factor for job satisfaction. In this module, non-monetary rewards are defined as the set of rewards known broadly as benefits. The array of benefits that supplement monetary rewards are evolving quickly, as the competition for employees increases. While there is a wide range of non-monetary rewards offered, most center around those that protect against the cost of illness or health emergencies, provide income protection in the case of disability, and and provide general well being for the employees and their families. The more typical non-monetary rewards offered today are shown in the center column in table 3.1 below. Table 3.1 Three Elements of the Total Rewards Model Monetary Rewards Non-monetary Rewards Work Experience Base Pay Income Protection Benefits Values of the Organization Variable Pay Medical Insurance Community (Individual and Organizational) Merit and Cost of Living Increases Vision and Dental Recognition Retirement Savings Disability Training and Development Performance Feedback Life Insurance Promotions Deferred Compensation Paid Time Off Sense of Accomplishment Day Care Employee Assistance Program Health Related Programs Tuition Assistance
Of the perks you learned about in the readings for the week, which two were surprising to you? Select two from the various lists and share how you think offering the perks assist the organization in attracting, retaining and engaging their employees.