The aim of this paper is to present a case study about how JCT600 has implemented an employee benefits program that offers its staff a comprehensive range of benefits in an…
Abstract
Purpose
The aim of this paper is to present a case study about how JCT600 has implemented an employee benefits program that offers its staff a comprehensive range of benefits in an engaging and easy-to-use format.
Design/methodology/approach
Looking after its people and rewarding their loyalty is a major part of JCT600's core values. Feedback had suggested that the benefits program that was originally in place needed to be made more appealing, accessible and comprehensive, with certain additional benefits such as a cycle to work scheme and retail discounts. Personal Group proposed a program called “Just Rewards”, which comprised a range of bespoke benefits including JCT600's existing staff benefits. A thorough communications plan was put in place ahead of the launch, including posters and internal company newsletters, to ensure employees were aware of the program. Upon launch, one-to-one meetings were offered to every employee to introduce them to the scheme and to drive their practical understanding of it. The one-to-one meetings were facilitated by Personal Group using their innovative iPad app to bring the program to life.
Findings
Of JCT600's 1,350-strong team, 754 joined the program within the first three months. In an employee survey following the launch, 93 percent of the staff surveyed were very satisfied or satisfied with the benefits on offer, with 94 percent very satisfied or satisfied with the overall benefits package. Overall, JCT600 felt that it was a successful roll out. Simple protection products were also offered by Personal Group, namely Voluntary Group Income Protection (VGIP) and the Hospital Cash Plan. Both have been well received with 274 VGIP registrations and 158 Hospital Cash Plan take up. A total of 56 percent of staff registered and 35 percent were actively using the program within the first three months. The early usage and engagement with the program has exceeded expectations.
Originality/value
Following research with staff, JCT600 felt that employees would appreciate more comprehensive benefits in an easy to access package. It shows that even large companies with multiple locations can retain a “family values” ethos by taking responsibility for the wellbeing and incentivization of a diverse workforce.
Monica Franco‐Santos, Mike Kennerley, Pietro Micheli, Veronica Martinez, Steve Mason, Bernard Marr, Dina Gray and Andrew Neely
Scholars in the field of performance measurement tend to use the term business performance measurement (BPM) systems without explaining exactly what they mean by it. This lack of…
Abstract
Purpose
Scholars in the field of performance measurement tend to use the term business performance measurement (BPM) systems without explaining exactly what they mean by it. This lack of clarity creates confusion and comparability issues, and makes it difficult for researchers to build on one an each other's work. The purpose of this paper is to identify the key characteristics of a BPM system, by reviewing the different definitions of a BPM system that exist in the literature. This work aims to open a debate on what are the necessary and sufficient conditions of a BPM system. It is also hoped that a greater level of clarity in the performance measurement research arena will be encouraged.
Design/methodology/approach
The performance measurement literature is reviewed using a systematic approach.
Findings
Based on this research, a set of conditions of a BPM system has been proposed from which researchers can choose those which are necessary and sufficient conditions for their studies.
Research limitations/implications
The analysis in this paper provides a structure and set of characteristics that researchers could use as a reference framework to define a BPM system for their work, and as a way to define the specific focus of their investigations. More clarity and precision around the use of the BPM systems phrase will improve the generalisability and comparability of research in this area.
Originality/value
By reviewing the different definitions of a BPM system that exist in the literature this paper will hopefully stimulate a debate on the necessary and sufficient conditions of a BPM system and encourage a greater level of clarity in the performance measurement research arena.
Details
Keywords
This article aims to review how one organization – Vinci – leveraged a strategic and integrated approach to employee benefits to unify three different businesses, each with their…
Abstract
Purpose
This article aims to review how one organization – Vinci – leveraged a strategic and integrated approach to employee benefits to unify three different businesses, each with their own, different set of T&Cs, employee benefits and benefit providers. This work was undertaken in the midst of economic recession that put significant pressure on the business to retain and reward its people.
Design/methodology/approach
The article provides best practice case evidence that outlines how effective employee consultation and buy‐in was generated, employee communication was delivered and understanding of the new employment package was disseminated to staff.
Findings
The paper demonstrates the positive and far‐reaching impact of the work to unify employee benefits provision across these merging organizations. With over 99 percent of employees signing their revised T&Cs and employees making savings of over £500,000 in tax and NICs (National Insurance Contributions), the work undertaken at the organization has, understandably, had a positive effect on employee turnover and overall levels of engagement.
Originality/value
The article presents a first‐hand account of the work carried out to bring the businesses together and ensure the company could offer a strong and engaging employment and benefits package.
Details
Keywords
The COVID-19 pandemic stressed the health care sector's longstanding pain points, including the poor quality of frontline work and the staffing challenges that result from it…
Abstract
The COVID-19 pandemic stressed the health care sector's longstanding pain points, including the poor quality of frontline work and the staffing challenges that result from it. This has renewed interest in technology-centered approaches to achieving not only the “Triple Aim” of reducing costs while raising access and quality but also the “Quadruple Aim” of doing so without further squeezing wages and abrading job quality for frontline workers.
How can we leverage technology toward the achievement of the Quadruple Aim? I view this as a “grand challenge” for health care managers and policymakers. Those looking for guidance will find that most analyses of the workforce impact of technological change consider broad classes of technology such as computers or robots outside of any particular industry context. Further, they typically predict changes in work or labor market outcomes will come about at some ill-defined point in the medium to long run. This decontextualization and detemporization proves markedly problematic in the health care sector: the nonmarket, institutional factors driving technology adoption and implementation loom especially large in frontline care delivery, and managers and policymakers understandably must consider a well-defined, near-term, i.e., 5–10-year, time horizon.
This study is predicated on interviews with hospital and home health agency administrators, union representatives, health care information technology (IT) experts and consultants, and technology developers. I detail the near-term drivers and anticipated workforce impact of technological changes in frontline care delivery. With my emergent prescriptions for managers and policymakers, I hope to guide sectoral actors in using technology to address the “grand challenge” inherent to achieving the Quadruple Aim.