New to HR? Templates, tools and development to make you a seasoned pro in no time.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Three examples of why calculating return on investment (ROI) for company benefits can be a tricky proposition.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Example #1: Linking fitness trackers to health outcomes
The promise: Employers that give monitors to employees could transmit resulting data to a wellness provider and try to correlate it with insurance claims to assess health and cost outcomes.
The problem: Maybe only the healthiest people use the trackers. Or users could be going out for fast food after workouts. Also, can you trust a wellness provider’s analysis?
A possible path forward: While there’s no hard-and-fast evidence that fitness trackers will improve the health of your workforce, offering them as a voluntary perk could boost morale while raising awareness about health.
Example #2: Connecting wellness initiatives to stock returns
The promise: Some data indicate that companies that invest in workforce health have better stock returns than other firms.
The problem: One can’t assume that wellness programs caused better financial results. It may be just as likely that businesses with rising stock prices have more cash to invest in health initiatives.
A possible path forward: Instead of trying to link wellness programs to the bottom line, consider probing employees’ satisfaction with this benefit to glean insight into how you might serve your workforce better.
Example #3: Assessing retirement programs
The promise: In theory, a strong 401(k) plan could be linked to the financial health of employees, which in turn relates to retirement readiness and workforce planning.
The problem: Market volatility and employees’ potential lack of interest in, and knowledge about, finance limit the validity of any analysis.
A possible path forward: Provide employees with regular information and training on investment options and how workers can hone their financial skills. This will help ensure that your workforce has the tools needed to take maximum advantage of what you offer.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Talent Attraction Study: What Matters to the Modern Candidate
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies