FEATURE INSIGHT
A switched-on approach
As workforces today become increasingly dispersed, Kavitha Sivasubramaniam, freelance writer and editor, looks at the growing move towards the digital administration and delivery of employee benefits
W ith technology having that more people now expect their employers to communicate, operate and deliver workplace benefits and rewards digitally. Whereas once upon a time offering benefits in this way was considered only appropriate for desk- based workers, the increasing popularity of smartphones and tablets has meant this is no longer the case since most employees can now go online anytime, from anywhere. But what are the advantages for employers, and how can they ensure they get the best value from their digital packages? The first step is to look at what they are currently offering staff and assess whether there is anything to gain by moving their benefits online. In today’s workplaces electronic payslips and online expenses systems are becoming increasingly common, so arguably it’s only right that benefits provisions should follow suit. “The whole world is now online and offering digital benefits is a win-win for employers,” says Carsten Staehr, chief executive officer of permeated every aspect of our lives, it’s perhaps unsurprising
“Our workforce is becoming more dispersed and we are also seeing changes in the way we are working. We are looking to offer services around the clock to make them available when an individual wants to access them instead of them having to depend on when we have a physical presence in an office,” explains Ian Hodson, head of reward at University of Lincoln. The university is constantly seeking ways in which it can build on employee engagement, and digital availability is a big part of creating a brand identity for its benefits. Using a digital platform also means it is able to build in automatic triggers that encourage user interaction, such as email prompts of new offers or when there are competitions open for staff, according to Hodson. “These are all part of drawing individuals back to the university’s platform to remind them of everything that is on offer,” he says. “We have found in the past that what can happen is we have really good engagement with individuals in their first few months of starting with us but then we can sometimes lose that relationship.” Recognising how important the first
Cintra HR & Payroll Services. “The only way to do it successfully is by empowering people to do it themselves. Self-service gives them the flexibility to choose the benefits they want.” However, he warns that the company must have a clear strategy and carefully consider what they are going to be offering, as well as the consequences of having to remove any benefits at a later stage. ...must have a clear strategy and carefully consider what they are going to be offering... Embracing change University of Lincoln has embraced the move towards digital, which is reflected in its employee benefits offering. It strives to deliver employee rewards and benefits that are accessible and well communicated via the internet.
| Professional in Payroll, Pensions and Reward | March 2018 | Issue 38 42
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