Human Resourses

Human Resource Management: Employee Benefits

It does not come as a surprise that many companies are utilizing part-time workers more than ever before. Part of the reason for this trend is that it saves the company money, especially in the area of worker benefits. It is determined that some part-time workers are paid less than 50% of what their full-time counterparts make (Part-time employees, 2014). This alone gives credence for using part-time help to offset the needs of the employer.

Offering Part-Time Employees Benefits

The growing trend today is for employers to offer their part-time employees benefits. In the case study presented by the CPA offices of Jackson, Smith and Henderson, (JSH), we find that while this trend is low in the overall job market, it is much higher with companies that provide the same type of services as JSH. This being said newly added HR Director Alan Jones has a very important decision to make about whether or not his company can afford to offer part-time benefits. While the budget may be tight, other considerations must be dealt with when determining affordability.

Three Factors for Consideration

What quality of part-time worker will the company be able to obtain in the face of his decision? It is important for Mr. Jones to understand that while a lower percentage of businesses in the area offer part-time benefits to their employees, CPA firms are significantly higher concerning such remunerations. This means that the discerning employee looking for part-time employment may decide that other CPA firms are better suited for their needs, thus severely debilitating JSH from gleaning the cream of the crop employee.

The second factor Jones must consider is what to offer. Should these benefits be offered to part-time employees in the same fashion as they are offered to full-time workers (Sadler, 2013)? Part-time employees generally receive fewer benefits than their full-time counterparts, and at a lower rate of compensation. Still, the offering of such benefits is important to the part-time employee, and the employee will expect such offerings to be lower than if they were full-time.

Third and finally, Mr. Jones must determine at what point these benefits are offered (Sadler, 2013). He has two full-time employees that will be reducing their workload to part-time status. He is considering hiring new employees. Does he offer them right out of the gate to all part-time employees, or just the two that are currently full-time. Usually, there is a period of hours worked before such offerings are provided to employees, thus a standard set number of hours or months should be considered (Sadler, 2013).

Conclusion

Mr. Jones has a lot to think about when inviting new part-time employees to join his firm. His determinations will set the stage for

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