HR Report: Employee Benefit Program for Software Engineers Details

This report details a comprehensive employee benefit program tailored for software engineers, emphasizing the importance of understanding employee needs through surveys. The program, utilizing servant leadership, allocates 30% of the company's annual profit to cover health insurance, bonuses, and a competitive salary of $113,605. Key benefits include flexible work arrangements, significant bonuses, comprehensive health and dental insurance, a retirement savings plan with company matching, generous maternity leave, performance-based salary increases, additional perks like paid vacations, and overtime pay. The report also highlights the importance of collaborative decision-making, fostering a supportive company culture with individual development and social events. Furthermore, it stresses the need for an automated enrollment process, accessible policies, and regular benefit plan reviews by an auditing committee, alongside effective communication of these benefits to both current and prospective employees.

HUMAN RESOURCES

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Employee benefit program
Things that matters to software engineers
In order to understand the fact that what matters to the employees the methods like surveying
needs to be done. Since at the posts of software engineers most of them are youngsters hence
they give more importance to the flexibility in the job and paid leaves. The strategy of servant
leadership needs to be used in the design of the employee benefits program in order to make
it more employees friendly.
Determining budget
The budget that is being allocated for this task will be around 30% of the total profit
generated by the company each year. This will include all the health insurances and bonuses
for the employees. It will act as a share of the employees in the company’s benefit. However
the pay structure for the post of software engineer will be $113605. In order to attract more
numbers of people this pay structure has been set higher than the national average.
Important employee benefits
The employee benefits that need to be given to the software engineers are as follows:
 Flexibility: Software engineers need to be given flexibility in terms of shift timings
and must be given higher numbers of work from home facility. They also needs to be
given flexibility in terms of the dress code as casual wears should also be permitted as
it is an back-end job.
 Bonuses: Company need to give 50% of the salary as a bonus to the employees. This
bonus can be given any time of the year.
 Health insurances: Company needs to give health insurances to the employees. This
insurance must provide full reimbursement for the medical bills on health and dental
issues.
 Retirement saving plan: Company needs to give a retirement saving plan for their
employees. For which the employees had to pay 10% of their salary every year that
will be cut on monthly basis and 10% will be paid by the company.
 Maternity leave: There need to be 13 months paid maternity leaves for women
employees.

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 Salary hike: There should be a salary increase of 15-25% on the basis of the
performance of the employees at the end of the appraisal period.
 Additional benefits: Company needs to give additional benefits to the people in terms
of paid vacations to any other city or any other country. This kind of benefits is highly
liked by the current employees. However this needs to be given in every 2 or 3 year.
 Overtime pay: If the employees work for extra hours in order to complete any project
assigned to them then they must be given the overtime pay. This must be 150% of the
employee’s salary.
The strategy that will be used for the development of these benefits will be of the
collaborative decision making. Employees from all the departments should be given the
opportunity to speak about the challenges that they are facing and the benefits that they could
seek to overcome these challenges (Spisakova 2019).
Company culture
There needs to be development of the culture where employees are treated as valuable assets.
The company culture must be of individual development where training and skill
development need to be given higher priority (Balkin and Werner 2019). There must also be
on-site and off-site social events so that a collaborative space could be developed.
Employee’s enrolment process
The enrolment process must be automatic and the claim forms for this must be easily
available to the employees through the websites. Instruction, policies and guides must be
given to the employees on the regular basis (Jaworski, et al. 2018). There must be
development of the organised database to keep the track of administrative and financial
procedures.
Review benefit plan
There must be review of the benefits that is given to the employees and this must be done on
the regular basis so that any lag in the benefits can be removed from it. There must be an
auditing committee in the HR team that continuously monitors the employee benefit program
so that it will be as per the demand of the employees (Garabato, Gardner and Nyce, 2018).
Tell the world
It is critical for the organisation to tell the world that they have such an employee benefit
program. This must be done through the help of websites and other type of the media so that

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other employees that are looking for the post of the software engineer in this company will
not have to face challenges (Kratzer, Meissner and Roud 2017). It should be communicated
to the employees as well so that they are aware of the benefits they have.

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References
Balkin, David B., and Steve Werner. 2019. "The Employee Benefits and Performance
Relationship: An Organization Support Theory Perspective." Academy of Management
Proceedings. Vol. 2019. No. 1. Briarcliff Manor, NY 10510: Academy of Management.
Garabato, Natalia, Jonathan Gardner, and Steve Nyce. 2018. "Global Developments in
Employee Benefits." How Persistent Low Returns Will Shape Saving and Retirement: 194.
Jaworski, Caitlin, et al. 2018. "The effects of training satisfaction, employee benefits, and
incentives on part-time employees’ commitment." International Journal of Hospitality
Management 74: 1-12.
Kratzer, Jan, Dirk Meissner, and Vitaly Roud. 2017. "Open innovation and company culture:
Internal openness makes the difference." Technological Forecasting and Social Change 119:
128-138.
Spisakova, E. Dulova. 2019. "Position of Employee Benefits in Remuneration Structure."
Transformations in Business & Economics 18.2: 47.