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What are employee benefits?

Why employers need to offer employee benefits to their employees?

Is employee benefit crucial to retain employees?

What are the most common employee benefits to offer?

Employee benefits are additional remuneration packages, given from a company to its employees. Moreover, with benefits in hand, employees will have elevated their sense of belonging, motivation, and loyalty towards the organization.

In recent studies, shows that 52% of Malaysians are actively seeking for new job position due to unsatisfactory salaries & benefits. As such, the results indicated that employee benefits are the crucial factor in determining the growth, loyalty and career planning for the employee.

Below are the top 5 employee benefits that the employer offers in 2021.

1) Insurance/Medical Coverage – With the rising costs of healthcare in Malaysia, it makes the medical coverage, top priority benefits provided by the employers. Some says, it is a MUST HAVE benefits from employer to their employees. It helps the employees to ease the burden of the medical cost. Most big organization offer this benefits to the employee as well as their family members.

2) Offer Flexible Working Hours/Working from Home Flexibility – Due to the Covid-19 crisis, most employers have shifted their operational needs of workforce to work from home on daily basis. Some scheduled their employees accordingly depending on the needs & requirements on the tasks /responsibilities. Now, it is a common new norm for employers to adapt or give this kind of flexibility to their employees. Recent surveys by KPMG also shown that, respondents prefer flexibility as they believe it can increase work productivity and improve job satisfaction.

3) Performance & Recognition Rewards/Bonus – Based on Company’s discretion, this type of employee benefits will be rewarded to employees based on their yearly performance & financial situation of the Company. Bonuses will be given to those employees, as a rewards & recognition to the employees’ contribution & support. In addition, this type of benefits will definitely increase the loyalty and boost the employee motivation & productivity towards their job performance.

4) Career Development Planning/Training – Company who provides training to their employees, knows the development and sees the direction to meet the Company’s values & objectives. Basically, training/on-job-training, increases the employee skills & knowledge on the job. Hence, it will enhance the employee capability & produce higher results and deliverables

5) Childcare facilities - Most big organizations, offers facilities to accommodate their employees’ children. In Malaysia, most government agencies do have these facilities to their respective employees. This helps the working parents have the ease of mind, when the children are being taken care of in the same building/location.

In Conclusion, to retain and promote positive growth in an organization, employers are expected to provide attractive salary & benefits packages to their employees. This will eventually lead to meaningful employee engagement & ultimately businesses will profit through increased productivity due to a stronger determination to work.

Saya s**a tanye Majikan/Business Owner..
WHAT IS THE BIGGEST HR CHALLENGES THAT YOU ARE FACING NOW...?

Majoriti akan jawab:-
1) to find the right talent
2) masalah staff yg selalu lewat dtg kerja
3) staff yg tak perform

So, mcm mane nak solve semua isu itu?
Peningkan, sampai BUSINESS OWNER plak yg kena do all the works utk settle kan hal2 ni..

Kan, lebih baik "outsource" aje kpd Pakar!
Call kami sekrg.. Dah, Tak payah pening pening lagi...

Clickku.com - Your One Stop HR Solutions
Payroll Management | HR Outsourcing Services

KENAPA KWSP TIDAK BOLEH TERIMA PENGIRAAN CARUMAN SYKT SAYA, YE?

Nak tahu sebab apa???
1) PENGIRAAN caruman yg SALAH, di mana ada nilai sen dlm caruman tersebut
2) Setiap caruman hendak lah dibyr dlm nilai ringgit penuh
3) KWSP adalah berpandukan Jadual yg di sediakan pihak KWSP. Jd, tidak boleh mengambil PENGIRAAN tempat mengikut peratus 9%@11% utk pekerja & 12%@13% bg majikan. Ianya hendak lah berpandukan Jadual Ketiga KWSP. A

DGN ITU MAJIKAN TERPAKSA:-
1) Buat balik Payroll yg SALAH tersebut
2) Majikan terpaksa kira balik gaji yg terkurang @ terlebih bayar
3) Staff pun akan complain & tidak puas hati dgn pengiraan yg SALAH tersebut

JADI MAJIKAN HARUS PEKA & JGN AMBIL SAMBIL LEWA.

Tak tahu mcm mane nak buat, hubungi aje Clickku.com-Your One Stop HR Solutions

Pssttt:- Jgn jadi Majikan yg tidak BERTANGGUNGJAWAB!!!!

Saya nak cerita kan salah satu Pengalaman sebenar saya sewaktu saya bekerja di sebuah syarikat Minyak & Gas sebagai seorg HR Practioner.

Kisah ini, melibatkan "Domestic Inquiry" yg terpaksa saya laksanakan kerana seorg staff di syarikat tersebut telah "Duplicate" atau meniru tandatangan bossnya utk keperluan memohon cuti.

Saya telah mengesan borang cuti yang di mohon oleh staff tersebut, diluluskan oleh bossnya.. Tetapi, tandatangan bossnya tidak sama dgn tandatangan bossnya yg asal. Boss beliau adalah salah seorg Pengurusan Tertinggi di syarikat tersebut.

Pada masa itu, bossnya tidak berada di office selama seminggu on business trip. Beliau mengambil tindakan utk meniru sign bossnya lalu meluluskan borang cuti tersebut.

Bila, saya tanya.. Dia kata memang itu sign asal bossnya.. Saya, terpaksa memberitahu beliau yg ini bukan tandatangan asal bossnya dan mengambil dokumen lain utk perbandingan.. Beliau still tak mengaku bersalah..Walaupun Boss beliau outstation, saya dpt menghubungi boss beliau Dan menghantar gambar melalui email utk beliau mengesahkannya.

Kami di HR mengambil keputusan utk terus melakukan "Domestic Inquiry" dengan proses2 mengikut step by step..
1)Show Cause Letter
2)Notice of Domestic Inquiry
3)Siasatan Dalaman dilaksanakan-suspension of investigation(dlm kes ni tak perlu digantung kerja kerana tidak menghalang proses penyiasatan)
3)Lantik non-bias Jury
1 Pengerusi, 2 juri yg tiada kaitan (bukan rakan sekerja) 1 pegawai pendakwa
1 setiausaha utk catit minit mesyuarat
4)Issue domestic inquiry proceedings notice
5)Domestic Inquiry dijalankan
6)Pekerja tersebut didapati bersalah oleh semua juri dan pihak pendakwa dpt mengeluarkan bukti yg kukuh.

Staff tersebut akhirnya dibuang kerja serta merta. Misconduct yg beliau lakukan amat berat. Kesalahan beliau terbukti dgn jelas dan beliau melakukan tindakan sedemikian hanya lah utk keperluan diri sendiri.

Dalam HR ni, kita kena ikut proses tertentu.. Jgn ambik tindakan mudah utk pecat seseorg pekerja.. Lakukan mengikut step step yg betul..

If Majikan salah Langkah, kemungkinan besar pekerja tersebut ada hak utk melaporkan kes ke Pejabat Buruh/Jabatan Perhubungan Perusahaan

Tak tahu mcm mane nak buat.. Hubungi aje Clickku.com - Your One Stop HR Solutions