HR paper 
Strategic Value of Employee Benefits Programs

Instructions
To attract, motivate, and retain good workers, companies need to define what an employee wants from the employment relationship. One way to define employee needs is to consider “total rewards,” which are everything an employee perceives to be of value resulting from working for the company. Benefits are a core element of total rewards and the ever-growing package of offerings have evolved. You must now work with the company to define precisely where the various programs will be categorized. 
Write a six- to seven-page paper in which you do the following: 

Identify and discuss at least three important considerations that almost always should be considered by organizations in providing employee benefits programs. Why are each considered important? Be specific and relevant.  
Compare and contrast income protection programs and pay for time not worked programs, both of which are usual elements of benefits programs. How are the programs similar? Are they mandatory? 
Research and discuss at least four to five of what may be referred as “Other Benefits” that you could recommend to the management team as necessary elements for the benefits package. Hint: Flextime and product or service discounts are good examples.  Develop an employee benefits package for any exempt or non-exempt position level of your choosing, making sure you support the selections you made for the package.

Note: The preferred method for presenting your benefits package information is using a table or exhibit, but either approach is not mandatory.
Examples: US Bank Benefits at a Glance and UW-Madison New Employee Benefits Summary.

Use at least four quality academic resources in this assignment. Note: You may only use the resources listed in the Course Guide and those that are specifically provided by the professor see below

must use one reference below:
 Robert Lussier. 2019. Human Resource Management: Functions, Applications, and Skill Development (3rd ed.). SAGE Publications, Inc. 

 
supplemental Resources (highly recommend to use) below: 
Gregg Learning. May 9, 2016. Human Resource Strategy and Planning. https://www.youtube.com/watch?v=rbvC-zhWTXo&feature=youtu.be
Integrity HR. April 18, 2018. 5 Steps To Developing A Strategic HR Plan. https://integrityhr.com/hrblog/strategic-hr-plan/
Management Study Guide. No date. Job Design – Meaning, Steps and its Benefits. https://www.managementstudyguide.com/job-design.htm
Business Wales/Busnes Cymru. Mar 17, 2015. The Recruitment Process. https://www.youtube.com/watch?v=OJNcYZvToGY&feature=youtu.be
Umar Farooq. September 26, 2015. Recruitment and Selection Process in HRM. http://www.businessstudynotes.com/hrm/human-resource-management/recruitment-and-selection-process-in-hrm/
PSI Testing Excellence. July 3, 2012. 5 Tips for Designing An Effective Employee Selection System. https://blog.psionline.com/talent/bid/147051/5-Tips-for-Designing-an-Effective-Employee-Selection-System
Gregg Learning. June 20, 2016. Lesson 2: Identify Training Needs. https://www.youtube.com/watch?v=Y14R-brmFqA&feature=youtu.be
Carter McNamara. No date. How to Design Your Personal and Professional Development Program. https://managementhelp.org/training/systematic/guidelines-to-design-training.htm
Gregg Learning. Aug 16, 2016. Be a Strategic Human Resource Partner. https://www.youtube.com/watch?v=7cHY_z7T1lg&feature=youtu.be
HRinAsia. November 30, 2015. 6 Key Qualities Transforming HR as a Strategic Business Partner. https://www.hrinasia.com/leadership-2/6-key-qualities-transforming-hr-as-a-strategic-business-partner/
SHRM. April 20, 2017. 5 Reasons to Seek SHRM Certification. https://www.youtube.com/watch?v=WxSoJlanq1Q&feature=youtu.be