The role of benefits in sustaining HRM outcomes
Benefits are a type of indirect compensation that aims to achieve many goals. Primarily, however, companies provide benefits to prove that they care for their employees’ personal needs, or because they wish to offer an attractive and competitive total compensation package. Since benefits account for...
| Permalink: | http://skupnikatalog.nsk.hr/Record/nsk.NSK01001108547/Details |
|---|---|
| Matična publikacija: |
Management (Split. Online) 25 (2020), 1 ; str. 117-132 |
| Glavni autori: | Galetić, Lovorka (Author), Klindžić, Maja |
| Vrsta građe: | e-članak |
| Jezik: | eng |
| Predmet: | |
| Online pristup: |
https://doi.org/10.30924/mjcmi.25.1.7 Hrčak |
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| 003 | HR-ZaNSK | ||
| 005 | 20210927101721.0 | ||
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| 008 | 210728s2020 ci d |o |0|| ||eng | ||
| 024 | 7 | |2 doi |a 10.30924/mjcmi.25.1.7 | |
| 035 | |a (HR-ZaNSK)001108547 | ||
| 040 | |a HR-ZaNSK |b hrv |c HR-ZaNSK |e ppiak | ||
| 041 | 0 | |a eng |b eng |b hrv | |
| 042 | |a croatica | ||
| 044 | |a ci |c hr | ||
| 080 | 1 | |a 658 |2 2011 | |
| 080 | 1 | |a 331 |2 2011 | |
| 100 | 1 | |a Galetić, Lovorka |4 aut | |
| 245 | 1 | 4 | |a The role of benefits in sustaining HRM outcomes |h [Elektronička građa] : |b an empirical research study / |c Lovorka Galetić, Maja Klindžić. |
| 300 | |b Graf. prikazi. | ||
| 504 | |a Bibliografske bilješke uz tekst ; bibliografija: 39 jed. | ||
| 504 | |a Summary ; Sažetak. | ||
| 520 | |a Benefits are a type of indirect compensation that aims to achieve many goals. Primarily, however, companies provide benefits to prove that they care for their employees’ personal needs, or because they wish to offer an attractive and competitive total compensation package. Since benefits account for a growing portion of the total compensation package costs, and taking into account that the motivating potential of benefits has lately been brought into question, we aim to analyze the role of benefits in achieving primary goals of human resource management, i.e., attracting, retaining and engaging employees in Croatian companies. Therefore, an empirical study was conducted on a sample of Croatian companies, which shows security, pension and health benefits, which are usually highly valued by employees, are under-represented in Croatian companies. In the case of administrative and manual employees, social activities, non-mandatory health and pension insurance and work from home were positively related to retention. However, statistically significant relationships between benefits mostly related to work-life balance and HR-related outcomes were almost exclusively negative in the case of experts, while only non-mandatory health insurance was found to be potentially useful in engaging and retaining experts. Therefore, employers should redesign benefits strategy and consider offering a flexible benefits system as an option. | ||
| 520 | |a Beneficije su oblik indirektnih kompenzacija, koji pokušava postići mnoge ciljeve. Međutim, poduzeća primarno pružaju beneficije, kako bi dokazala da brinu za osobne potrebe zaposlenika, ili žele ponuditi atraktivan i konkurentan ukupni paket kompenzacija. S obzirom da beneficije predstavljaju rastući dio ukupnih troškova kompenzacija te uzevši u obzir da se odnedavno propituje njihov motivacijski potencijal, potrebno je analizirati ulogu beneficija u postizanju primarnih ciljeva upravljanja ljudskim potencijalima (privlačenju, zadržavanju i angažmanu zaposlenika) u hrvatskim poduzećima. Stoga je provedena empirijska studija na uzorku hrvatskih poduzeća, koja pokazuje da su sigurnost te mirovinske i zdravstvene beneficije nedovoljno zastupljene u hrvatskim poduzećima, iako ih zaposlenici obično visoko cijene. Kod administrativnih i proizvodnih radnika, socijalne aktivnosti, dobrovoljno zdravstveno i mirovinsko osiguranje te mogućnost rada od kuće su pozitivno povezani sa zadržavanjem zaposlenika. Međutim, statistički značajne povezanosti između beneficija, uglavnom orijentiranih na održavanje ravnoteže između radnog i osobnog života, te ishoda upravljanja ljudskim resursima, za eksperte su bile gotovo uvijek negativno. Samo se dobrovoljno zdravstveno osiguranje pokazalo kao potencijalno korisno za angažiranje i zadržavanje eksperata. Stoga bi poslodavci trebali redizajnirati strategiju beneficija i promisliti o opcionalnoj ponudi fleksibilnog sustava beneficija. | ||
| 653 | 0 | |a Upravljanje ljudskim resursima |a Povlastice |a Zaposlenici |a Radni angažman | |
| 700 | 1 | |a Klindžić, Maja |4 aut | |
| 773 | 0 | |t Management (Split. Online) |x 1846-3363 |g 25 (2020), 1 ; str. 117-132 |w nsk.(HR-ZaNSK)000620258 | |
| 981 | |b Be2020 |b B03/20 | ||
| 998 | |b dalo2109 | ||
| 856 | 4 | 0 | |u https://doi.org/10.30924/mjcmi.25.1.7 |
| 856 | 4 | 0 | |u http://hrcak.srce.hr/239155 |y Hrčak |
| 856 | 4 | 1 | |y Digitalna.nsk.hr |