Most services that employers provide their workers by way of compensation can be generalized across an entire staff.

Most of the benefits that employers will make available to their workers involve the payment of certain bills or expenses that employees wouldn’t normally be able to afford.

Pressure on HR departments is increasing, according to a recent report from Information Strategies.

There is a school of thought that argues in favor of providing as many discrete benefits as possible to a workforce in the hopes that all staff members will find something they like.

A recent survey by Cornell University and the National Institute on Aging found most participants would opt for higher income over advantages such as additional sleep, a shorter commute, being around friends or visiting family, according to Human Resource Executive Online.

Employers can rarely afford to provide compensation to workers in inefficient manners.

According to the Society for Human Resource Management, United Benefit Advisors’ recently released 2011 Health Plan Survey found the average annual cost per employee for health plan coverage varies by as much as $5,000 depending on the state.

According to a recent survey, retirement confidence dropped almost 20 percent this September after remaining steady for nearly three years. The poll returned its most pessimistic results since it began in 2008.

Many business leaders prefer to take every project in hand without consulting with anyone else.

A recent national consumer survey by Kelton Research indicates less than 50 percent of employees with employer-based health insurance coverage know how much of their salary goes into premium payments.