There are many situations in which employers can find themselves overlooking very important aspects of their human resource efforts. For example, a company can decide to offer robust benefits packages to its full-time workers. HR representatives and executives can work together to come up with an affordable and comprehensive balance of services and costs, and therefore make these benefits available to workers.
Unfortunately, there's a crucial last step missing from that process. While it is all well and good to make health insurance, 401(k) accounts and other plans available to staff members, it is just as important to offer regular audits of those same benefits. Failing to do so can create a disconnect with employees, their needs and wants, waste the HR department's time and employer dollars.
For instance, an organization that selects a particular health insurance carrier may be suddenly caught unaware when they're informed that a particular kind of care is going to either rise in cost or be removed from the current plan. In addition to making things more expensive for both the company and its workers, there is also the problem of explaining to employees that they have the option to decline a particular part of a plan. Without a full understanding of the ins and outs of total compensation, workers may not understand their options and the overall value of employer sponsored benefits.
