Authors: Kulikowski, Konrad¹ (AUTHOR) konrad.kulikowski@doctoral.uj.edu.pl, Sedlak, Piotr² (AUTHOR)

Source: Current Psychology. Feb2020, Vol. 39 Issue 1, p343-353. 11p. 2 Charts.

Description: Organizations spend significant money each year on total rewards to attract, motivate and retain employees. Yet, when employees are unaware of the programs, employers fail to see the full return on their investment. This can be solved by communication. Leveraging the strength of a total rewards package through effective communication is one of the most important challenges for the HR professional. With this book, readers are given a starting point to understand the factors that need to be considered when communicating total rewards, including: The total rewards model and how to communicate it in your organization. Strategies for effective communication. An eight-step process for communication. Special considerations in communicating total rewards elements. How to brand, manage and measure your communication. This book is designed for all compensation, benefits and total rewards professionals looking to effectively communicate their total rewards package to attract, motivate and retain employees to achieve business goals.

Authors: Rogers, Susan, Marcotte, Scot

Resource Type: eBook.

Subjects: Communication in organizations, Communication in management, Compensation management, Employee fringe benefits, Quality of work life

Categories: BUSINESS & ECONOMICS / Workplace Culture, BUSINESS & ECONOMICS / Human Resources & Personnel Management

Authors: Manas, Todd M., Graham, Michael Dennis

Resource Type: eBook.

Subjects: Incentive awards, Performance awards

Categories: BUSINESS & ECONOMICS / Human Resources & Personnel Management, BUSINESS & ECONOMICS / Workplace Culture

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Authors: Perrault, Evan K.¹ (AUTHOR) perrault@purdue.edu, Hildenbrand, Grace M.¹ (AUTHOR), Rnoh, Rachel HeeJoon¹ (AUTHOR)

Source: Compensation & Benefits Review. Jan2020, Vol. 52 Issue 1, p8-18. 11p.

Subject Terms: *EMPLOYEE health promotion, *EMPLOYEES, HEALTH promotion

Abstract: While worksite wellness programs are generally designed to help employees realize better overall health, some employees may not see them in that light. The current study sought to better understand why employees refuse to participate in a new employer-sponsored wellness program. This study also investigated how participation in the program is related to employees' self-perceived health, efficacy to be healthier and their perceptions toward their organization providing useful resources to engage in a healthy lifestyle. A survey of more than 1,500 employees at a large Midwest organization was conducted after their annual open-enrollment period. Open-ended responses from participants refusing to participate in the wellness program (n = 297) indicated privacy considerations as their primary concern. They also thought participation would take too much time, conceptually thought the program was unfair or not useful and felt they were already healthy and not in need of the program. Both participants and nonparticipants had no differences in self-perceived overall health. However, participants had greater self-efficacy, and perceptions that their employer offered useful resources to engage in a healthy lifestyle, than nonparticipants. Recommendations for communicating new wellness programs to employees are discussed. [ABSTRACT FROM AUTHOR]

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