Here is a comprehensive compilation of the most creative Community related benefit ideas that enable innovative organizations deliver better value to their employees well beyond dental, health and pension options that most offer in their plans.
These ideas a relevant for all budgets and sizes of organizations and provide a simplified approach to Benefits planning to increase employee satisfaction.
- Health Benefits
- Professional Development
- Vacation time / Leave
- Work schedules
Employee Benefits Ideas – Community
- Children’s Aid Society of Toronto reaches out to the next generation through partnerships with educational institutions, offering placements for students in undergraduate, graduate and doctorate studies in a variety of fields, including law and social work
- As part of the organization’s community outreach program, Cisco Systems Canada created the “Connected North” initiative in 2013 to provide video collaboration technology to schools and hospitals in remote Aboriginal communities across Canada to deliver virtual mental health and education services
- As part of the organization’s charitable focus, Loblaw and its employees support numerous children’s charities across the country, granting over $130 million (in support of over 2.7 million children) since 1989 through the longstanding “President’s Choice Children’s Charity”
- IMAX’s subsidized social committee organizes a number of events and celebrations for staff each year including a children’s holiday party, IMAX friends and family movie screenings for major blockbuster events, and summer events such as a volleyball tournament and billiard and bowling nights
- In addition to maintaining a charitable focus on youth and environmental issues, Fleet Complete encourages employees to give back to local communities by providing donations to organizations where employees volunteer their time as well as matching employee donations
- SickKids invests in ongoing training and development for its personnel and reaches out to the wider community, hosting numerous conferences and information sessions to share expertise as broadly as possible and maintains the impressive “Herbie Fund” program whereby surgeons volunteer their time and expertise to treat children from around the world
What drives a great HR strategy? We have found that the most reliable and persuasive HR strategies are built on the intersections of the company’s capabilities, uniqueness and seamless execution. Businesses have to address a unique set of barriers that often require deeper insight. Arcus offers a fact based approach to align an organization’s strengths with customer needs.
Learn more about our Human Resources services:
FOR SENIOR EXECUTIVES AND HR LEADERS
- Employee Effectiveness
- Executive and Board Compensation
- Executive/Staff Performance
- Executive Rewards
- Executive Search
- Job Evaluations
- Leadership Training
- Performance Management
Dealing with complexity, constant change and resource optimization are priorities for growing for-profit and non-profit organizations. Change requires best practices in organizational effectiveness and flexible leadership. CEO’s need to learn about how to leverage best practices for effective change within their organizations. Benefits include substantial shareholder value, lower costs and streamlined businesses.
Our change model is based on practices of HROS (highly reliable organizations) in sectors with complex operations such as healthcare and nuclear energy. These organizations follow proven methodologies because human errors can have potentially catastrophic consequences. The comprehensive approach integrates process and human dimensions of change. Please review a few sample projects to learn more about our approach on an engagement.
Human Resources – Insights and Ideas
Human Resources – Insights and Ideas to help people managers optimize their strategies, strengthen retention and motivate staff. Read more.
Featured research: Beyond KPIs. The Importance of Building Trust.
Building Trust: “We need people in our lives with whom we can be as open as possible. To have real conversations with people may seem like such a simple, obvious suggestion, but it involves courage and risk.” –Thomas Moore
Many leaders can attest to this experience: You ask your team to carry out a task that has enough flexibility for creative input. Rather than making their own decisions, the team comes to you with an onslaught of questions, trying to pin down the exact parameters of the task.
The reason for this behaviour is a lack of trust or possibly gaps in competencies. The latest results of the Arcus Trust Index survey indicate that trust in business in Canada has declined precipitously by 12 points to 42% over the past year. We haven’t seen a 12-point dip in the Arcus Index (that includes 55 dimensions of trust) since the Enron days. People simply don’t trust others like they used to. Read more.