Here is a comprehensive compilation of the most creative Employee Professional Development 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 – Professional Development
- AstraZeneca Canada invests in ongoing employee development with tuition subsidies for job-related courses (up to $3,000), subsidies for professional accreditation and a number of in-house and online training programs
- Boston Consulting Group of Canada encourages long-term career development with tuition subsidies for job-related courses, formal mentoring and in-house career planning services
- CAA South Central Ontario encourages the next generation to pursue post-secondary studies with academic scholarships for children of employees (up to $1,500 per year)
- Cisco Systems Canada invests in ongoing employee education with generous tuition subsidies for job-related courses (to $7,500), subsidies for professional accreditation and a number of in-house and online training options
- Coca-Cola Canada supports the long-term career aspirations of its workforce, providing generous tuition subsidies for job-related courses (to $5,250), opportunities for formal mentoring and in-house career planning services
- Corus encourages long-term career development through tuition subsidies for courses taken at outside institutions, subsidies for professional accreditation and in-house career planning services
- CSA Group helps employees develop to their full potential through mentoring, leadership training and tuition subsidies for courses related and unrelated to an employees’ current position (to $2,000)
- CSA Group also supports the continuing education of the next generation through an academic scholarship program for children of employees who are interested in pursuing post-secondary studies (up to $3,500 per child)
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.