Benefits and Compensation Commons^™

Mda Insurance: Voluntary Benefits Help With Employee Recruitment, Satisfaction, Retention, Craig Start

The Journal of the Michigan Dental Association

1

This article discusses how voluntary employee benefits can strengthen recruitment, retention, and employee satisfaction in dental practices. Topics include health insurance, disability coverage, life insurance, critical illness protection, accident insurance, vision plans, and cafeteria plans. The author explains how benefit offerings can improve workplace competitiveness while helping employees manage financial risks and healthcare costs.

Staff Matters: How To Get Creative With Staff Benefit Offerings, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

Small practices must be intentional and creative with benefits to distinguish themselves in the competitive labor market. Strategies include offering Individual Coverage Health Reimbursement Arrangements (HRAs) or covering dental/vision care. Work-life balance benefits are highly valued, such as flexible scheduling, additional paid time off beyond the state-mandated Earned Sick Time Act, or time off for birthdays. Practices should consider financial wellness options like retirement savings plans or student loan repayment assistance. Professional development, like covering certifications and offering mentorship, is crucial. Using platforms like TASC or Fringe to provide flexible "lifestyle" benefits allows employees to choose perks that matter most …

Staff Matters: Supporting Working Parents As A Recruitment And Retention Strategy, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

Supporting employees who are parents is essential. Harvard data shows 73% of employees have caregiving responsibilities, highlighting the need for proactive strategies. First, communicate with employees to understand their needs for flexibility. Consider offering flexible schedules, part-time roles, and on-call staff to manage absences. Partnering with local childcare providers for sick coverage and allowing children at work occasionally can also help. Clear communication and defined parameters for flexibility are crucial. Implementing these strategies can build a supportive culture, enhancing employee retention and commitment.

Examining Generational Differences In The Workplace: Employee Engagement Practices And Their Impact On Retention Of Different Generations Of Human Resources Employees In Higher Education, Lamija Basic

Dissertations

Purpose: The purpose of this quantitative study was to identify the employee engagement practices that Baby Boomer, Generation X, and Millennial human resources (HR) employees in four-year private institutions of higher education (IHEs) in southern California perceive as most important to their retention. The secondary purpose of the study was to determine the similarities and differences between the engagement practices considered most important for retention by Millennial HR employees compared to Baby Boomer and Generation X employees in IHEs.

Methodology: A quantitative descriptive, nonexperimental research design was selected for this study. The population included three generations of HR professionals working …

Millennials On The Move, But To Where?, Zach Kisor, Shelby Hoge, Ashley Cosher, Bethany Gump, Derek Carson, Kristi Mitchell

Williams Honors College, Honors Research Projects

The following reports discuss the geographical preferences of Millennials in relation to job selection preferences. Our team analyzed the moving trends of Millennials in both Ohio and the United States to determine what factors influence this decision. Collectively, our team concluded that in order to successfully recruit Millennials, companies must offer benefit packages that center around work-life balance. This entails not just highlighting what a job requires technically, but opportunities for leadership development, social activities outside of work, and more. To recruit this upcoming talent, companies need a holistic approach that convinces Millennials that working for their company creates a …