Question

A number of discussions in this module focused on benefits, and their potential roles in the organization. While they are a major component of compensation, they also influence other HR functions. For example, they may be an important factor in an organizations' recruiting efforts. For our discussion now, let's consider further the role that benefits play in recruiting. Put yourself in the role of your organization's recruiting manager, responsible for management-level hiring for all of your global operations. What benefits might you use to attract employees for your Swedish operations? How do the benefits differ from those that you might use to attract workers in Italy or Mexico? In your initial response, identify one particular type of benefit, and how you might use to attract employees in several different countries. Be sure your contribution adds to the discussion and does not merely repeat information posted by another student. In addition, you need to respond to the comments and questions posted about your statement.

Answer 1

Recruiting for global operations can be challenging. It is indeed necessary to have in mind the compliance with local recruiting laws and the understanding of supplementary benefits and allowances that prevail in the local market.

For instance,

In Sweden, additional financial benefits to supplement the state’s flat-rate social security scheme must be provided as many employees worry that their savings is growing too slowly, and they fear increased taxes when they draw their pension.

In Mexico or Italy, a suite of holistic benefits such as voluntary health programs and pet insurance programs can come in handy. Employees really value being able to get treatment as a private patient, so the provision of health benefits could be the key benefit that one can offer.