Build the benefit program in the organization (case of a large multinational company in the retail sector)
The article discusses the key issues of building a benefit program as an element of the architecture of the compensation system of the organization and presents the case of a large multinational retailer operating in Russia. The author conducted terminological research щof the category "benefit program", discovered discrepancies in its definition and understanding. The modern conditions of reformatting of benefit programs in economic organizations are revealed, the relationship between the model of building a benefit program and the strategy of human resources management in the organization is characterized. The article defines the general rules for the construction of benefit programs in economic organizations, such as the rule of internal alignment, the rule of external competitiveness, the rule of assessing the personal contribution of the employee to the overall joint result, the rule of transparency of the benefit program management. It is established that the mainstream in the development of benefit programs is the transition from a universal circuit to a personalized and variable selection of the benefit package by each employee of the organization, which requires the use of modern tools of administration and implementation. On the example of a large retailer, a practical example of prototyping a benefit program for its employees is considered. It is proposed to measure the success of the implementation of the benefit program using the employee engagement index (employees engagement index), which includes indicators of staff satisfaction, loyalty, pride, loyalty and personal responsibility of employees for the results of work.