Скачать или смотреть Strategic Planning for a Benefits Program

The development of successful benefits programs matches the priorities of ongoing strategic planning efforts within companies. Many U.S. companies drive success through innovation, often supported by building diverse workforces that enhance creativity. Strategic planning involves making long-term decisions under uncertainty to guide company direction in the market. These decisions are shaped by environmental scanning and are categorized as either strategic (long-term, market-guiding) or tactical (short-term, operational).

Competitive strategy outlines how a company uses its resources, technology, capital, and human resources, to gain and sustain an edge in the market. HR executives help define HR strategies that align talent management with broader business goals. Total compensation strategies, including benefits, are developed jointly by HR and financial leaders to support both HR and competitive strategies. Strategic benefit plans anticipate long-term changes and external and internal factors that may affect a company’s benefits offerings.

These plans may follow one of two approaches: the top-down approach, a proactive and regular review of benefits programs, or the backing-in approach, a reactive review triggered by unexpected issues. In most organizations, benefits or compensation executives lead the strategic benefit planning process, sometimes as a combined role. The planning process ensures benefits programs remain aligned with long-term goals and adapt to changing conditions.