The HR department spent a great deal of time collecting inputs and working out who was eligible for which benefit. Automated benefit administration now allocates benefits by configured rules and shows employees and HR both eligibility and consumption.
Benefit plans for different areas
Leave, savings, meals or sport each have their own plan with coverage options and limits.
Employee eligibility rules
Eligibility is assessed automatically from defined parameters, so HR no longer has to gather inputs for each employee separately.
Limits and coverage conditions
Rates, benefit periods and payment frequencies are set once in the plan and apply to every eligible employee.
The HR department spent substantial time collecting inputs and evaluating employees’ benefit eligibility.
The benefit programme needed to be clearer and more systematic for both HR and employees, including eligibility rules and plan conditions.
The automated system makes it possible to define benefit plans, such as leave, savings, meals or sport, along with coverage options and limits.
Eligibility rules, rates, benefit periods and payment frequencies can be configured; the solution supports benefit packages and flexible credits.
The benefit programme now follows consistent rules and is clear to both HR and employees.
HR gathered inputs and assessed, employee by employee, which benefits each person was entitled to. Plan rules and conditions were not clearly organised, so neither employees nor HR had a clear view of eligibility and consumption.
Benefits are allocated automatically from defined parameters, and every employee can see what they are entitled to and request a benefit. After allocation, HR monitors consumption and the system creates payroll deductions itself where they are needed.
Benefit administration depends on making plans, eligibility, limits and periods explicit. The system then supports employee requests and consumption, including payroll deductions where required.
HR can define benefit plans for different areas, such as leave, savings, meals or sport. Each plan has its own coverage options, limits, rates, benefit periods and payment frequency. The solution also supports benefit packages and flexible credits, so the programme can be built around the way the company actually offers benefits to its employees.
Eligibility rules are defined through parameters that the system uses to decide which employees are entitled to a given benefit. Limits and coverage conditions belong to each benefit plan, together with rates and benefit periods. Based on these settings, the system allocates benefits automatically, so HR no longer has to assess eligibility for each employee separately.
Each employee can see in the system which benefits they are entitled to and request their allocation. Once a benefit has been allocated, HR has an overview of how individual benefits are being used. Both sides work with the same information, which removes the lengthy collection of inputs that previously took up much of the HR department’s time.
Payroll deductions apply to benefits whose plan conditions require them. Where deductions are to be made, the system generates them automatically once the benefit has been allocated. It works from the plan parameters, such as rates, benefit periods and payment frequency, so HR does not have to calculate or create the deductions manually.