HL Display – pay, reward and management systems
| Company name | HL Display |
|---|---|
| Sector | Retail manufacturer |
| Number of employees | 34 |
| Type of workforce | Warehouse and office workers |
What issue was the organisation facing?
HL Display’s main aim in terms of the health and well-being of its employees was to create a positive working environment that would support a healthy work-life balance and support the overall health of its workforce. It also wanted to demonstrate clearly to its employees that they were a seen as a valued asset to the company.
Within the company, employees undertake a variety of tasks, so any well-being policies had to address the range of issues they may face. For example those working at a computer for the majority of their working day will have different requirements to those working in the warehouse lifting and handling products.
As some of the company’s workforce is relatively young, HL Display had periodically experienced a high level of staff turnover – those within the younger age groups often move on from jobs more frequently as they believe this builds up their skills and experience quicker. HL Display wanted to address this problem by giving its staff stronger reason to stay, therefore creating a more stable working environment and a more settled and productive workforce.
What action did the organisation take?
The company introduced an Annual Employee Satisfaction Survey to assess how employees feel about the business and their role within it. The first survey provided information on which to base the benefits schemes and initiatives now in operation.
A healthcare scheme was introduced, run by Healthshield, which offers a wide range of health benefits both traditional and complimentary – including dental, optical and maternity cover, prescription charges and remedial therapies such as massage and aromatherapy. Employees can opt into the scheme when they have been with the business for three months.
All employees benefit from Life Assurance from day one. This provides their loved ones with a payment of four times their annual salary in the event of their death in service. A childcare voucher scheme has also been introduced to support mums working for the company in paying for childcare.
HL Display has a reward scheme – Reward Gateway – which gives all employees access to a cash back programme. This scheme is outsourced to Asperity and offers employees rewards in the form of cash when they make purchases of a wide range of products through a dedicated website.
What has been the impact of implementing health interventions?
In the most recent survey, undertaken in December 2008, 100% of the workforce said they felt that HL Display is supportive of their career and that they understand their role within the business. Over 90% said they felt they were valued by HL Display as an employee.
In addition staff turnover levels have been reduced by 11%.
Because of the various staff benefits schemes and initiatives that have been introduced, along with a stronger focus on training, younger employees are now more likely to remain at HL Display and make the most of career opportunities within the company.
The initiatives implemented have also had a positive effect on recruitment. As current employees present HL Display in a favourable light to their peers, when positions arise within the business, HL Display has more applicants and therefore has a greater choice of candidates.