Human Resources Management for Public and Nonprofit Organizations

Benefi ts 303

Outplacement Assistance

Layoffs due to economic hardship, consolidations, mergers, reorganiza-

tions, changes in management, and the relocation or elimination of specifi c

positions or programs have resulted in offering outplacement assistance as

a benefi t. Some of the outplacement assistance benefi ts include assistance

in developing résumés, referrals to employment agencies, and skill and

aptitude testing.

Conclusion

Employer - provided benefits play an important role in SHRM. Most

organizations offer a variety of benefi ts, ranging from those mandated by

law, such as Social Security, unemployment compensation, and workers ’

compensation, to those that are optional, such as pensions, health insur-

ance, paid time away from work, educational programs, and a variety of

quality - of - life and quality - of - work programs.

The types of benefits that employers provide are key to attracting

quality applicants, encouraging loyalty and long - term employment, and

motivating and rewarding incumbent employees. The literature on orga-

nizational culture and employee retention indicates that different human

resources strategies result in different psychological climates that foster

varying levels of commitment and retention among employees. This is

especially true in the public and nonprofi t sectors, where there is often

less opportunity for higher pay. Flexible and competitive benefi ts are one

way of attracting candidates and retaining workers (Reddick & Coggburn,

2007). In an analysis of voluntary turnover in state governments, Selden

and Moynihan (2000) found that the most signifi cant factor in reducing

voluntary turnover is the provision of on - site child care. Flexible benefi ts

that are sensitive to employee needs have the advantage of creating a work

climate conducive to high levels of employee commitment, satisfaction,

and morale.