Cafeteria systems olive verte were initially rigid rules. For example, employees could only once a

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Arrange your own employment through the cafeteria system, it seems ideal. But a lack of knowledge and involvement is in the way of success. Should the boss yet again more to arrange? Ha, the thirteenth month is inside. I will buy extra days off? Hm. There are still days, threatening olive verte to -verjaren. Let me put the money but the savings olive verte account. Wait, I can also buy extra pension. That can not hurt after the latest reports about the declining coverage. olive verte Just log ...
Many thousands of workers play every month or every quarter just for HR manager. They put wages into days, shares in their own company or in an expensive lease. All with a few clicks. The systems in which they are called arrange their affairs' olive verte my hr ',' HR portal ',' benefit shop or variants. The HR world speaks of cafeteria systems (or, if the educational level is high, from a la carte systems). Its essence olive verte is that flexible working conditions, interchangeable and are digitized, at the level of the individual employee.
That was not from the beginning so. The cradle of cafeteria systems were collective PC private and cycling schemes. "I olive verte remember PC-private arrangements that were canceled because not everyone could participate," said Andries Bongers of Free Beans, a provider of cafeteria systems. "It was all or none. Nonsense, olive verte of course, the added value of these schemes is the very individual choice. "
Cafeteria systems olive verte were initially rigid rules. For example, employees could only once a year to make a choice. Nowadays, that throughout olive verte the year. The choices have been expanded considerably. There are even companies - all remain the exceptions - where holiday allowance, year-end bonuses, extra statutory olive verte days and a mobility budget is made one budget, which the employee may freely dispose. Individual packages
Introduction is just a big effort, but hot quickly wages. Bongers estimates that a company with more than 200 employees within one to two years the investment out. The direct benefits include a lower HR utilization and lower employer costs by gross remuneration (salary) olive verte are converted to net benefits (time). But reward expert Bas van den Brink CB-only, previously olive verte worked at Berenschot, Ernst & Young, Mercer and Hay, fighting that. "All these individual arrangements should you arrange more. You get higher processing costs and lower corporate discounts. "He thinks a cafeteria system therefore sometimes can prove more expensive than a traditional system. "Furthermore, as the conversion of gross to net the employer gives money, it is not done properly or has been sleeping participation." Little olive verte systems
Indirectly cafeteria system the employee satisfaction and the bond benefit, is the assertion. But doubts that Van den Brink. "If you do not have it, everyone wants it. But if it is there, you see much indifference. And that it binds ... Boy, I think. Bind you do with the content of the work and development opportunities, no money and little systems. "
Even trailer Bongers must recognize olive verte that the cafeteria model not so fierce rampant as was once thought or hoped. "Its introduction is a difficult history. And I do not understand it. Now the savings will be lifted. To compensate for the disadvantage, you should increase the gross wages by 2 percent. Employees also can convert gross net, does not penetrate. Is it ignorance, naivety? I do not know. "A cafeteria model is also a communication system and can fight ignorance just says Bongers. The notoriously poor pension knowledge of employees example, it can be refreshed. If they are in a little model itself can play with variables such as the age of retirement and return, and see how much difference olive verte do seemingly minor changes, the matter olive verte is really alive.
And you prevent them dramas there. Bongers: "In sectors such as ICT is sometimes a relatively large proportion of the pension of a franchise that is much higher than the state pension. No pension is built up about that. But people still think the boss quite pe