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Daftar Istilah Manajemen Sumber Daya Manusia dan Manfaat Karyawan

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Flexible Rewards

Flexible rewards refer to a benefits framework where employees are given the autonomy to choose how they receive a portion of their total compensation—whether through perks, allowances, or wellness programs.

Unlike fixed rewards, this model embraces personalization, allowing people to opt for what suits their lifestyle and needs best.

What are flexible rewards?

Flexible rewards, also known as flexible compensation, refer to a compensation and recognition approach that allows employees to choose from a range of options based on their individual preferences and needs. 

Instead of a one-size-fits-all approach to compensation and benefits, flexible rewards programs provide employees with a menu of options, allowing them to tailor their compensation packages to align with their unique circumstances and priorities.

Flexible rewards typically encompass both monetary and non-monetary elements, offering employees a mix of financial incentives and other perks. The goal is to provide a more personalized and adaptable compensation structure that goes beyond traditional salary and benefits packages.

What are the different types of flexible rewards?

The different types of flexible rewards are:

1. Monetary rewards

Variable compensation structures: Adaptive pay models that align with individual and organizational performance, encouraging employees to strive for excellence.

Performance-based bonuses: Rewards tied to specific achievements or milestones, providing a direct correlation between effort and recognition.

2. Non-monetary rewards

Flexible working hours: Allowing employees to tailor their work schedule to suit their personal and professional needs better.

Remote work options: Granting the freedom to work from anywhere, promoting work-life balance and flexibility.

Professional development opportunities: Investing in employees' growth through training, workshops, and skill-building programs.

3. Tangible and intangible rewards

Gift cards and vouchers: Gift cards are tangible rewards that offer flexibility in choices, allowing employees to select items of personal interest.

Recognition and praise: These are intangible rewards that acknowledge achievements, fostering a positive work culture.

Why do flexible rewards matter?

Flexible rewards contribute directly to employee satisfaction, engagement, and financial well-being. Key reasons to implement flexible rewards include:

Meeting the diverse needs of a multi-generational workforce

Enhancing employee experience and employer branding

Increasing take-home pay through tax-saving benefits

Supporting wellness, learning, and lifestyle goals

Demonstrating employee-centric values in tangible ways

A flexible reward system leads to happier employees who feel seen and valued.

When should companies use flexible rewards?

Adopting flexible rewards is most effective during:

Annual compensation and benefits planning

Onboarding of new hires

Mid-year or end-of-year reward revamps

Transitioning to digital-first or hybrid workplaces

Launching well-being or financial wellness initiatives

It’s especially valuable when companies are:

Expanding globally

Seeking to modernize their rewards strategy

Reducing administrative load from multiple vendor relationships

Who benefits from a flexible reward system?

Both employees and employers benefit significantly.

For employees:

Greater autonomy in choosing benefits

Increased take-home salary through tax savings

Access to relevant and meaningful perks

For employers and HR teams:

Centralized platform for benefit distribution

Real-time visibility and utilization reports

Lower administrative burden and vendor management

Policy control over benefit categories and budget caps

Empuls allows multi-admin access, employee-level controls, and real-time dashboards to streamline reward delivery.

Which benefits can be included in flexible rewards?

Popular inclusions in a flexible reward system are:

Meal allowances (e.g., Swiggy, Zomato, Domino’s)

Fuel and driver salary

Telecom reimbursements (e.g., Airtel, Jio)

Books and periodicals

Wellness and fitness memberships

Education and upskilling tools (e.g., Coursera, LinkedIn Learning)

Mental health apps (e.g., Calm, Headspace)

Travel, commute, and insurance top-ups

Empuls supports universal acceptance of the benefit card, and integrates with payroll and HRMS for seamless syncing.

Survei denyut nadi karyawan:

Ini adalah survei singkat yang dapat dikirim secara berkala untuk mengetahui pendapat karyawan Anda tentang suatu masalah dengan cepat. Survei ini terdiri dari lebih sedikit pertanyaan (tidak lebih dari 10) untuk mendapatkan informasi dengan cepat. Survei ini dapat diberikan secara berkala (bulanan/mingguan/triwulanan).

Pertemuan empat mata:

Mengadakan pertemuan berkala selama satu jam untuk mengobrol secara informal dengan setiap anggota tim adalah cara terbaik untuk mengetahui apa yang sebenarnya terjadi dengan mereka. Karena ini adalah percakapan yang aman dan pribadi, ini membantu Anda mendapatkan detail yang lebih baik tentang suatu masalah.

eNPS:

eNPS (skor Net Promoter karyawan) adalah salah satu cara yang paling sederhana namun efektif untuk menilai pendapat karyawan tentang perusahaan Anda. Ini mencakup satu pertanyaan menarik yang mengukur loyalitas. Contoh pertanyaan eNPS antara lain: Seberapa besar kemungkinan Anda akan merekomendasikan perusahaan kami kepada orang lain? Karyawan menjawab survei eNPS dengan skala 1-10, di mana 10 menunjukkan bahwa mereka 'sangat mungkin' merekomendasikan perusahaan dan 1 menunjukkan bahwa mereka 'sangat tidak mungkin' merekomendasikannya.

Berdasarkan jawaban yang diberikan, karyawan dapat ditempatkan dalam tiga kategori yang berbeda:

Promotor
Karyawan yang memberikan tanggapan positif atau setuju.
Pengkritik
Karyawan yang bereaksi negatif atau tidak setuju.
Pasif
Karyawan yang bersikap netral dalam memberikan tanggapan.

How do flexible rewards work?

At Empuls, the process is seamless:

Set up benefits: HR defines eligible categories like fuel, meals, telecom, etc.

Load allowances: Funds are distributed digitally via multi-benefit cards.

Employee selection: Individuals redeem or utilize their allowance through preferred vendors online or in-store.

Track and optimize: Employers use dashboards to track adoption, utilization, and ROI.

With built-in compliance (RBI, SOC 2, ISO 27001) and smart analytics, Empuls ensures that every benefit delivered is meaningful, traceable, and cost-effective.

Pelajari bagaimana Empuls dapat membantu organisasi Anda