THE BENEFITS PACKAGE OF

EMPLOYEES IN ROSARIO
FASTENER CORPORATION:
BASIS FOR HUMAN RESOURCES
DEVELOPMENT PLAN
CHAPTER 1
 INTRODUCTION
The aim of this study was to see whether the
organization’s employee benefits are significant as
antecedents to employee loyalty to the organization. In
this study, the main focus of providing employee
benefits is to reach the employees' expectations and
needs. Offering benefits to your workers is vital
because it demonstrates that you care for their overall
health as well as their future.
 INTRODUCTION

Human resource development is one of the company’s

most effective techniques, as it helps to improve employee
behavior and overall results for both individuals and
organizations. Human Resource Development's goal is to
increase individual performance as well as organizational
effectiveness and efficiency.
 BACKGROUND OF THE STUDY
Industrial Revolution was a massive economic and social
change that caused labor issues to emerge. Those labor
issues resulted in high job turnover, violent protests, and
the threat of social unrest which caused numerous trade
groups to call for organizations to pay workers
appropriately, both intellectually and in terms of industrial
relations. That is where employee benefits originated. By
definition, employee benefits are covered by the employer’s
contribution to social security.
 THEORETICAL FRAMEWORK
According to theory, the motivating score was
influenced by the company's human resource
management's motivational approach. As a result, the
study concluded that there is potential for additional
methods to be developed and added to present
industrial management practices, particularly in the
implementing department, in order to boost worker
motivation.
 CONCEPTUAL FRAMEWORK
INPUT PROCESS OUTPUT

1. WHAT IS THE PROFILE OF

FORMULATION OF THREE
RESPONDENTS IN TERMS OF:
EMPLOYEE BENEFIT PLANS
1.1 SEX EMPLOYEE BENEFIT PLAN
1.2 AGE
IDENTIFICATION OF
1.3 NUMBER OF YEARS
RESPONDENTS
WORKING ON THE COMPANY
1.4 POSITION
 CONCEPTUAL FRAMEWORK
INPUT PROCESS OUTPUT

2. WHAT ARE THE BENEFITS

PROVIDED TO THE EMPLOYEES DATA GATHERING
OF THE COMPANY IN TERMS
OF: DATA ANALYSIS
2.1 WAGE AND
COMPENSATION
2.2 LEAVE BENEFITS
2.3 OTHER SPECIAL BENEFIT
 CONCEPTUAL FRAMEWORK
INPUT PROCESS OUTPUT

3. WHAT IS THE SIGNIFICANT

DIFFERENCE ON THE RATING
OF EACH OF THE EMPLOYEE
BENEFITS PLAN?
4. BASED ON THE FINDINGS
OF THE STUDY, HOW SHALL
EMPLOYEE BENEFITS BE
DESIGNED.

FEEDBACK
STATEMENT OF THE PROBLEM
The study aims to address the following:
The profile of the respondents in terms of sex,
age, number of years working in the company,
and position.
The benefits provided to the employees of the
company in terms of wage and compensation,
leave benefits, and other special benefits
STATEMENT OF THE PROBLEM

The significant difference in the

rating of each of the employee
benefits plan
How shall employee benefits be
designed based on the findings of the
study.
 HYPOTHESIS

This study hypothesized that there

is no significant difference between
the different employee benefit plan.
 SCOPE AND DELIMITATION

The study was restricted to 20

employees from Rosario Fasteners
Corporation and unrelated topics
wouldn’t be discussed by the
researchers.
 SIGNIFICANCE OF THE STUDY
First, the study is significant to workers as it
evaluates if the benefits they earn are adequately
offered by the company and for them to have an
idea of choosing a company giving the best
benefits for their employees. Second, it will
improve the organizational employer’s knowledge
so that they can identify if the benefits they give
are right.
 SIGNIFICANCE OF THE STUDY

Lastly, it helps students have an idea to

make their own findings, reports, and
research too that tackles the effect of
employee benefit planning towards
employee benefit plan and how human
resource development will apply.
CHAPTER 2
REVIEW OF RELATED LITERATURE
In order to enhance employees economic security,
companies offer employee benefit plans that consist of
various benefits such as insurance and pensions.
(International Benefits Network, 2013) These plans
contribute to overall compensation costs by providing
medical insurance, life and disability insurance,
retirement benefits, paid time off, and educational
assistance programs.
REVIEW OF RELATED LITERATURE
(SHRM, 2021) Research conducted by Browns in 2019
suggests that having an appealing benefits plan can lead to
increased employee loyalty, retention, productivity, and
company profits. To cultivate employee loyalty, it is
important for companies, as mentioned by InMoment in the
Harvard Business Review, to provide necessary resources
and time, adapt customer service strategies, track relevant
metrics, gather employee input, and learn from other
organizations.
REVIEW OF RELATED LITERATURE
Loyalty is a crucial quality that employees display when
they feel valued and credited at work. Thence, companies
should nurture and defend employees, showing them that
they are part of the company's future (ENME, 2018).
eCompareMo.com offers a competitive employee benefits
package, such as Wage and Compensation Benefits, Leave
Benefits, and Mandatory Government Contributions,
including Philippine Laws-supported benefits like minimum
wage, overtime pay, and special non-working holiday
stated by the Nicolas and De Vega Law Offices.
 REVIEW OF RELATED LITERATURE
Moreover, the Philippines offers various employee benefits,
such as basic pay, bonuses, healthcare, and leave (Bossjob,
2019). However, these benefits can be costly, especially for
small businesses (Maxxia). Thus, to maintain loyalty,
businesses should offer promotions, recognition, a
professional work environment, and work with proven winners
(Danh and Trinh, 2016). In fact, BPI-Philam guides emphasize
the importance of enhancing employee happiness through
benefits, promoting loyalty, performance, creativity, reduced
absenteeism, productivity, and customer satisfaction.
REVIEW OF RELATED LITERATURE

Therefore, Daniela Beráková suggests implementing financial

rewards, career advancement, company life participation,
focusing on best employees, enhanced status, human
approach, and employee loyalty programs for successful
employee benefits and industry competitiveness.
 REVIEW OF RELATED LITERATURE
Several studies show that employees prioritize additional
benefits in their benefits package, as they believe it boosts
loyalty, focus, productivity, motivation, attendance, and
recruitment, making it crucial for employers to provide a
positive experience (Dewitt Kaylee, 2017). In accord with
Smith Gabriel (2021), benefits are significant for employees,
ranking as the most important in small businesses.
 REVIEW OF RELATED LITERATURE
Offering competitive benefits helps recruit, retain, and create
a productive workforce, strengthening employer-employee
bonds and fostering growth. Furthermore, employee benefits
are becoming more important for both employers and
employees, as they help retain vital workers and hire the best
ones (ExtensisHr).
CHAPTER 3
 RESEARCH DESIGN

A correlational research design was conducted

with controlled, independent, and dependent
variables
 RESEARCH DESIGN

CONTROLLED VARIABLES

Survey
Time allotment for survey
Company where the respondents were
identified
 RESEARCH DESIGN

Independent Variables were the three

different formulated employee benefit plans
labelled as Plan A, B, and C.
Dependent Variables were the responses of
the respondents.
 RESEARCH LOCALE

The research process was conducted at the

residence of the researchers at Maragondon,
Cavite and the gathering of data was held at
Rosario Fasteners Corporation at Rosario,
Cavite.
 POPULATION, SAMPLE AND
SAMPLING TECHNIQUE

The researchers used simple random sampling

technique to identify the respondents and
twenty employees were identified as samples to
represent the whole population from Rosario
Fasteners Corporation.
 RESEARCH INSTRUMENT

Survey with close-ended questions and rating

scale questions will be used as the research
instrument to identify the perspectives of the
employees.
 RESEARCH PROCESS
IDENTIFICATION OF RESPONDENTS

Randomly selects twenty respondents from the

list of employees using fishbowl technique.
 RESEARCH PROCESS
DATA GATHERING

The printed plans will be distributed to the

respondents to analyze. Afterwards, the survey
questionnaire will be given.
 STATISTICAL TREATMENT

The data will be analyzed using statistical tests

like Chi Square to interpret employee benefit
package responses and through averages and
correlations to prove hypotheses in quantitative
descriptive data.
CHAPTER 4
RESULTS AND DISCUSSION
4.1 Gender of the 20 Respondents
RESULTS AND DISCUSSION
4.2 Age Brackets of the 20 Respondents
 RESULTS AND DISCUSSION
4.3 Number of years of being an employee on the company of
the 20 respondents
 RESULTS AND DISCUSSION
4.4 Positions of the 20 respondents in Rosario Fasteners
Corporation
 RESULTS AND DISCUSSION
4.5 Mean of the responses of 20 respondents for each benefit
feature in Plan A
 RESULTS AND DISCUSSION
4.6 Mean of the responses of 20 respondents for each benefit
feature in Plan B
 RESULTS AND DISCUSSION
4.7 Mean of the responses of 20 respondents for each benefit
feature in Plan C
RESULTS AND DISCUSSION
4.8 The Chi Square Table
RESULTS AND DISCUSSION
4.9 Chi Square table of values
CHAPTER 5
 SUMMARY OF FINDINGS

The study entitled "The Benefits Package of Employees in

Rosario Fastener Corporation: Basis for Human Resources
Development Plan" was conducted to gain a comprehensive
understanding of the employee benefits offered at Rosario
Fastener Corporation (RFC). The study aimed to profile 20
respondents from RFC and collect their responses
regarding the employee benefits they receive.
 SUMMARY OF FINDINGS
The study addressed three research questions:

a) Profile of the respondents in terms of sex, age, years

working for the company, and position.
b) Benefits provided to employees in terms of wage and
compensation, leave benefits, and other special benefits.
c) Whether there is a significant difference in the rating of
each employee benefits plan.
 SUMMARY OF FINDINGS

The main hypothesis of the study stated that there is no

significant difference in the rating of each employee
benefits plan. This hypothesis guided the analysis and
discussion of the study's findings.
 SUMMARY OF FINDINGS

The study found that the respondents' profiles in terms of

gender showed a higher population of men compared to
women. In terms of age, the workers ranged from above 18
years old to below 55 years old. The number of years
working for the company varied from 1 year to 26 years. All
the respondents held staff positions at RFC.
 SUMMARY OF FINDINGS

Regarding the benefits provided by RFC, the study

identified various employee benefits plans, including
employee minimum wage, overtime pay, premium regular
holiday pay, premium special non-working holiday pay,
double pay on holidays, night shift differential, separation
pay, retirement pay, service incentive, and birthday leave
with pay.
 SUMMARY OF FINDINGS
However, based on the statistical analysis using chi-square,
the study found a significant difference in the ratings of
different employee benefits plans among the respondents.
This result led to accepting the null hypothesis.

In conclusion, there was a significant difference in the

rating of different employee benefits plans based on the
survey of the 20 respondents from Rosario Fasteners
Corporation.
 SUMMARY OF FINDINGS
To formulate an employee benefits plan, the study suggests
including employee minimum wage, overtime pay, premium
regular holiday pay, premium special non-working holiday
pay, double pay on holidays, night shift differential,
separation pay, retirement pay, service incentive, birthday
leave with pay, and special leaves to increase employee
loyalty.
 SUMMARY OF FINDINGS
Several studies and experts highlight the importance of
employee benefits in attracting and retaining top talent.
Employees consider benefits and perks as significant
factors when considering job offers. Different
demographics and genders may prioritize certain benefits
differently.
 CONCLUSION
Benefits play a significant role in employee performance.
When a company offers inadequate benefits, it can expect
lower employee performance. Providing sufficient benefits
can boost motivation and drive employees to work hard and
perform well. Moreover, offering attractive benefits can help
attract more applicants to the company and prevent
staffing shortages. In summary, without adequate benefits,
employees may lack interest in joining a company or putting
in their best effort to contribute to its success.
 RECOMMENDATION
For Plan B, they propose including Special leave benefits for
women, bereavement leave, and De minimis benefits to
boost company morale and employee motivation. For Plan
C, the researchers suggest adding 14th-monthly bonus and
productivity pay to the benefit list while ensuring the
company's financial stability. These improvements aim to
enhance employee satisfaction and performance.
STUDY PROPOSAL
 OBJECTIVES
This proposal aims the following objectives:
To determine the feasibility of the implementation of
additional benefits towards employees.
To analyze the relationship between employee benefits and
employee retention.
To evaluate the impact of employee benefits as a rewards
system on employees’ level of job satisfaction
To assess the importance of orientation programs in selecting
applicable benefits for diverse employees.
 OVERVIEW
The study titled “The Benefits Package of Employees in
Rosario Fastener Corporation: Basis for Human Resources
Development Plan” recommended the implementation of
additional benefit plans that the said company lacks.
However, it is essential to recognize that this study can
serve as a reference for future researchers to conduct
research in related areas and potentially arrive at different
conclusions based on their specific context and locality.
 OVERVIEW
To expand and improve upon the existing study, future
researchers may consider including respondents from various
business fields or industries to obtain a more comprehensive
understanding of employee benefits. Furthermore, exploring
the challenges associated with undertaking such benefits
within organizations could shed light on the feasibility of their
implementation, particularly in terms of organizational funding
and the impact on small businesses that regularize their
employees.
 OVERVIEW

Researchers may also investigate the emergence of

ethical issues when implementing additional benefits for
employees. One such issue is the potential decrease in
workplace satisfaction or morale when employees receive
fewer income and benefits than expected, especially
when these expectations are clearly defined in written
contracts (A Better Consult, 2022).
 OVERVIEW

Additionally, this may indicate difficulties

with employee misuse or purposeful
exploitation of family benefits (Miller,
2019).
 OVERVIEW

Let us address other elements influenced

by trends and updates regarding altering
legislation about employee benefits and
compensation.
 OVERVIEW

An issue may occur that influences the

distribution of employee benefits as a
rewards system and its impact on
employees' level of job satisfaction.
 OVERVIEW

There may also be a waste of healthcare

benefits for which companies allocate
funds that employees consider to be
expensive yet go unused (Place, 2021)
 OVERVIEW

The possibility to provide a session of

orientation tailored for employees to discuss
their expectations from the company concerning
the benefits package encourages their sensible
decision-making to choose a match for choosing
other benefits (Acloche, 2013)
 OVERVIEW

Beyond that, research is required to

identify how benefits for employees and
retention are related, if not dependent, on
one another (Onsurity, 2021).
 OVERVIEW

Therefore, this study may serve as a

basis for the ramifications of the
implementation of related research by
future researchers.
REFERENCES
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 THANK YOU
Presentation by Group 1

BSBA-HRM 1-1 | 2023 PUPMB