Employee benefits give compensation that goes beyond both wages and salary; some examples include health insurance, retirement plans, and paid time off. Only about 7% of benefits expenditures are legally required, yet employers often voluntarily provide their employees with numerous additional benefits in the hope of gaining a competitive advantage in attracting, retaining, and motivating the right talent. However, in practice, the relative advantages of various benefits are difficult to quantify. This difficulty has led many organizations to adopt simpler approaches, such as imitating other employers within their community or industry, or basing benefit decisions on organizational resources like available funding, space, time, or information. This course discusses the strategic importance of benefits and how Human Resource professionals can systematically design, implement, and evaluate their benefits programs.