According to my scenario, a company has high turnover and wishes to use benefits to retain employees (both part-time and full-time). However, their budget is limited. The question is what benefits they should prioritize.

I believe there are two major ways to approach this dilemma, as benefits for part-time and full-time workers should inherently be different and more customized.

1. For part-time workers:

High turnover amongst part-time employees may be due limited profit sharing, limited development in their career, and disconnect from the organization.

Since part-time workers already have flexible hours and possibly more paid time off, they will likely not be concerned about those aspects.

Healthcare, retirement, and maternity/paternity leaves are usually reserved for full-time workers, since part-time contracts may be more flexible and allow for the employee to withdraw/pause accordingly.

Part-time employees often have various income channels, including freelancing, owning personal small businesses etcetera. Hence, if they feel unfulfilled financially in a company, they can easily rely on their other channels until they find a more profitable job. To ensure their fulfilment, it is important to provide as many profits, bonuses and money incentives as possible. The company should invest in profit sharing.

Secondly, part time employees often seek opportunities that allow skill-development and portfolio-building for future career growth. Hence, it is imperative to provide them training in the form of courses, assignments etcetera that they can display on their resumes.

Lastly, part-time employees may feel emotional and physical disconnect from the organization they work at. They also might prioritize other income channels over the company. It is important to provide wellness programs for them so that they can feel more involved in the organization despite reduced hours. Providing onsite gym memberships, cafeteria services, communal/relaxed working areas within the office are essential for building physical connect. This might also increase their hours within the office. Online activities like mental health workshops, work-life balance sessions etcetera will make them feel as valued and welcome in the organization as the full-time employee.

2. For full-time employees:

Full-time employees may regularly display loyalty to the company, prioritization of the company over any other income channels, and overtime habits.

To ensure that these employees are not mentally drained due to their workload, it is important to prioritize their mental and physical health. Due to the loyalty they display for the organization, it is imperative that employers provide retirement benefits and other health-related benefits.

The benefits that they should receive can be a combination of benefits from different categories.

These categories include:

• Paid time off (including maternity/paternity leaves) - in order to reduce their stress and provide them ample recovery time from any mental or physical health obstacles.

• More leaves: hey should be given a higher number of leaves annually as compared to part-time employees due to their constant involvement in the company which may lead to burnouts.

• Flexible hours: unlike part-time employees, they dedicate a majority of their time to working for the company, and often work overtime (either required by the employer or because they want to climb the corporate ladder within the company). Giving them flexible working hours will allow them more time in their personal life, particularly with family and social life. This keeps employees motivated and they will not feel confined to the company in any way.

• Healthcare and retirement: many full-time employees work in a company till they retire. It is necessary to provide a few retirement plans for them to choose from, as a reward for their loyalty and dedication over the years. On a human level, this will make people happier and fulfilled, which in turn increases the company's reputation for future workers. Healthcare plans and insurances are also an important investment, since employees will likely stay in an organization for a longer duration if any healthcare plans are associated with the organization. Also, employee safety should be one of the priorities for any organization, and they should provide emergency funds in case any employee is in an emergency situation. This allows them to recover faster with proper healthcare, and builds trust and connection with the organization. A few weeks/months of paid time off may also be beneficial as an alternative to emergency funds.

• Finally, similar to part-time employees, full-time employees should be given a relaxed, comfortable, motivating and personalized environment in the physical offices. This reduces burnouts and keeps them motivated, hence increasing productivity.

All of the above mentioned benefits are imperative to increase employee retention rates.

Since the company in the scenario has a limited budget, a combination of 3-4 benefits should be enough to support both part-time and full-time employees. They must prioritize mental and physical health at all times due to the increasing work load, fast-paced work, and reduced deadlines in the modern corporate life.

Finally, it is fair to treat part time employees with different benefits, purely because their needs differ from full-time employees. They value different aspects and inherently have some benefits like safety funds for healthcare (due to other income channels) and flexible hours. However, it is important to remember that both types of employees are equally significant to a company's progress.