If you want credit for your employee services program, let your workers know what they're entitled to. Encourage them to exercise their benefits. This can be done by stories in your house organs, posters, special publications, letters to workers' homes as well as by word of mouth through your chain of command.

Some companies find a little imagination helpful. Hallmark Cards, Inc., Kansas City, Mo., has a do-it-yourself quiz game called ``Benefit Bafflers,'' which it distributes to employees. M + R Dietetic Laboratories, Inc., Columbus, gives all its workers a facsimile checkbook -- each check showing the amount the company spends on a particular fringe. U. S. Rubber Company, New York, passes out a form itemizing the value of benefits. The blue-collar worker thus knows his insurance package, for example, costs $227.72.

Have the insurance company or your own accounting department break down the cost of your insurance package periodically. You may find certain coverage costing much more than is economically feasible, thereby alerting you to desirable revisions.

Check to see if some of your benefits -- such as on-the-job disability pay -- can be put on a direct payment rather than an insured basis at a savings to you.

Use deductable insurance wherever feasible. It can put an end to marginal claims which play havoc with your insurance rates. Also, beware of open end policies, especially in the medical field. This will mean that every time there's an increase in hospital rates your cost will go up in like manner. Put a dollar and cents limit on benefits.