Benefits And Rewards For Employee Benefits

Benefits And Rewards For Employee Benefits
Employee benefits are an essential component of an organization's total rewards strategy.
Today companies design benefits packages that are unique and rewarding in order to attract and
retain talented workers. In fact, employee benefits have evolved significantly over the years.
Employee benefits are no longer just the basics, such as healthcare and retirement plans.
Organizations are now expanding their benefits and rewards offerings to include creative
perquisites, such as onsite childcare, flexible work schedules, and employee game rooms.
Employers understand that to gain a competitive advantage in the war for talent, they must create
new and improved rewards for their employees. This paper will examine the innovative benefits and
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Innovative benefits are the solution to meet employee demands. Innovative benefits are any creative
reward designed to provide employees with a special privilege, financial value, and/or personal
advantage. Innovative benefits include many employee perquisites, such as onsite childcare, paid
time off, employer–matched charitable donations, discounted gym memberships, and tuition
assistance. Employees are attracted to organizations that create innovative benefits packages.
Organizations are creating and adopting innovative benefits in order to improve their overall
compensation strategies. Compensation strategy defines how an organization plans to reward its
employees for their time and efforts. An effective compensation strategy enhances (1) talent
management, (2) supports an organization's business objectives, and (3) provides organizations with
a return on their investment. Therefore, in order for innovative benefits to enhance the
competitiveness of an organization's overall compensation strategy, the benefits must align with
these three goals. First, innovative benefits plans can give organizations a competitive advantage in
recruiting, developing, and retaining talented workers. The war for talent in the workforce is
becoming more competitive. According to researcher Tapomoy Deb (2005) "the
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Benefits And Benefits Of Employee Benefits
Employee benefits are an important component of compensation for many US employees.
Approximately 30% of worker compensation comes in the form of fringe benefits, and benefits have
been linked to increased productivity and worker satisfaction, and reduced absenteeism (Artz,
2010). While health and life insurance are common benefits provided to employees, firms also offer
EAP programs, child care, flexible work hours, work–at–home programs, long–term disability
insurance, and health and wellness programs including well–baby programs, gym memberships,
stress reduction programs, on–site flu vaccines, and weight management programs.
Relatively little is known about how corporations make decisions about the benefits they offer their
Organizational climates which promote risk taking have been theorized to impact corporate
innovation independently (Caruana, Ewing, & Ramaseshan, 2002) or in combination with other
organizational and environmental factors (Nystrom, Ramamurthy, & Wilson, 2002). As an
independent predictor, risk taking is viewed as a necessary prerequisite for adopting new ideas
whose outcomes cannot be guaranteed (Albrecht & Hall, 1991). A meta–analysis of 24
organizational studies demonstrated that organizational support for risk taking demonstrated a 0.78
effect size on innovation (Hunter, Bedell, & Mumford, 2007). Pro–innovation attitudes by managers
predict innovation adoption in both the public and private sector (Moon and Bretschneider 2002;
Thong and Yap 1995). As a mediator, organizational support for risk taking may explain the
relationship of organizational financial health (Kearney, Feldman, & Scavo, 2000; Walker & Boyne,
2006) and size (Damanpur 2010; Walker 2008).
To complement our previous research which identified organizational risk–taking as a significant
predictor of innovative health benefit decision–making (Rost, 2014), the research team conducted an
exploratory analysis of factors associated with organizational risk–taking in human resource
departments to inform future research on employee benefit decision–making.
Methodology
Data
The data were

Similarities And Differences Of MFRS119: Employee Benefits...
OUM BUSINESS SCHOOL BBFA 4403 Advanced Financial Accounting NAME: MUHAMMAD
IZZUDDIN BIN DZULKIFLI MATRIC NUMBER: 820330035083001 NRIC: 820330035083
CONTACT NO: 012–9889012 E–MAIL ADDRESS: dean_031@yahoo.com TUTOR'S NAME:
MOHAMAD YAZID B ISA LEARNING CENTRE: PUSAT PEMBELAJARAN WILAYAH
KELANTAN (PPWK) SEMESTER JANUARY 2015 INDEX Introduction
.............................................................................................. 3 – 6 Description on disclosure of
MFRS119: Employee Benefits for Apollo ........................ 7 – 10 Description on disclosure of
MFRS119: Employee Benefits for Dutch Lady ................ 10 – 13 Similarities and differences of
MFRS119 ............................................................ 14 Conclusion
................................................................................................ 15 References
................................................................................................ 16 INTRODUCTION ... Show more
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Short–term employment benefit is one of category for employment benefit and this category is basic
that required company to provide to employees as compensated or contribution for employees in
exchange of service provided to company. Apollo and Dutch Lady also provide wages and salaries
and annual leave paid to employees as basic in short–term employment benefits. Besides that,
contribution to pension fund like EPF also statutory to company that operates in Malaysia in order
to take care of employees benefit in post–employment and both company also show this
contribution in their annual report. Long term employment benefits and termination benefits depend
on company either to provide or not. From above amount of wages and salaries, contribution to
pension fund and others benefit, we learnt that Dutch Lady have big market and more employees
rather than Apollo and from that Dutch Lady provide more benefits to employees. In conclusion,
Malaysia required companies to provide employment benefits to employees and discuss in annual
report and accounts of the year. Employees will find those benefits and use as guidelines to choose
what company should they choose to work and usually they choose company that have more
employment benefits and suitable with the employee which will provide service to

Senior Management Retreat
I was tasked with developing an agenda topics for the Senior Management retreat to be held on May
31, 2016. In order to identify the topics for discussion I needed to identify what was the current state
of the company's profitability and what the company is doing to be a socially responsible
organization.
First, I completed a thorough review of the company's current business practices and conducted
several focus groups with employees to discuss their top five ideas and suggestions for improving
their productivity, commitment to the company and overall job satisfaction. The results of these
activities produced several areas of focus SmartShoes senior management team should look at.
Below is a list of the topics as well as my rationale ... Show more content on Helpwriting.net ...
Several responses indicated that they felt ill prepared to provide a high level of productivity.
Particularly when they first joined the company. Still others indicated they felt that they had limited
opportunities for career advancement. As a result of this employees become frustrated and either
leave the company or if they stay become increasingly frustrated, which can result in lost
productivity and poor performance. Which will eventually lead to less than stellar product
development and ultimately a loss in revenue.
By implementing a training program for new staff, can start their jobs with some idea of what
they're supposed to do and how to do it (Section 7. Developing Training Programs for Staff, n.d.)
Additionally, it can show new employees the company is serious about what it does, and therefore
encourage them to be serious about it, too. A solid training program can also significantly reduce
mistakes that cost the organization loss of revenue, production times, and the reputation of their
products (Section 7. Developing Training Programs for Staff, n.d.)
For existing employees a training program also has numerous benefits: It will help them to
continually improve their knowledge, skill sets and keep them fully engaged in their work.
For all of the reasons I've detailed I believe the implementation of these ideas will result is
improving employee morale, productivity, loyalty

Employee Compensation And Benefits Packages Essay
Employee Compensation and Benefits Organizations create compensation and benefits packages in
order to attract the best talent. In today's global economy it is imperative that organizations offer
compensation packages that are competitive in order to recruit the very best talent in the world.
However, in order to be successful, compensation packages must align with business strategies.
Authors "Mathis, Jackson, and Valentine (2014) explain that an effective total rewards approach
balances the interests and costs of the company with the needs and expectations of employees" (p.
369). In order to gain a competitive edge, organizations must balance the costs of payroll and
benefits with rewarding employees for their contributions. This paper will analyze the construction
of a compensation and benefits package that is needed for a new secretary position at the Frye
Memorial Hospital in Huntington, WV. The paper will highlight the essential elements of a
compensation package. Moreover, the paper will examine how the compensation package aligns the
Human Resource (HR) strategy with the Hospital's business strategy. Aligning HR Strategy with
Business Strategy Frye Memorial is located in Huntington, WV. It is the primary source of
employment in Huntington; however, because of its remote location, the Hospital struggles to
recruit talent from outside of the state. In an effort to attract talented workers in the surrounding
areas, Frye memorial designs compensation

Training And Career Development : Training
Training and Career Development Training is "any attempt to improve employee performance on a
currently held job or one related to it", (Bernardin & Russell, 2013). They further explain that "for
training to be effective, it should involve a learning experience, be a planned organizational activity
and be designed in response to identified needs". He defines development as "a learning opportunity
designed to help employees grow". Training and career development is important for employees in
an organization that wants to progress. Sandy Lake offers its employees training through orientation,
in–service training and an online forum. The new employees are given a one day classroom
orientation and three days training on the floor. After the first day of orientation, the new employees
are trained according to their respective departments. Every new employee is given a probation
period for 90 days, after which they are able to get insurance. The employees are also trained
through an online forum called Relias where they are given special topics every month to enhance
their knowledge and skills. The survey results show that 80 percent of the employees agreed that
Sandy Lake has a training and career development policy applicable to everyone, 70 percent of the
employees were satisfied with the level of training, and 83.3 percent confirmed that the training and
career development is linked to the business strategy of Sandy Lake. Performance Management and
Appraisal The

Employee Paid Time Essay
Paid time off is very appealing to employees and it is also a helpful tool for employers to utilize.
Allowing an employee twelve days off instead of dividing up some days for vacation and some days
for sick days, gives the employee the flexibility to use the days however the employee wants to use
them. With that being said, the concept of paid time off may provide an employee more time to use
as vacation days, which is a powerful tool that can benefit the employer because it would help in
recruiting and retaining employees within the organization (Lopez, 2014). The twelve paid time off
days can be used however the employee wishes to use, but it also rewards a healthy lifestyle.
Therefore, if an employee rarely is sick, then it would give ... Show more content on
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Without PTO being implemented, some employees call the day of and say that he/ she is "sick" and
he/ she will not be able to come to work that day. This situation puts the human resource manager
and the entire company in a situation because they are short a producer and employee for the day,
without proper time to plan for the instance. If PTO time was offered, the employer would have time
to prepare and overcome the situation by the employee being off work by either reducing the
production or by hiring a few more people to cover in these instances (Korotin, 2011). If the
employer had ample time to plan the work schedule around requested PTO days, the employer could
ensure that all the job duties where covered for that shift while that employee was away from work.
The strategic planning in regarding to filling the work schedule is very important in ensuring the
company is being as productive and profitable as possible when employees are away from work.
The offering of PTO to employees, would allow for the company to plan the work schedule more
efficiently in an effort to keep operations running as smoothly as

The Human Resources Department Is Doing A Lot Of Things Right
Introduction and Purpose The Human Resources Department exists to provide value to the
organization. The HR department is doing a lot of things right but there is a need for a robust HR
Transformation in order to help the business achieve its strategic objectives for performance and
growth and increase employee engagement. The transformation must have the support of all
employees in order to ensure continued success of OUR Company now and in the future. This paper
will highlight the findings of the SWOT assessment that were utilized to identify HR gaps, and
develop proposed recommendations of change within the HR domains. The recommendations will
consist of the Who, What, and Why there is a need for change as well as a So That ... Show more
Listed below is a summary of the SWOT findings that were key in developing the proposed
transformation recommendations: Strengths Products made is the U.S.A Specialty component
patents Company has grown exponentially Weaknesses Employee uncertainty Unethical labor
practices Performance management system Opportunities Expand current customer base Cost
savings allocation plan Threats Possible unionization Poor economy Possible litigation in the future
PAC Resources currently faces organizational challenges that will be improved by implementing
necessary changes in the HR department. Listed below are some of these challenges: reduce labor
costs by 10% without imposing layoffs employee benefits program misrepresented sales numbers
(due to employee uncertainty) pending litigation for various complaints Recommendations & Action
Plan After analyzing the SWOT assessment and organizational challenges we have developed three
proposed recommendations for change. The recommendations positively affect performance,
people, information and workflow. Listed below are the proposed recommendations as well as the
Who, What, Why and strategic metric and timeline: Change # 1 Who: HR staffing section (strategic
positioner) What: Encourage retirement, cut all overtime, freeze all wage increases. Offer retirement
to those employees with over 20 years. The goal

Benefits And Benefits Of Employee Benefits Essay
Believe it or not, when the phrase employee benefits is mentioned there are many different
perspectives from various angles as to what exactly employee benefits entail. Some perspectives
are, but not limited to, what is deemed an employee benefit, what benefits are required by law to be
given to employees, benefits that employees might feel are superior, and whether or not benefits
provide value to the employer. For clarification purposes Alison Doyle offers this, "Employee
benefits are non–salary compensation that can vary from company to company. Benefits are indirect
and non–cash payments within a compensation package. They are provided by organizations in
addition to salary to create a competitive package for the potential employee." (Doyle, 2016, para.
3). Essentially, this can be taken to mean that employee benefits may be in the form of monetary
compensation or still compensation, but without monetary payment to the employee. Examples of
employee benefits include, competitive compensation plans, pay for performance packages, flexible
work hours policies, and medical leave, which is illustrated in the following scenarios. As an
illustration of what some individuals might deem one of the most important components of
employee benefits, surround the need to revamp a compensation plan for a franchised restaurant
establishment. Paying employees fairly for the service provided is very important in a business's
ability to remain competitive. To yield this result a business

Employee Compensation And Benefits Packages Essay
Introduction In today's competitive workforce, compensation and benefit packages plays a crucial
role on recruitment and retention for both the organization and the employee. Bumpbie finds itself
in a situation where it could positively affect its employee's morale, turnover rate and longevity; by
making a strategic decision to implement compensation and benefit packages that will encourage
current workers to stay and entice new applicants. Money is not always the inherent reason
businesses experience high turnover rate, the constant shifting in the job market will always be a
contributing factor as well as employee's moral. Mayhew, R. (2016), explains that an "employee
compensation plan" refers to all the components offered as well as the way in which they are paid,
and the reason behind the employees getting the compensation case bonuses, salary increases and
incentives. The fact that there are voluntary and mandatory benefits that organization provides to
their employees give employees the freedom of choice, as well as the option to make the whether to
stay with or leave an organization based on the benefits it provides. Variable Pay is also an option
that some employers offer their employee which is performance based or results oriented. Whether
it is profit sharing, merit based programs or incentive bonuses; it all comes down to which
organization can provide employees with the compensation or benefits packages that best satisfy
their needs. How Benefits compare

There Are Several Practices That Uber Can Adopt In Order
There are several practices that Uber can adopt in order to manage employee performance. Some
practices include social recognition and related positive reinforcement. Social recognition and
positive reinforcement consists of challenging employees and providing ample encouragement to
motivate those employees to continue to learn and to improve in the workplace. In order for Uber to
encourage employee engagement and employee performance they must express appreciation to their
employees in front of others. I believe positive reinforcement to be one of the most crucial steps in
achieving an environment that fosters employee engagement and in turn higher performance. Uber
could also use benefit packages to encourage employee performance ... Show more content on
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In order to accomplish a better understanding of what compensation policy will align with the
company's strategic aim, Uber must have a good understanding of the basic factors that determine
pay rates such as productivity and union influence. Uber must also use job evaluation methods such
as using a market–based approach, market–competitive pay plan, point method, wage curves, wage
structure and rate ranges, job classification, and even computerized job evaluations. Uber could also
use ranking as a job evaluation method which revolves around obtaining job information, selecting
and grouping jobs, then rank those jobs, and combine the ratings. A grade level example of job
evaluation "evaluates completed work for conformance to policy; guidelines, such as regulations,
precedent cases, and policy statements that require considerable interpretation and adaptation."
(Gary Dessler) I believe that in order to achieve a compensation policy that aligns with the strategic
aim of the company, the best practices for Uber would be to adopt a competency–based pay model
that evaluates employees based on their productivity. I believe that this will also increase employee
engagement overall, which leads the company as a whole to support the strategic aim. Benefits are
an extremely crucial part of an employees contract with a company. If Uber wants to be successful
in their expansion across the world, they must be able to provide the

Performance Appraisal Notes Essay
A. Explain the benefits of performance appraisal systems within an organization in which you
address the following: A1. Present the optimal results of a well prepared and well–delivered
performance appraisal. *If the company establishes a well prepared and well delivered performance
appraisal, what are the best results the company can expect? (employee prospective and company
perspective are good here) Performance appraisals are a tool that most companies use when
assessing their employees. A well prepared and well delivered performance appraisal can be
beneficial to both the employee and the company. The company benefits in many different ways
when they deliver this type of performance appraisal. The performance appraisal process ... Show
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(suggestion: ongoing activities and in the time proximal to the performance review) It is important
to make time for pre–appraisal activities to make sure that the benefits are at max potential. It will
hurt the chances of maximizing gains for both the company and the employee if the following
activities are not done beforehand. The most important thing when it comes to being ready for the
performance appraisal is being well prepared. The manager needs to make sure that he sets aside
enough time to perform the pre–appraisal activities. These activities include establishing a time for
the appraisal and relating it to the employee, making sure to lay out all new and old goals for the
employee, giving the employee an advance copy of the review, collecting the employee's review of
themselves, and collecting all notes taken that may validate your points and emphasize your
decisions as well as the last performance appraisal. It is important to make sure that the employee
has enough time to prepare for the appraisal. This allows for quality feedback from them and will
also lead to quality questions. In order to make it the most beneficial appraisal possible, then both
sides need to be well prepared. Goals and expectations will be completely understood if both parties
have an idea of what's expected of them. The employee can have questions ready for things that they
may not understand. There may be instances where they can ask for additional training in areas

Human Resource Department (Employee Benefits)
Human Resource Department
Sunday August 1, 2010
Memo To: Upper Management
From: HR Training Recruiter
Subject: Employee Benefits for Employees
Introduction
It has come to my attention, that employees are concerned over some issues with the health
insurance plan we offer, retirement and saving plans, as well as their time off and FMLA rights. I
have come up with an excellent employee benefit plan that would educate the employees on their
rights and show them how these benefits are best for their situations.
The employee benefit plan includes the different types of health insurance they can pick from that
would be best for their situation. A breakdown and explanation of how the retirement and saving
plans work with every year that ... Show more content on Helpwriting.net ...
The savings plan is a yearly renal and you the person decide if you would like to continue to save
your funds or take the funds out with no penalties against you.
Time Off and FMLA Rights
We understand that things happen in a person life that must have actions taken as soon as possible.
There are a few options the employee has as far as time off or leave. All time off or leaves are
unpaid but the employee can choose the time off needed.
1. The fist leave/time off the company offers is a 10 day personal leave. This is for employees that
have worked out their 60 day probation period. You can request this leave only if your probation
period is over. This is an unpaid leave and employees must return to work after the 10 days or they
are considered as job abandonment at which time termination will follow. 2. The second leave/time
off granted to the employee is a 30 day personal leave. This is for employees that have worked out
their 60 day probation period. You can request this leave only if your probation period is over. This
is an unpaid leave and employees must return to work after the 30 days or they are considered as job
abandonment at which time termination will follow.
3. The last leave/time off the company offers is FMLA. To qualify for time off through FMLA,
employees must be employed for 12 month and a minimum of 1,250

St. John 's University Department Of Athletics
St. John's University Department of Athletics
Head Coach Contract
This CONTRACT is made between St. John's University Department of Athletics (Athletics) and
Patrick Carlucci (Head Coach) effective May 18, 2015. Athletics and Head Coach may be
collectively referred to as the 'Parties" or "Party".
The Parties represented promise and agree as follows:
1. EMPLOYMENT TERM
Athletics hereby employs Head Coach to perform such duties as head men's soccer coach, a 10–
month position (June – April). This contract shall be for a term commencing on May 18, 2015 and
ending June 30, 2019, unless earlier terminated as set fourth in this Contract.
2. PERFORMANCE
Head Coach agrees to serve as the head men's soccer coach according to the ... Show more content
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Commitment to the academic well–being and success of student–athletes;
E. Supervision and evaluation of assistant coaches, graduate assistants, managers, interns, and
volunteers;
F. Recruitment of student–athletes who demonstrate academic and athletic prowess;
G. Responsibility for the fiscal and budgetary management of the SJU Men's Soccer Program;
H. Participation in fundraising and promotional events for Athletics and SJU Men's Soccer Program;
I. Perform other duties as assigned by the President and Director.
3. COMPENSATION
Athletics agrees to pay the Head Coach as compensation for the services performed as the head
men's soccer coach a base salary of $80,000 annually, paid in twelve (12) monthly installments on
the last day of each month. It is understood that such salary payments are subject to local, state, and
federal withholdings, taxes, and retirement contributions.
4. PERFORMANCE INCENTIVES

Athletics agrees to pay the following incentive bonuses to Head Coach in the event the men's soccer
team achieves academic and athletic competition milestones.
Annual Graduation Rate over 85% 1 month's additional salary
NCAA College Cup Championship 3 month's additional salary
Team Reaches Final Four of NCAA Tournament 2 month's additional salary
NCAA Tournament Participation 1 month's additional salary
Big East Regular Season Championship 1 month's additional

Independent Audits Of Employee Benefit Plans
Independent audits of employee benefit plans are a vital accountability mechanism. An employee
benefit plan audit provides a third–party, independent report to participants, plan managers, and the
Department of Labor that indicates whether the plan's financial statement provides accurate
information to assess not only the plan's present but future ability to pay participant's benefits. An
employee benefit plan audit must do more than substantiate financial statements; it must also
address plan operations including helping to assess whether the plan is operating in accordance to
the plan documents and amendments. There are multiple complex laws and regulations that
employee benefit and retirement plans must also comply with, and failure to comply with such laws
and regulation can result in substantial penalties. The Employee Retirement Security Act of 1974
requires that employee benefit plans with a hundred or more participants to be audited as part of
their requirement to file annual Form 5500 report. The Form 5500 is filed with the Department of
Labor and used to satisfy the Internal Revenue Service's requirement to file an annual information
return. Inconsistencies in the Form 5500 report can result in the Department of Labor performing
their own audit. While auditing employee benefit plans, auditors often find operational and
administrative issues encountered by plans. Of the many issues that arise, the more common
problems are errors in definition of compensation,

Hayco Manufacturing Ltd.
I. Examine Hayco's employee compensation and benefits program. Why did Hayco invest money
and effort in building Hayco Home?
Fringe benefits costs are known to be little but it could yield potential benefits for both the employer
and the employee as well. Mr. Donald Hay, president and CEO of Hayco Manufacturing Limited,
noted that getting skilled labor has been one of the biggest problems that the company faces.
Accordingly, they could not make products to the SIX Sigma quality levels without them. Hayco
adapted a quality–oriented strategy as to decrease defects, at the same time, lower its manufacturing
costs. This strategy can be carried out if the company has employees that are dedicated, well–trained
and focused on quality. ... Show more content on Helpwriting.net ...
As the company gives a clear message to their employees that they are very much valued through
their benefits policy (i.e. Hayco home, in particular) will lead to many advantages for the firm. In
one study wherein employees were asked on their expectations from the company, typical responses
of these employees included: (1) salary that is competitive with the rest of the industry, (2)
trustworthy co–workers, supervisors and upper management, (3) understanding the organization's
mission and vision, (4) an incentive program that has an impact on the employee, (5) a safe work
environment, (6) an appropriate recognition for work which is done, (7) job security, and finally (8)
dignified treatment of all employees. The management philosophy of Hayco Manufacturing Limited
can be assessed as one that values their employees as an important factor in the success of the
company.
Any company's success relies increasingly on the knowledge, abilities and skills, innovative
creativity and motivation of their employees. The valuing of employees means that the company is
committed to the satisfaction, development and well–being of their employees. There are major
challenges and obstacles that companies can face upon this kind of management philosophy (the
valuing of employees). They include:

Employee Benefit And Welfare Activities Essay
Employee benefit and welfare activities
The responses received are tabulated and analysis is done to determine the result.
Table no: 4.01– Employee benefit and welfare activities
Particular Percentage No. Of Respondents
Yes 98.7 148
No 1.3 02
Chart no: 4.01– Employee benefit and welfare activities Analysis:
The above table shows that 98.7% of the respondents accept that the organisation provides them
with the employee benefit and welfare activities, which is one positive result for the study done.
Interpretation:
As per the above chart it is very clear that the organisation provides their employee with benefits
and welfare activities as almost everyone has approved that they receive the benefits which is one
basic requirement which needs to be taken care of.
2. Awareness on the employee benefit and welfare facilities.
The responses received are tabulated and analysed .
Table no: 4.02– Awareness on employee benefit
Particulars Percentage No. Of Respondents
Neutral 46.7 69.
Fully aware 52.7 80
Not aware 0.6 01
Chart no: 4.02– Awareness on employee benefit Analysis:
As per the study 52.75% of the employees are fully aware of the employee benefit and welfare
activities provided for them. But 46.7% of the employees are not fully aware regarding the same.
Interpretation:
The study has provided a clear view regarding the awareness of the respondents towards the
employee benefit and welfare activities and some more concentration need to be given to create
awareness

Innovations of Employee Benefits Essays
The succeeding paragraphs will explain how innovations in employee benefits can improve the
overall competitive compensation strategy of the organization. In order to maintain their competitive
edge, companies need to fully understand that as the needs of their employee's change, so does their
benefit plans. Companies need to find innovative ways of engaging employees that encourage and
support their commitment and improve their performance.
The first way is by helping the company to attract and retain talent. A company is only as good as its
workforce so having an innovative benefit plan will help to attract high potential candidates and also
retain them within the organization. McKeown, J. (2002) states that, "Effective retention begins ...
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The third way is to help the company to increase productivity. Employees can tend to lose focus on
their work when they are having issues with their personal life. An innovative benefit plan can
afford employees with the flexibility to handle these issues in order to give the employees more
availability to concentrate on their work. This also causes employees to believe that their company
cares for their overall wellbeing, creating loyalty amongst the employees which will in addition
increases overall productivity, but retention as well.
The fourth way is to help the company increase employee commitment and engagement. In addition
to increasing productivity, companies want to ensure that their employees are committed and
engaged to the organization. This will produce employees that put more effort and take pride even in
the smallest of tasks, employees that are constantly thinking of ways to better improve their
productivity, and employees that motivate and inspire other employees that may have a negative
attitude about the organization.
The fifth way is to help the company to reduce health care costs. The lack of control and employee
has over their own job has been believed to lead to serious health conditions. Employers are coming
to the realization that in order to get a handle on health care issues, they need to take a more active

Employee Benefit Plan Development : Employee Benefits Essay
Employee Benefit Plan Development "Understanding your employee's perspective can go a long
way towards increasing productivity and happiness" – Kathryn Minshew, founder of The Muse. In
today's highly competitive and robust job market, benefit programs have become an integral aspect
of an employer's total compensation package. In fact, an employer's total benefit package plays just
an important role in attracting and retaining talent for organizations as monetary compensation,
according to a recent Glassdoor survey (Chamberlain & Tain, 2016). Given the important role
benefit plans play in attracting and retaining talent as well as their impact on employee engagement
and happiness it is critical that employers empower their benefits specialists to design a total benefit
package that functions in such a way that it ensures the organization is not only in compliance with
legal guidelines, but also gives the company a competitive advantage within the labor market it
competes in. Furthermore, they should be responsive to the organization's employee's needs, as well
as any changes in the organization's competitive environment. Employee benefits are a key aspect of
an organization's total compensation package (Martocchio, 2010). An employer's total compensation
package is defined by Martocchio (2010), as "both the monetary and nonmonetary rewards" offered
by an organization (p. 7). The most visible aspect of any total compensation package, is core
compensation (Martocchio,

Employee Benefit Package for Bostic Colleges Inc.
Employee Benefit Package for Bostic Colleges, Inc. Since its onset in 1966, Bostic Colleges, Inc.
has provided quality college education to non–traditional students. This could not have been
possible without the dedication and hard work of high quality employees. It is with these individuals
in mind that Bostic Colleges has decided to revamp its benefit package. The company has
thoroughly researched what employees consider to be the most desirable benefits offered by
employers and based its new benefit package around this new information. The context of this paper
will discuss desirable employee benefits in the Atlanta market as well as the new proposed benefit
plan for Bostic Colleges, Inc., both mandated and voluntary. Desirable Employee Benefits Thirty–
one percent of employees are at least marginally dissatisfied with their current employee benefits
while twenty–six percent are completely unsatisfied (Fronstin, 2013). It is the hope of the company
to offset these feelings of dissatisfaction by uncovering what are the most desirable benefits
available to employees. It has been found that there is a blatant correlation between employees that
are happy working for a company and the success of said company (Stanger, 2013). Figure 1.1
displays benefits that employees find to be the most successful. Figure 1.1 Benefits Most Desired by
Employees Comprehensive health coverage with no out of pocket expense by the employee; 100%
employer paid benefit On–site childcare and

Benefits And Benefits Of Employee Satisfaction
Benefits play a major role towards employee satisfaction and how they behave in an organization.
Employee satisfaction is necessary for the success of any organization. Keeping employee
satisfaction should be a priority for every employer. There are many reasons why an employee can
become discouraged with their jobs. Some include: lack of communication within the organization,
high stress levels, lack of recognition, or limit opportunity for growth.
Health insurance is one benefit in the foundation of a comprehensive employee benefit package.
Health insurance is an insurance policy that will pay to cover medical treatments or expenses. This
also includes dental and vision insurance. "According to healthinsurance.org, of the Americans who
The number of sick days can be based on the years with the organization and how high they stand
with the organization. Paid personal days are time taken off from work that the organization
provides employees. The number of days is the same as sick days which was your standing level
with organization and how long they have been with them. These days can be used for voting,
conferences, and even going to a healthcare professional. The paid personal days are paid at the
employee's normal base salary. Bereavement time is even under PTO. It is granted for attending
funerals and burials, making funeral arrangements, dealing with possessions and wills of the
deceased, and for paying respect to a family at visitation. You are usually given three days of this
time for an immediate family member and one day for other relatives or friends. Organizations can
give additional unpaid days if necessary. Immediate family members include: spouse, parents,
grandparents, children, grandchildren, and siblings.
Another benefit offered among organizations is the 401k retirement plan. It is a plan for employees
to accumulate retirement income and is the most flexible type of retirement plan. It shows that the
employers care about and value your employees with a means for them to plan their future and
encourages employees to save for retirement. It has tax advantages for both employers and
employees including tax deferred growth for the employee and tax–deductible advantages for the

Profile. Experienced, Multi-Faceted Professional With...
PROFILE
Experienced, multi–faceted professional with demonstrated expertise in program oversight,
including healthcare, strategic planning, regulatory compliance, policy development, contracting,
and procurement. Highly analytical with a keen eye for details; skilled at synthesizing and editing
information to achieve overall objectives. Highly adaptable at learning and understanding new
technology, processes, and procedures. Ability to cultivate positive relationships with clients and
colleagues; particularly adept at communicating with clarity and diplomacy to individuals from
diverse cultural and organizational backgrounds.
PROFESSIONAL EXPERIENCE
NEW YORK STATE DEPARTMENT OF CIVIL SERVICE Jun 2006– Present
Employee Benefits ... Show more content on Helpwriting.net ...
 Scrutinize carrier reports such as financial management, performance guarantees, benefits
management, and cost and utilization trends to ensure compliance and mitigate risk.
 Monitor, track, and analyze benefit trends and perform ad–hoc analysis using Advantage Suite® –
health analytics to identify opportunities to improve efficiency and performance. Advise
management of findings; prepare written reports, including charts and graphs, quantifying and
qualifying trends, cost issues, and changes affecting employee benefits; propose new initiatives
and/or changes to existing programs.
 Respond to complex and high–profile problems. Investigate, analyze and extract essential
information from communications or fact finding to resolve problems of semantics or substance.
 Manage the procurement process from start to finish, including the development of Requests for
Information (RFI), Invitation for Bids (IFB) and Requests for Proposals (RFP) while strictly
adhering to procurement policies, statutes and disclosures; evaluate proposals, prepare award
recommendations, negotiate and execute Contract. Facilitate the integration of new or revised
programs/contracts; prepare an impact analysis resulting from changes.
 Participate on collective bargaining negotiating team as staff resource. Analyze potential impact
of proposals; prepare supportive documentation, and present recommendations as requested.
 Administered the Employee Benefit Card Program. Saved the State

Tuition Reimbursement Implementation Report
Tuition Reimbursement Implementation Report
Ronald Ahrens
XCOM/285 Essentials of Managerial Communication
University of Phoenix
The following report was helping us explore why we should expanding employee benefits with in
this he company. We had a good year but without a good year it would benefit the company so
adding tuition reimbursement as an employee benefit would be great. It would help the employees
working on their degree in business or communication as they are working for us so this can be a
positive in more than one way showing we care about their interest expand their career by going
back to school. The company is in the perfect position to proceed with the education reimbursement
employee benefit due to the fact that ... Show more content on Helpwriting.net ...
The employees will value their company and their place in the company. We will have to develop a
policy for the new employee where they have to wait two years being with the company before we
start paying for their college to make sure people do not come here to get a degree and then leave
us. Continuing education and providing educational assistance to employees could be important
benefits to add as a perk for working for this company. It should be our company goal to assist in
the education, professional and personal growth of our employees. Doing this and Establishing and
following through with a tuition reimbursement for our employee will be beneficial to us as a
company and our employees. That the company is in the perfect position to start this employee
benefit, I would like you to recommended it and get the management to move forward with further
exploration of the logistics. The good from this program out weights are cost that comes up because
it gives us good and educated employees in the long run. We also we not have to look outside but
we can save cost in looking and just promote within the company. With them working on their
bachelor's degree in business can be a positive and helpful in more than one way. Expanding the
employee benefits to have tuition reimbursement will increase the level professional opportunities,
increase their career options, and improve their earning potential, and increase keeping employee
rather than losing them. In all

Kraft Heinz Wellness Program
The Kraft Heinz Company offers many benefits for its employees. The company uses these benefits
to help promote the health and wellness of the employees in the company. Eligible workers have
access to benefits such as retirement packages, insurance programs, flextime, healthcare benefits,
training programs, and coaching. Globally, facilities also offer specific benefits for different
geographic locations (Employee Health and Wellness, 2015). Other benefits include maternity and
paternity leave, paid vacation and holidays, and the Employee Assistance Program (Kraft Heinz
Company Benefits, 2015).
The company provides a variety of wellness programs to appeal to many of their employees in all of
their global locations. They promote active participation in their programs. Kraft Heinz offers flu
shots to their employees free of charge, and some locations have flu shots ... Show more content on
Helpwriting.net ...
The company uses a merit based pay structure to recognize employee performance. Yearly
evaluations of performance are conducted to rate employee's results of the year compared to
previously set goals. Kraft Heinz recognizes employees at every level for outstanding performance.
In 2014, over a thousand employees were promoted because of their high performance and the value
they added to the organization (Kraft Heinz, "Careers", 2015). Merit–based pay is based on
individual performance. This method of pay and raises creates a link between rewards and the
employee's performance throughout the year. A danger of merit based pay, in organizations like
Kraft Heinz Co., is that management might give merit based raises/promotions on how they
perceive the employee will perform, so they may over or under estimate pay decisions (Judge &
Robbins, 2016, pp. 137). However, the end of the year assessments the company conducts to review
performance and set goals for the next year would help to reduce this

Questions And Questions On Employee Benefits
The following are questions and answers relating to this week's assigned readings. How do the
readings relate; what similarities or contradictions exist? The chapters in the book do not relate to
the articles. Chapter three explains the importance of identifying strategic positions in organizations
and making sure there is top talent in them. Chapter four explains Human Resource (HR)
professionals and line managers are responsible for developing talent throughout an organization.
Thus, line managers and HR professionals should be held accountable for the development of a
successful workforce. In order to be successful, these leaders must have talent inventories and action
plans helping them put strategic talent into strategic ... Show more content on Helpwriting.net ...
What questions or issues did the readings raise for you? Ensuring you have A–level talent in the
most strategic positions sounds great, but what if this is not the case and you have the wrong people
in strategic positions. Replacing people is not easy, especially in government. It is a shame, but we
wait for people to retire instead of holding them accountable or replacing them. In regards to
employee benefits, employers should make it a priority to help employees understand the value of
the benefits received. This is challenging since benefit plans are complicated and plan statements are
often difficult to comprehend. However, employees with a good understanding of their benefits
package estimate its value 42% higher than those who don't (Crawford 2014). The State of
Tennessee addresses this by sending a letter each year detailing the monetary value of my benefit
package. The letter helps me appreciate the benefits package and keeps me from seeking other
employment. The downside of employee benefits should be realized when considering such
programs. First, providing employee benefits is expensive and costs more for small employees than
large ones. Secondly, offering benefits can create legal compliance concerns resulting in legal fees
and potential lawsuits (Pros and Cons: Offering employee benefits 2014). Lastly, disengaged
employees are twice as likely to stay because of beneficial job conditions, including good employee
benefits,

Essay about Employee Benefits Required By Law
Employee Benefits Required by Law
The legally required employee benefits constitute nearly a quarter of the benefits package that
employers provide. These benefits include employer contributions to Social Security,
unemployment insurance, and workers' compensation insurance. Altogether such benefits represent
about twenty–one and half percent of payroll costs.
Social Security
Social Security is the federally administered insurance system. Under current federal laws, both
employer and employee must pay into the system, and a certain percentage of the employee's salary
is paid up to a maximum limit. Social Security is mandatory for employees ... Show more content
It is possible for an individual who dies or becomes totally disabled at an early age to be classified
as fully insured with less than 40 quarters. To receive old age insurance benefits, covered
individuals must also meet the test of retirement. To meet this test, persons under 70 cannot be
earning more than an established amount through gainful employment. This limitation of earnings
does not include income from sources other than gainful employment such as investments or
pensions. Social security retirement benefits consist of those benefits which individuals are entitled
to receive in their own behalf, called the primary insurance amount, plus supplemental benefits for
eligible dependents. These benefits can be determined from a prepared table. There are also both
minimum and maximum limits to the amount that individuals and their dependents can receive.
The Social Security program provides benefit payments to workers who are too severely disabled to
engage in gainful employment. In order to be eligible for such benefits, an individual's disability
must have existed for at least 6 month and must be expected to continue for at least 12 months.
Those eligible for disability benefits must have worked under Social Security for a t least 5 out of
the 10 years before becoming disabled. Disability benefits, which include auxiliary benefits for
dependents, are computed on the same basis as retirement benefits and are converted to retirement

Individual Employment Opportunity Act An Employer
Compensation is one of the most important aspects of business. It attracts, motivates, and retains
skilled employees; therefore, evaluating compensation correctly to meet the needs of the business
and satisfy the wants of the employee is also extremely important. The aspects that Echo Inc. should
consider when evaluating their compensation practices are the different limitations placed on pay,
the benefits that are required by the government, optional benefits, and the different pay for
performance plans.
When considering how to pay employees, a business must factor in the legal requirements of pay
placed by the government. Government regulations affect pay by implementing the equal
employment opportunity, minimum wage, overtime pay, and ... Show more content on
Helpwriting.net ...
Although, company's do not have to pay salary workers for over time. Two additional federal laws,
the Davis– Bacon Act of 1931 and the Walsh–Healy Public Contracts Act of 1936, govern how
much federal contractors are paid. The calculation of prevailing wages at which federal contractors
must be paid is thirty percent of the local labor force. These regulations must be taken into
consideration when deciding an employee's base pay. There are various pay level strategies to
choose from including: lead the market, match the market, lag the market, hybrid, employer of
choice, or cafeteria plan. Setting higher wages than competitors helps attract quality applicants in
larger quantities. It also increases employee's work efforts, reduce turnover, and lower monitoring
costs. While high wages are beneficial to the employees a business determine if they can afford to
pay a higher wage, or if the money could be better used somewhere else within the company.
The government not only places certain limitations on pay they also require employers to provide
certain benefits. These required benefits are social security, unemployment insurance, workers'
compensation, unpaid family and medical leave, and health care benefits. The Social Security Act of
1935 provides that if a worker meets certain requirements they will receive retirement benefits that
are based off their age and earning history. Over 90% of U.S. employees are covered under this
program. The Social Security Act also

Employee Benefits Programs And Pay Structure
Employee Benefits Program and Pay Structure
Basic Salary The pay structure of the District Sales Leader (DSL) at Nestle has traditionally been
between $67,000 and $70,000 (Glassdoor, 2016). This salary range is quite competitive in the
industry, and it does not include the potential cash bonuses, profit sharing, stock bonuses,
commission sharing and other tips associated with the profession. Compensation for the DSL will be
a function of the market conditions, and equity will be highly considered. This paper highlights an
employee benefit program and pay structure of a DSL at Nestle.
Basic Direct Benefits
Health and Dental Private health care services are restricted for many people by the high cost, which
compels organizations to look into helping their employees to access the services alongside their
insurers. Nestle will provide specific health benefits for the DSL as highlighted hereafter:
Accommodation in private rooms in hospitals in excess of the standard accommodation charges
(Mattke et al., 2013).
Emergency health care services for the DSL when working outside the country.
All prescription drugs, vaccines, and any required medication.
Private nursing care if required.
Any appliances required by the DSL during the provision of medication, such as wheel chairs.
Ambulance services during emergencies.
Dental checkups and treatment that do not need hospitalization of the DSL.
Professional services required by the DSL, including psychiatric, speech

HR and the Competiton for Talent Essay
In today's competitive workforce, talent is not only incremental, but also scarce. War for talent, a
term coined by Steven Hankin of McKinsey & Company, refers to the competitive landscape of
talent management of skilled and valuable employees. Talent management is defined as "the
implementation of integrated strategies or systems designed to increase workplace productivity by
developing improved processes for attracting, developing, retaining and utilizing people with the
required skills and aptitude to meet current and future business needs" (Lockwood, 2006). This
paper talks about the challenges faced by organizations and how organizations use strategic HR to
overcome concerns regarding attraction, recruitment and retention of talented ... Show more content
Telecommuting programs are also aided with the arrangement of appropriate technology, which
makes working from home easier. As one of the large–scaled companies Deloitte and the Westpac
Group understand the challenges associated with employee satisfaction. Both of these companies
improved their IT and Information and Communication Technology structure respectively by
providing their staff with the appropriate technology to carry out tasks from the comfort of their
homes. Westpac allows applicable employees the option to work from home and telecommute, this
is mutually sustainable with the company philosophy that acts a vital contributor to attract lateral
hires (Deloitte, 2013). Not only did Deloitte and Westpac recognize that in order for their
telecommuting program to work they needed to provide the staff with the right tools to do the job
efficiently and compliantly, they were also able to connect to a wider range of their staff. Empirical
research conducted by Deloitte shows that to "Only 62% of employees without access to flexible IT
policies report feeling satisfied at work. Up to 83% of employees with access to flexible IT policies
(such as social media access) report feeling satisfied at work" (Deloitte, 2013). Telecommuting
plays a substantially large role in the strategic HR department, which includes employee
satisfaction. A categorical and strategic plan that leaves no room for

A Review On The Shared Services Market
A Review of the Shared Services Market, Including for Example Its Development, Categorization of
Different Services and the Role of Shared Services Within an Organization Model. (2005, Nov 03).
Business Wire Retrieved from https://csuglobal.idm.oclc.org/login?
url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/445338379?accountid=38569 This
article from Business Wire covers broadly the role of shares services in an organization before
delving into granular detail that will prove immensely helpful when developing a shared services
structure housed in a central location. Business Wire categorizes different types of shared services
along with four different organizational models and IT implementation to support the shared
services structure. Designing the deployment of a shared services system within an existing
organization does require significant IT resources and Business Wire's work could prove
instrumental in mapping out that plan wisely. Centralizing staff and resources for greater efficiency.
(2007). IOMA 's Payroll Manager 's Report, 7(6), 1–1,9+. Retrieved from
https://csuglobal.idm.oclc.org/login?
url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/231090081?accountid=38569 As
IMOA's Payroll Manger's Report identifies key successes achieved when staff and resources are
centralized, something that occurs within a shared services system, we can evaluate that system in
part by whether or not those successes actually materialize. Establishing metrics

Should Paternity Leave Be A Mandatory Employee Benefit?
It Takes Two
A brand–new family has just brought home a screaming and crying baby, the best part is that they
both have a month off work to love, care, and nurture this newborn into the world while getting
paid. Sweden was the first country to introduce paid paternity leave as a mandatory employee
benefit, followed closely by the other Nordic countries: Finland, Denmark, Iceland, and Norway.
Since its introduction, paid paternity leave continues to make gains, making the Nordics the eye of
focus when discussing implementation of such policies in other countries. Due to the 'Father Quota'
the Nordic Countries have been successful in economically supporting paid paternity leave as an
employee benefit, which has led to benefits seen in the economy, family health, and newborn
development.
Summary
When a mother holds a job and then becomes pregnant she is presented with two options. The first
of which would be to quit, or if lucky the company many offer an employee benefit leave. The basis
of leave, as an employee benefit, is maternity leave. This offers a certain amount of time paid or
unpaid to the mother after the birth of the child. The next step up would be paternity leave or
paternal leave. This is leave that not only is offered to the mother but also the father so that both
parents may spend the first few weeks at home with the newborn. Not all countries have the basic
guarantee to the maternity leave. Let alone the idea of paternity leave, which is still considered

Benefits And Benefits Of Employee Benefits
I've chosen the topic of employee benefits and the varying considerations given to benefits as part of
total compensation around the globe. What are the issues to be considered? What about the MNE
employee?
The content of this paper includes key excerpts and a condensation (compacted by >80%) of current
knowledge regarding the administration of employee benefits as published by McGraw–Hill 2011 in
"The Handbook of Employee Benefits: Health and Group Benefits, 7th Edition. Jerry S.
Rosenbloom, editor". This is the reference textbook for the International Foundation of Employee
Benefits Plans (IFEBP), and Wharton (University of Pennsylvania), for those looking to certify as
"Certified Employee Benefits Specialists" (CEBS).
The ... Show more content on Helpwriting.net ...
This process entails a balancing act among:
"Local benefits objectives with local and global business objectives and philosophies
Differing competitive environments and economic realities
The cost and benefits available from old age, survivors, and disability programs with supplemental
retirement and capital accumulation plans
The cost, quality, and availability of national health insurance programs with emerging private
medical practices in many countries
Changing regulatory environments that impact the design, delivery, and cost of supplemental
benefits plans with local and global benefits objectives"
..(Rosenbloom 2011)
Added to these local concerns, individual differences may need to be accommodated according to
where the employee was hired and where they will be assigned. Benefits that meet the employee's
needs in the home country may not be portable nor meet their needs in the assigned country.
Local issues include the following:
1. Government–required benefits.
2. Government–provided benefits.
3. Legal/Regulatory environment.
4. Taxation of benefits.
5. Local economic conditions
6. Labor unions & labor environment.
Coverage amounts and funding: Common benefits offerings include retirement, death,

Benefits And Benefits Of Employee Benefits Essay
Employee benefits are all forms of consideration given by an enterprise in place of service rendered
by employees. Post employment benefits are employee benefits which are payable after the
employment period is completed. Profit sharing & bonus payment: an organisation should observe
the future cost of profit sharing and bonus payments only if the organisation has a present obligation
to make these payments based on the result of past events. A trustworthy assessment of the
obligation can be made. In some profit sharing plans, the employees would receive a particular
share of the profit only if they continue with the organisation for a specified period. There are
numerous natural advantages to furnishing your workers with an exhaustive advantage arrangement.
For most, it is the capacity to discover and keep exceptionally qualified staff that is the key driver.
With the segment being exceedingly aggressive and the quantity of new employee entering the
workforce waning, businesses are tested to wind up significantly more imaginative and responsive
in the outline, timing and liberality of their advantage arranges. The more dynamic the association,
the more adaptable the structure is in light of today 's difficulties: i.e. like having four distinct eras
of employee working next to each other. Bosses who keep on providing the more conventional and
constrained system, may think that its more hard to discover and keep diverse sorts of employee.
Here are some of the upsides of

Total Compensation Methods Paper
Total Compensation Methods Paper The purpose of this paper is to provide an analytical overview
of compensation strategies within organizations. First, an analysis of the impact of various
compensation methods and benefit programs on employees and organizations will be discussed
followed by how salary and benefit administration strategies relate to organizational culture and
performance. What are compensation and benefit strategies? Compensation and benefit strategies
are ways that organizations can use pay and benefits to recognize and reward employees'
contributions to the organization's success. (Noe, Hollenbeck, Gerhart, and Wright, 2004) Some
examples are wage and salary administration, incentive pay, insurance, vacation leave ... Show more
Although an employee does not need to show proof of an employer being negligent, the employee
will lose workers compensation benefits if the injury is self–inflected.
The Family Medical Leave Act (FMLA) is a federal law requiring organizations with 50 or more
employees to provide up to 12 weeks of unpaid leave after childbirth or adoption, to care for
seriously ill family members, or for an employee's own serious illness. (Noe, Hollenbeck, Gerhart,
and Wright, 2004) FMLA protects the employee from losing their job because of one of the listed
criteria above. Although some compensation and benefit methods are required by law, there are
benefits that employees have come to expect like medical benefits, retirement plans, and paid leave.
A company that offers such benefits is more appealing to a potential employee when searching for a
job. In most companies, medical, dental, and vision plans are a shared cost and the most important
benefit to an employee. Most companies that offer these types of benefits will receive a break in
cost due to the number of employees that they are covering. (Noe, Hollenbeck, Gerhart, and Wright,
2004) This benefits the employee by taking some of the financial burden off of expensive
premiums. Medical benefits also ensure the wellness of employees allowing them to continue his or
her job with a company so that the company continues to

Sustaining Employee Performance
HRM/300 Fundamentals of Human Resource Management
March 18, 2013
Baderman Island has been dedicated to providing guests and visitors with unique and great
experiences since opening to the public in 2004. "The Board of Directors and operational leaders in
the organization, empowers its staff to offer unsurpassed quality of customer service, through
individual acts of random kindness and specialty services" (University of Phoenix, 2012).
Exceptional customer service is a top priority of the management and staff at Baderman Island. The
resort offers numerous accommodations at prices that are affordable for every budget. Each
individual position within this company adds ... Show more content on Helpwriting.net ...
The visitor's center supervisor and wait staff are both a very important addition to the resort. All
employees are offered an exceptional benefits package. Pay scales are determined based upon the
job title with additional contributing factors such as experience and skills.
The visitor's center supervisor is a salary job which scale depends on the person's amount of
education, years of experience, qualification and credentials required for the job. For the wait staff
an hourly pay rate depends on their experience and starts at $2.13 and goes up to $5.75 an hour. A
benefit package will also be included affordable medical including vision, dental and optional
cancer. There will also be paid vacations, sick leave with pay, and maternity programs with onsite
daycare provided. A 401K plan will be offered with matching $50 to every five dollars that it put
into the plan by the employee. All of the benefits will be offered to all employees here at Baderman
Island.
Job Evaluation Plans The evaluation plans most effective for the Visitor's Center Supervisor would
be the appraisal method of behaviorally anchored rating scale and relative standards method of
individual ranking. These two are best suited for this position due to collecting the proper data on
each job position. The advantage of behaviorally anchored rating scale and relative standards
methods of individual ranking is that they can allow for ongoing feedback,

Examples Of The Myth Of Employee Engagement
6 Biggest Myths of Employee Engagement
Employee Engagement has no distinct definition. Many believe its meaning to be synonymous to
terms such as job satisfaction, company loyalty, and retention of talents and potential to over
achieve. All of this and more can only be derived by empowering the employees. Therefore, dear
managers, developing a relationship of trust with your employees is crucial for an organization to
thrive in today's competitive world. This piece will enlighten you regarding the significance of
engaging your employees and how to accomplish this feat by competently negating these myths
mentioned below.
Myth 1: Lack of Employee Engagement does not concern my company The success of any company
is proportional to its employees' creative and innovative inputs. Employee engagement is the key
factor that ... Show more content on Helpwriting.net ...
Simon Sinek's quote, "Customers will never love a company until the employees love it first,"
refutes this myth. Granted, one on one communication with your employees is important to create a
circle of trust but it is foolish to think it has no impact on your customers. Employees are the
representatives of organizations, they account for the credibility of the company. Customers' are
motivated to invest in a company only when they judge for themselves how invested its own
employees are.
Myth 5: There is no "secret formula" for Employee Engagement Deloitte, however, listed these five
factors as ingredients of this secret formula, "meaningful work, hands–on management, positive
work environment, growth opportunity and trust in leadership," (Shahid & Azhar, 2013). Effective
leadership is essential for a positive outgrowth in terms of acquiring profits, business expansion and
social collaboration. A managerial duty performed meticulously instills vigor in the employees to
exceed the expectations of their superiors. Myth 6: Employee Engagement doesn't have an impact
on business

Recommendation For Revision Of Penn Mart 's Health Care...
Abstract
This paper is an analysis of the critical points of the "Recommendation for Revision of Penn–Mart's
Health Care Strategy" memo (Penn–Mart Memo) in relation to the points in the report by Roy
Eichhorn, Strategic Systems Department, Army Management Staff College, entitled, Developing
Thinking Skills: Critical Thinking at the Army Management Staff College. The author of the Penn–
Mart memo is Senior VP of Human Resources, Salvador Monella whose indicated purpose is to
offer a remedy to the spiraling costs of healthcare benefits. The analysis will be broken into sections
based off of the analysis structure defined by the report by Roy Eichhorn.
Review of the Penn–Mart Memo in Accordance with the Critical Thinking at the Army Management
Staff College report.
1. Purpose, Goal, or End in View.
The purpose or goal described in the Penn–Mart memo is a program engineered to lower employee
benefit costs paid by the company. The method of attaining this outcome would be to implement a
mandatory "Get Well" employee health screening and monitoring program. The author's conclusion
to the problem of a costly employee health benefit program is to institute a multi–prong monitoring
program would include biometric screening described as "finger stick blood tests for cholesterol and
glucose; weight, height, and waist measurement; and a blood pressure reading" as well as required
health questionnaire and annual physical examinations.
2. Question at Issue or Problem to be Solved.
The

Employee Benefit Plans
Employee benefits are an important cog in the wheel of industry in today's busy world. Oftentimes,
potential employees are more interested in the benefits a company provides than in the salary or
compensation they will be receiving. Potential employees oftentimes desire healthcare or insurance
plans and pension plans that will take care of them for the long–term, not a short–term benefit plan.
In the past, employers often took a 'cookie cutter' approach, offering the exact same benefits as
every other company offered. Such an approach is no longer the norm, instead many companies now
work hand–in–hand with their employees to design benefit plans that fit the employee's needs rather
than the cheapest or most convenient benefit plan available. As one recent report espoused "a good
example is the shift from defined benefit pension plans for which employers bear the funding
burden to defined contribution plans, which are generally funded by employers and employees
together" (Vandermillen, 2012, p. 19). According to Vandermillen, employers now have the
responsibility "to make sure employees have the knowledge and tools they need to help them make
the most of their retirement benefits" (p. 19). Now employers not only have to provide benefits that
are conducive to employee retention but it seems that they also have to assist the employees in
understanding exactly how those benefits are advantageous to the employees. Employees from
different areas of the United States may

Verizon Wireless's Benefits Package
Verizon Wireless may be losing at least one competitive advantage as a result of lack of knowledge
about how employee benefits packages in the wireless industry compare. Studies have shown that
valuable employees and top talent candidates are highly influenced by employee benefits packages
considered to be good (Paterson, 2013). The leadership team's determination and call for
organizational growth, translates to both retaining current employees and enticing new candidates to
join, an area in which a top employee benefits package is a major contributor. With this
consideration, and factoring in the problem of a lack of updated information, it was determined that
there was a critical need for a current benefits package comparison. The ... Show more content on
Helpwriting.net ...
The coding system is as follows: 0 denotes no information; 1 denotes inadequate benefits; 2 denotes
adequate benefits or listed but little information; 3 denotes above adequate benefits; also the term
"assigned values totals" denotes the calculated sum based on the coded value determined for each
item. It should be noted that some companies received more 0s than others, because of lack of
information available from the organization resulting in lower assigned values totals. Applying a
coding system enabled qualitative data to be evaluated quantitatively, permitting a more accurate
and objective analysis. Capstone Q1–Industry Benefits Comparison: As stated above, the method
used for the industry employee benefits package comparison was a comparative analysis. To
organize the data it was broken into themes and coded. Presented here are the five resulting tables,
including a short data analysis for each. In addition to the listed tables, a scatter plot figure was
added for visual representation of the assigned values totals for each company, including every
category; however total scores will be announced later. Table 1 data analysis. In Table 1, health and
well–being benefits were scored with a possible assigned values totals of 24. Verizon Wireless and
Sprint were a single point apart with Verizon attaining 22 and Sprint 21. Samsung

Benefits And Rewards For Employee Benefits

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Benefits And Rewards For Employee Benefits