College of Business Administration
MGT211- Human Recourse Management
This assignment is an individual assignment.
All students are encouraged to use their own word.
Student must apply Harvard Referencing Style within their reports.
A mark of zero will be given for any submission that includes copying from other
resource without referencing it
Imagine working in an organization where employee morale is low, turnover is high, and the costs
of hiring are astronomical.
If that were the case, you’d imagine the employer would go to great lengths to find, attract, and
retain quality employees. Couple this goal with the reality of the economic picture—you simply
cannot afford to provide expensive benefits for employees who may leave you for a different
employer offering an extra $1,000 in salary or benefits. Knowing that 41 percent of all employees
have no loyalty to their employers and will move on if a better offer comes adds to the dilemma.
These issues clearly are a concern for organizations like Genentech or Zappos. But they don’t fret
over them. That’s because they have found that treating employees with respect, and giving them
such things as bonuses, rewards for longevity, onsite child care, lunches, and sending employees
home with prepared dinners really works. Genentech is a California company that “develops and
produces drugs that cure diseases,” according to the company website. The company celebrated
its thirteenth year on Fortune’s “Best Places to work” list in 2011, also receiving “Best Places to
Work” honors from Working Mother, LGBT Equality, and Computerworld. The reasons for this
recognition are the important work that they do and the strong company culture that values equality
and communication. Any discussion of how great it is to work at Genentech always circles back
to the benefits that show a real respect for employees. In addition to traditional benefits like
retirement and healthcare, they provide family-friendly perks such as unlimited sick leave,
personal concierge service, flexible work scheduling, childcare, nursing mother’s rooms, onsite
nurses, adoption assistance, and company sponsored family events. The list of innovative benefits
goes on to include unusual benefits like pet insurance, free snacks, and paid six week sabbaticals
every six years! Zappos, the online shoe retailer, offers perks that match their fun-loving culture
like pajama parties, nap rooms, regular happy hours, and a full-time life coach. Have these benefits
worked for Genentech and Zappos? If you translate longevity to morale and loyalty, you’d say
they have. Both boast low turnover rates and high employee ratings for workplace satisfaction.
1. Describe the importance of employee benefits as a strategic component of fulfilling the goals
of HRM at Genentech and Zappos?
2. Explain how Genentech and Zappos use employee benefits as a motivating tool?
3. Do you believe the incentive benefits such as those offered at Genentech and Zappos can be
used in other organizations? Why or why not?
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