MGT211 Benefits for Employee Discussion

Anonymous
timer Asked: Mar 29th, 2019
account_balance_wallet $10

Question Description

  • 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.
  • not less than 900 words.

Unformatted Attachment Preview

College of Business Administration MGT211- Human Recourse Management Assignment-3 Assignment Regulations: • • • • 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 Case Study 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. Questions: 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? ...
Purchase answer to see full attachment

Tutor Answer

SirHarrytheGreat
School: Boston College

Attached.

Answer outline to benefits to employees




Question 1
Question 2
Question 3


Human Resource Management 1

HUMAN RESOURCE MANAGEMENT
Name

Course
Professor
School
Date

Human Resource Management 2

Case study
Question 1
Even though organizations are not legally obligated to provide their employees with benefits, it
is an effective strategy that the HRM can use to promote low turnover rates and increase work
satisfaction. Because HRM views employees as the organization’s number one asset it is best to
acknowledge their efforts by offering them benefits. According to DeCenzo, Robbins and
Verhulst (2012) employee benefits are provided to employees to show them that the organization
they work for has invested in them and their future. With a solid employee benefit such as the
one offered at Zappos and Genentech, it can be an effective strategy for attracting and retaining
talent, and this can be used to differentiate the companies from their competitors, and that is not
all.
Employee benefits are important because they encourage employees to be more engaged and be
active participants in the workplace. For instance, for Genentech company, the HRM department
goes an extra mile of not only providing its employees with healthcare and retirement benefits
but also offer them family-friendly perks such as ch...

flag Report DMCA
Review

Anonymous
Goes above and beyond expectations !

Similar Questions
Related Tags

Brown University





1271 Tutors

California Institute of Technology




2131 Tutors

Carnegie Mellon University




982 Tutors

Columbia University





1256 Tutors

Dartmouth University





2113 Tutors

Emory University





2279 Tutors

Harvard University





599 Tutors

Massachusetts Institute of Technology



2319 Tutors

New York University





1645 Tutors

Notre Dam University





1911 Tutors

Oklahoma University





2122 Tutors

Pennsylvania State University





932 Tutors

Princeton University





1211 Tutors

Stanford University





983 Tutors

University of California





1282 Tutors

Oxford University





123 Tutors

Yale University





2325 Tutors