Xacc/280 Week 6 Assignment

VM
Week 6 Assignments
August 17, 2013
Professor Smith

1. The importance of employee benefits as a strategic component of fulfilling the goals of human resource management is to find, attract, and retain quality employees (DeCenzo & Robbins, 2009). Treating employees with respect, offering bonuses, rewards, on site lunches, etc. helps keep employees happy, and loyal. The main purpose for employee benefits is to find qualified candidates to fill positions, and want to stay within the company. Without offering employee benefits, employees wouldn’t remain loyal, and productivity would be low. Benefits are an employees’ incentive to want to do their job to the best that they possibly can, as well as stay loyal to the company. In today’s
economy, employees want more than just an hourly wage. They want additional benefits that will enrich their lives. Employee benefits have become more important to individuals throughout the years, and employers realize that are a necessary components effective compensations programs. Employers also realize that it’s the benefits that they offer is what attracts employees to the organization, helps candidates decide whether they want to accept an employment offer, and decide to stay within the company after being employed (DeCenzo & Robbins, 2009). Employee benefits are important because they also are cheaper for the employee if they receive benefits through an organization rather than on their own. In addition, it has been evident that “inadequate benefits and services for employees” can cause employees to become dissatisfied with their job and cause them to miss more days of work and increased turnover. 2.
Genentech and Zappos use employee benefits as a motivating tool to keep and maintain their employees. Genentech offers benefits such as retirement and health care, family friendly perks like unlimited sick leave, personal concierge service, flexible work scheduling, child care, nursing mothers rooms to nurse in, they have onsite nurses, adoption assistance, company sponsored family events, pet insurance, free snacks, and paid six week sabbaticals every six years, as well as simply treating their employees with respect (DeCenzo & Robbins, 2009). Genentech goes above and beyond to give their employees incredible benefits, and with that being said, the benefits they receive definitely are enough incentive to keep employees motivated. Zappos on the other hand, provides benefits such as having pajama parties, nap rooms, regular happy hours, and a full time life coach (DeCenzo & Robbins, 2009). Apparently the benefits that both of these organizations’ is working because both organizations have low turnover rates, as well as high employee ratings for satisfaction. Providing these types of employee benefits keeps employees happy, and makes them want to stay within the organization, as well as be the best they can be at the job they’re entitled to do. Especially considering the fact that both of these employers go above and beyond what is even required for them by law to provide. The main key is to make sure employees are happy with their employer, and that they enjoy going to their work every day. Little incentives such as having pajama parties, or onsite lunches are just as important as big incentives like health insurance and paid vacation
time. 3. I feel that some of the incentive benefits used and Zappos and Genentech could be used in other organizations. I feel it really depends on the organization and the employees. For example, Zappos offers pajama parties because it fits in with the work culture. However, some employees who work for Walmart, may not appreciate or want this type of incentive. The same thing goes for pet insurance, a person who doesn’t have a pet, wouldn’t find this sort of incentive useful to them. I feel like incentives such as unlimited sick leave, and flexible work schedules could definitely be used in any organization, and almost every employee would enjoy them. Also, child care could be used in almost every organization as well since many employees have small children and this would cut back child care expenses for those who do have children. Although, some employees may not have children, child care would not benefit these individuals. Other things that I feel could be used within other organizations would be giving employees bonuses, rewards, on site lunches and dinners, free snacks and meals, paid six week sabbaticals every six years, and company sponsored events (DeCenzo & Robbins, 2009). Again, it really depends on the organization and employees. Some organizations have a bigger budget and can provide substantially more employee benefits than other companies. The two main things that I feel every organization should provide, and would be the biggest motivator to potential employees is the unlimited sick time, and flexible work schedule.

Works Cited
DeCenzo, D. A., & Robbins, S. P. (2009). Fundamentals of Human Resource Management. Hoboken, NJ: John Wiley & Sons Inc.