| April 15, 2020

Module 3 – Case


Assignment Overview

Today’s HR professionals are expected to measure the success or failure of HR practices based on the achievement of organizational outcomes. Brand identity, bottom-line profitability, employee job satisfaction, and increased management focus are all outcomes that can be achieved in part through an organization’s total rewards program.

This case examines a fictitious M. K. Makey organization and how it aligns its total rewards programs with its organizational goals and values.

Read the The Makey Case.

Case Assignment

You have been asked to write an opinion piece for a local newspaper in which you address the following:

1. Analyze the practice of companies offering their own products to enhance the total compensation of its employees.

2. Is this a common practice in U.S. organizations? Give real-life examples (employers by name). In your educated opinion, do you think this is a good idea? Why or why not? 

3. Make recommendations regarding an expansion of the benefits programs offered at Makey’s. Justify your recommendations with outside sources.

Use at least 3 library sources &/or module sources to help strengthen and validate your discussion. Also, utilize actual employer examples (stating employers by name) from your readings/research.

Submit your paper by the module due date. Paper length: 3-4 pages (not counting the cover and reference pages).

Module 3 – SLP


You have been asked to give a 10-minute presentation to a college’s undergraduate HRM class. You have decided to use the following case scenario to spearhead the discussion.

Pixabay.com. Labeled for reuse.

An Attractive Benefits Package?

Susan greeted Beutan, her next interview applicant. Beutan had an excellent academic record and appeared to be just the kind of person Susan’s company, Jones Investments, was seeking in an investments technician. Susan is the staffing specialist for Jones and had already interviewed two individuals for the position. 

Based on the application form, Beutan appeared to be the most promising candidate to be interviewed that day. From his past experience it looked as if he could be in his mid-forties. His address showed that he lived 45 miles away from the Jones facility. The application stated that Beutan achieved a 3.7 GPA in his master’s courses, with a 4.0 in his major field of finance. He achieved his degree a year ago by working during the day and attending classes at night. Beutan was not only treasurer of his district’s financial planning association but also served as volunteer on the high school’s financial advising committee. The recommendation letters in Beutan’s file revealed that he was both active socially and a rather intense and serious student. One of the letters from Beutan’s full-time employer of four years boasted a notable work ethic.

Beutan was laid off due to a cutback in business and was looking again for full-time work.

Susan knew that discussion of benefits could be an important part of the recruiting interview. But she did not know which aspects of Jones’ benefits program would appeal most to Beutan. The company has an excellent profit-sharing plan, although 80% of profits distributions are deferred and included in each employee’s retirement account. Health benefits are also good. It also has long-term care insurance but no short-term care. The company’s medical and dental plan pays a significant portion of costs. A company lunchroom provides meals at prices about 65% less than outside prices. Employees get one week of paid vacation after the first year and two weeks after two years with the company. Five days are provided each year for sick leave. In addition, there are 7 paid holidays each year. Finally, the company encourages advanced education, paying for tuition and supplies for courses directly related to an employee’s job. Under certain circumstances, employees are allowed time off to attend classes during the day. Jones also provides a 50% daycare discount for employees with young children.

After you have read the above situation carefully, respond to the following questions in a slide presentation of about 10 slides.

· What aspects of the Jones Investments benefits program are likely to appeal to Beutan? Explain.

· What aspects of the Jones benefit package would likely be the least appealing to Beutan? Discuss.

· In today’s work environment, what other benefits offered by employers might be attractive to Beutan? Why? Share examples of best-practice benefits offered by employers (discussing at least two employers by name). 

Use at least 2 library sources to help strengthen and support your presentation.

Prepare 10 slides and add a voice-over component (in PowerPoint). Be sure to present a list of references at the end of your presentation.

Required Material

Halkos, E. (2016). Employee discount and purchase programs—A smart employee benefits strategy. Corporate Wellness Magazine.com. Retrieved from  https://www.purchasingpower.com/about/news/employee-discount-and-purchase-programs-smart-employee-benefits-strategy

Sanicola, L. (2011). Employee Benefits Basics, pp. 31-53. Scottsdale: WorldatWork Press. Retrieved from EBSCO eBook Collection in the Trident Online Library.

Wu, E. C. (2012). Three tips on evaluating employee benefit communications. Benefits Magazine, 49(9), 36-39. Retrieved from the Trident Online Library.

Optional Material

OWLPurdue. (2012, May 9). Purdue Owl: APA formatting: The basics [Video file]. Retrieved from  https://www.youtube.com/watch?v=pdAfIqRt60c&list=PL8F43A67F38DE3D5D

Ludlow, A., & Farrell, A. (2010). Making total rewards work. Strategic HR Review, 9(6), 49-50. Retrieved from the Trident Online Library.

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