EMPLOYEE BENEFITS
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.
You have been asked to write an opinion piece for a local newspaper in which you address the following:
- Analyze the practice of companies offering their own products to enhance the total compensation of its employees.
- 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?
- Make recommendations regarding an expansion of the benefits programs offered at Makey’s. Justify your recommendations with outside sources.
Sample Answer
Opinion Piece: Beyond the Paycheck – The Strategic Value of Comprehensive Total Rewards
By [Your Name/Title], Division Controller, TransGlobal Airlines
In today’s fiercely competitive business landscape, the role of Human Resources has evolved far beyond mere administration. HR professionals are now strategic partners, keenly focused on measuring the success of their practices against tangible organizational outcomes. Brand identity, bottom-line profitability, elevated employee job satisfaction, and a sharper management focus are all critical objectives that can be significantly influenced by an organization’s total rewards program. The case of M. K. Makey, a fictitious organization, provides a valuable lens through which to examine how companies align their compensation and benefits with their core goals and values.