Human esource Competitive Strategy involves development of policies that favor a better environment for the biggest resource of any company, human capital. One such example is providing a flexible work schedule for employees that demand it. Increased flexibility is a commonly used competitive strategy to retain employees due to increased work satisfaction (Jackson, Schuler, & Jiang, 2014). While companies favor policies that enable innovation and communication, flexibility is increasingly a requirement for some employees making it a key aspect of human resource management to consider. Another key aspect of a competitive strategy is development of a comprehensive compensation and benefits package.
According to Bureau of Labor Statistics (BLS), an administrative assistant working within the industry of 'Management of Companies and Enterprises' earn on average, $60,320 or $29.00/hour (BLS, 2017). Although another page of the BLS site points to the average salary of a secretary or administrative assistant being $36,000 or $17.55…...

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References

BLS. (2017). Executive Secretaries and Executive Administrative Assistants. Retrieved from  https://www.bls.gov/oes/current/oes436011.htm 

BLU. (2017). Secretaries and Administrative Assistants: Occupational Outlook Handbook:: U.S. Bureau of Labor Statistics. Retrieved from  https://www.bls.gov/ooh/office-and-administrative-support/secretaries-and-administrative-assistants.htm 

Cording, M., Harrison, J. S., Hoskisson, R. E., & Jonsen, K. (2013). Walking the Talk: A Multistakeholder Exploration of Organizational Authenticity, Employee Productivity, and Post-Merger Performance. Academy of Management Perspectives, 28(1), 38-56. doi:10.5465/amp.2013.0002

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An Aspirational Framework for Strategic Human Resource Management. The Academy of Management Annals, 8(1), 1-56. doi:10.1080/19416520.2014.872335

business has a robust benefits package, this can enable the hiring of talented employees and help retain high quality employees already hired. However, the expense made by maintaining a good benefits package can take a toll, especially as the costs rise each year. With proper planning and knowledge, a business can generate a win-win scenario for the employees and the business. There are several ways both in the long-term and short-term that a company can reduce costs while also maintain an attractive benefits package.
The first step is a long-term decision and that is tailoring benefits to the specific industry the business is about. It would be an error to choose a benefits provider that delivers substandard benefits or one that lacks expected ancillary benefits. A company must make an important discrepancy among benefits providers and whether their rates are based on demographics of a specific company or previous experiences…...

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References

Boroughs, A. and Palmer, L. (2016). HR Transformation Technology: Delivering Systems to Support the New HR Model. CRC Press.

Fisher, S. (2016). Making human resource management information technology decisions. New York: Business Expert Press.

employee benefits and compensation package for the post of a secretary for Guardian, hired by the firm's Human esources department. This package will incorporate particulars such as whether the employee will be non-exempt or exempt, and handling of overtime. Government regulations will also be discussed.
As firms are continually faced with growing pressure from competition, they strive to do more using fewer resources, and also strive to do this with improved quality. As sales volume, quality, innovation, and profit goals are increased, growth of employment is generally controlled tightly, and substantial employment slashes are made in many instances (Gerhart et al., 1995). In order to achieve more using fewer employees, effective human resource management (HM) is required. Typically, employee compensation structure contributes greatly in efforts for better management of human resources.

Employee compensation is such a major contributor as it lies at the core of the employment relationship, and is significantly…...

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References

(2012). 2012 Book Archive. Developing and Implementing Strategic HRM Plans. Retrieved June 6, 2015, from  http://2012books.lardbucket.org/books/beginning-management-of-human-resources/s06-developing-and-implementing-st.html 

Chaudhary, N., & Sharma, B. (2012). Impact of Employee Motivation on Performance (Productivity) In Private Organization. International Journal of Business Trends and Technology, 2(4). Retrieved, from  http://www.academia.edu/4990542/Impact_of_Employee_Motivation_on_Performance_Productivity_In_Private_Organization 

(n.d.). Day & Zimmermann: Engineering & Construction, Staffing & Defense. Compensation & Benefits. Retrieved June 6, 2015, from  http://www.dayzim.com/Careers/Compensation_and_Benefits 

Gerhart, B., Minkoff, H., & Olsen, R. (1995, ). DigitalCommons@ ILR | Cornell University ILR School Research. Employee Compensation: Theory, Practice, and Evidence. Retrieved June 6, 2015, from  http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1193&context=cahrswp

Funds will be managed by Prudential Financial Services for maximum benefit to the employee (Prudential.com). Prudential offers a number of retirement products for employees to choose from and they have a proven track record for positive fund management.
In order to encourage long-term employment with the company, employees will not be fully vested in their contributions until they have been with the company for a full five years. The percentage of investiture will increase by 20% every year until the employee has reached the five-year mark. The amounts reflected in the represent the scenario where every employee is fully vested, with the company responsible for covering the entire amount.

Employees will be encouraged to begin aggressively saving for their retirement early. If employees in the investment age group contribute their maximum and the company must match its 5% then the contribution amount would be $74,937. This amount must set aside from…...

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References

Harris Poll. (2003). Health Care Poll. Harris Polls. October 22, 2003. 2 (9), 1-4. Retrieved May 2, 2008 at http://www.harrisinteractive.com/news/newsletters/wsjhealthnews/WSJOnline_HI_Health-CarePoll2003vol2_iss9.pdf

Pilette, P. (2005). Pressenteeism & Productivity: Two Reasons Employee Assistance Programs Make Good Business Cents. Annals of the American Psychotherapy Association. 8. Retrieved May 2, 2008 from www.questia.com/googleScholar.qst;jsessionid=LdLJR4Pd2bQdVDQhyPnJShHhh3X3B5pn2HGsDrLpv0KFvfnh1Q8W!600706942?docId=5009404200

Prudential. (2008). The Road to Retirement. Retrieved May 2, 2008 at  http://www.prudential.com/view/page .

Social Security Administration (SSA) (2008). Questions. Retrieved May 2, 2008 at _cats=7%2C66&p_hidden_prods=&cat_lvl1=7&cat_lvl2=66&p_search_text=&p_new_s earch=1&p_search_type=answers.search_nl.http://ssa-custhelp.ssa.gov/cgi-bin/ssa.cfg/php/enduser/std_alp.php?p_li=&p_page=1&p_cv=2.66&p_pv=&p_prods=&p

edesign
Employee Compensation and Benefits Package edesign Project

Project management can be one of the most difficult positions, especially when the project is not going as expected. In the redesign of the employee compensation and benefits package several issues have developed. The project is six weeks behind, team members are becoming discouraged, and one particular key member is consistently late with deadlines. In addition to these difficulties, the budget has been depleted quicker than expected. The following addresses actions that need to be taken in order to resolve the situation and get the project back on track.

From the beginning, it would be easy to place the blame on the underperforming team member and eliminate them. However, it is likely that the issue is much deeper and more difficult to resolve than this. Of course, the underperforming employee is the first issue that needs to be addressed. The best resolution to the…...

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References

Kloppenborg, T.J., Nkomo, S., (2012). Human resource project management (2nd ed.) Mason, OH: South-Western College Publishing

Butts, M.; DeJoy, D.; Schaffer, B. & Vandenberg, R. (Apr 2009). Individual Reactions to High

Involvement Work Processes: Investigating the Role of Empowerment and Perceived

Organizational Support. Journal of Occupational Health Psychology, 14(2), 122-136,

H professional can use in order to determine incentive pay within the workplace is connecting incentive pay with the performance of the employees. Setting up benchmarks helps the organization assess performance in the employees. If an employee's performance exceeds the placed benchmark, then that employee receives additional pay or incentive pay. Providing incentives to the employees allows for potentially higher sales and/or productivity as employees know where to rise up to in order to gain that particular incentive (Boyer, 2011, p. 285).
A simple example of this is setting up a sales goal and having sales associates receive a $100 bonus if they reach the sales goals for that month, or even doubling commission for anything sold past the sales goal amount. That way hard work is rewarded and the company gets more sales done each month. The goals can also be adjusted according to the skill level of the…...

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References

Acharya, V., Pagano, M., & Volpin, P. (2013). Seeking Alpha: Excess Risk Taking and Competition for Managerial Talent.  http://dx.doi.org/10.3386/w18891 

Benefitfocus,. (2015). 6 Simple Steps to Communicate Total Compensation to Your Employees. Retrieved 4 December 2015, from https://www.benefitfocus.com/blogs/benefitfocus/tips-communicating-total-compensation-employees

Boyer, M. (2011). The twelve principles of incentive pay. Revue D'economie Politique, 121(3), 285.  http://dx.doi.org/10.3917/redp.213.0285 

Ek Spector, S. (2015). Should unemployment insurance cover partial unemployment?. IZA World Of Labor.  http://dx.doi.org/10.15185/izawol.199

Many of today's workers are experiencing great difficulty trying to juggle both work and family responsibilities. Because so many employees are single parents or members of dual-income families, often there is no one available at home during working hours to care for the family. Therefore, a number of companies have begun to institute work and family programs as part of a "totally integrated employee benefits system" in an effort to help employees cope with these problems.[2] Examples of such programs are as follows: The Los Angeles Department of Water and Power instituted the following programs:[3]* reduced cost for child care* care for mildly ill children* parenting support groups* a "beeper-alert" program (in which employees are loaned beepers when they have an imminent family emergency) J Nabisco has a time-off program in which parents can take time off to accompany their children on the first day of school or to attend…...

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References

Arthur, D. (2001). The Employee Recruitment and Retention Handbook. New York: AMACOM.

Bill Proposes Tax Incentives for Companies That Offer Gym Memberships. (2005, May). Occupational Hazards, 67, 20.

Champion-Hughes, R. (2001). Totally Integrated Employee Benefits. Public Personnel Management, 30(3), 287.

Cohany, S.R. (1996). Workers in Alternative Employment Arrangements. Monthly Labor Review, 119(10), 31.

Company's Compensation And Benefit Package
A number of factors determine how a company compensates its employees. These factors may include economics, psychology and even sociology. To an economist compensation is viewed as a labor market determinant (Filer, Hammermesh, & ees, 1996). As a human resource manager for Vanguard Industries I have been entrusted with the responsibility of explaining to the Chief Executive Officer (CEO) that guided my development of the company's compensation and benefit plan. I will specify economic factors I considered while coming up with the company's compensation and benefit packages, the manner in which they do so and the relative and absolute importance of each. Before coming up with a compensation and benefit scheme, it is imperative that matters pertaining employees' skill level, age, gender and minority and majority status are factored as they affect an individual's reward preferences and their view on what they contribute to an organization.

In…...

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References List

Filer, R., Hammermesh, D., & Rees, A. (1996). The Economics of Work and Pay 6th ED., New

York: Harper Collins.

Landes, W.M. (1968). The Economics of Fair Employment Laws. Journal of Political

Economy, 76: 507-52.

The 8'X16' units are, for example, both upscale and practical. The interiors are pristine white, with lighted entrances. The units also include air conditioning or heating, according to the demands of the season. There is fluorescent lighting, flushable toilets, non-potable fresh water sinks and skylights. Maximum privacy is ensured by fully enclosed stalls, while soap dispensers and paper towel holders are included. Women's Accommodations include three stalls and one sink, while Men's Accommodations include one stall, three urinals, and one sink.

The 8'X30' Deluxe spares nothing in terms of quality, including sophisticated units of luxury restrooms, shiny black sinks, black urinals, and black toilets, along with other luxury elements such as and AM/FM stereo system, runners, and rugs. Women's Accommodations include five stalls and two sinks, while Men's Accommodations include two stalls, two urinals and two sinks.

Service Recovery and Guarantees

Indy Portable Toilets guarantees customers satisfaction in terms of on-time delivery, service…...

smaller company offer competitive benefit packages employees competing talent large corporations? FYI - School text book The Handbook Employee Benefits, Seventh Edition Jerry S.
Competitiveness of employee benefits in small size enterprises

The global economy is still striving to overcome the tremendous pressures of the economic recession that began in 2007 in the American real estate sector and soon expanded to the rest of the sectors, as well as the rest of the countries. The means in which each country or sector overcome the recession differ from one region to the other and the differences are due to elements such as fiscal policies, strength of the economic sector or the threshold for risk. Generically, more protective countries have proven better able to overcome the threats of the crisis (Bernitz and inge, 2010).

Despite the domestic particularities of each region, fact remains that overcoming the crisis should be a global effort and a…...

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References:

Berniz, U., Ringe, W.G.. (2010). Company law and economic protectionism: new challenges to European integration. Oxford University Press.

Dyer, W.G., Dyer, W.G., Dyer, J.H., (2010). Team building: proven strategies for improving team performance. John Wiley and Sons.

Kess, S., Weltman, B. (2005). Individuals and small business tax planning guide. CCH.

Khan, J. Soverall, W., (2007). Gaining productivity. Arawak Publications

Benefit Packages
What are some of the key issues facing businesses today in terms of continuing to offer a competitive benefits package?

Health care has emerged as one of the most important issues in contemporary American business in relation to competitive benefits packages. That is because under the current health care framework in the U.S., employer health care plans are the most common source of health insurance access (eid, 2009). Before the enactment of the Affordable Care Act (ACA), only businesses employing at least 50 employees were required by law to provide group health insurance to their employees. That meant that smaller companies often were at a competitive disadvantage in attracting the best talent because employees value health insurance so much. Since the enactment of the ACA, smaller companies will also be required to provide health insurance plans to avoid tax penalties for choosing not to do so (Pickert, 2012).

What are companies…...

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References

Halbert, T. And Ingulli, E. (2009). Law & Ethics in the Business Environment.

Cincinnati: West Legal Studies.

Miller, S. "Employers Weigh Health Care Strategies: A growing number do more to mitigate costs and improve employee health." Society for Human Resource

Management (March 18, 2010).

Sporadic bonuses across the year also help employee performance to stay more consistent. "Set up a series of smaller rewards throughout the year to motivate ongoing performance excellence. For example, instead of an annual trip, award several three-day getaways for each quarter. Vary the basis for the awards. Top sales might be one category, but so can top research or most diligent. ecognize that several types of excellence motivate your employees to focus on additional areas of their performance" (Berkus, 2012). In this quote, Berkus, truly brings up an important point: some of the bonus methods of compensation are going to depend on the employee hired, as the most effective bonuses will be the ones that are unique to the employee. For instance, some people might just want bonuses in the form of free clothes and shoes. Other people would prefer strictly cash bonuses. There will be some exploration that…...

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References

Berkus, D. (2012, July 13). Six Ways to Drive Employee Performance and Motivation. Retrieved from ldrlb.co: http://ldrlb.co/2012/07/six-ways-to-drive-employee-performance-and-motivation/

bls.gov. (2012, May). May 2012 National Occupational Employment and Wage Estimates. Retrieved from Bls.gov:  http://www.bls.gov/oes/current/oes_nat.htm#13-0000 

Gordon, C. (2012, July 19). Simple Cafeteria Benefits Plans. Retrieved from bizfilings.com:  http://www.bizfilings.com/toolkit/news/office-hr/simple-cafeteria-plan-created-by-health-care-act.aspx 

Stewart, G., & Brown. (2012). Human Resource Management. New York: John Wiley and Sons.

Controlling Benefit Costs
One of the most serious dilemmas facing organizations today is how to maximize profits in an extremely competitive global environment. Of course, organizations need employees, and there is a cycle that has been growing over the past three decades or so in which employees and other stakeholders are expecting greater benefit packages in order to stay with their employer. The reality of 21st century organizational environments is so competitive for some positions that employers are faced with the issue of having to increase benefits or lose top employees. Governmental regulations are now encroaching into this paradigm as well, and employee costs are now almost always one of the top two expenses for the organization. For most employers, managing these costs has a direct relationship to profitability, the ability to remain competitive in the marketplace and even new business development. However, over the last few years these benefit costs…...

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REFERENCES

Effron, M., & Goldsmith, M. (2008). Human Resources in the 21st Century. New York: Wiley.

Harrison, J.D. (2013). Health care law's aggregation rules pose a compliance nightmare. The Washington Post. Retrieved from:  http://www.washingtonpost.com/business/on-small-business/health-care-laws-aggregation-rules-pose-a-compliance-nightmare-for-small-businesses/2013/12/09/87b2dcc6-611d-11e3-bf45-61f69f54fc5f_story.html 

Nather, D. (2013). How Obamacare affects businesses -- large and small. Politico. Retrieved from:  http://www.politico.com/story/2013/09/how-obamacare-affects-businesses-large-and-small-97460.html 

Walker, J. (2004). What's a Strategic HR Leader to Do? Human Resource Planning. 27(4): 61-9.

Wal-Mart is also deemed to be a company that greatly mistreats and discriminates against its employees but there has apparently been no reliable empirical data to back that up (Van iper, 2008).
The article concludes by conceding to some Wal-Mart critics. First, Wal-Mart cites Ohio University professor ichard Vedder, who points out that Bureau of Labor Statistics Data holds that Wal-Mart's wage structure lags behind the retail sector as a whole (Van iper, 2008)

elative to what Wal-Mart pays its employee and the benefits they bestow, a third source was widely condemnatory of Wal-Mart and insisted that it could and should be paying its employees more…a lot more. The average associate at Wal-Mart, per this story, makes an average of not quite twelve dollars an hour. If annualized, that would be below the United States poverty line. The story's author insists that wages and benefits are not higher simply because Wal-Mart…...

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References

Blodget, H. (2012, February 16). Walmart Should Pay Its Employees More - Business Insider. Featured Articles From the Business Insider. Retrieved September 28, 2012, from http://articles.businessinsider.com/2012-02-16/news/31065802_1_manufacturing-jobs-middle-class-jobs-low-wage-service

Evaluating Wal-Mart's health insurance. (2012, September 28)

 http://reclaimdemocracy.org/walmart/health_insurance_program.php 

Edwards J (July 20, 2009) UPDATED: Wal-Mart Axes Half the Drug Brands Covered in Employee Health Benefit Plan  http://www.cbsnews.com/8301-505123_162 -

Fun is Good
The Benefits of Google Inc.

The benefits and compensation system for Google Inc. is both varied and complex. It offers many options for the worker at Google Inc. And is meant to increase employee retention rates within the company. Compensation and benefits systems enable leaders to generate and maintain a chance for an effective mechanism that stimulates a culture of self-empowerment, creative modernization, and self-motivating employees. Google is among the top companies in promoting self-motivation and innovation within its employee pool leading to its continual success and high profits.

Google Inc. has become one of the top 100 companies in the world with profits increasing since its formation in 1998 and its first public offering in 2004. Ever since the mid-2000's, Google has received a steady wave of success. "Companies like Cisco Inc. And Google Inc. have structured their leadership to provide the best environment to motivate their employees…...

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Works Cited

Bershidsky, Leonid. "Why Are Google Employees So Disloyal?" Bloomberg. Bloomberg, 29 July 2013. Web. 22 Feb. 2014. .

Cook, Joshua. "How Google Motivates their Employees with Rewards and Perks." HubPages. Thinkingleaders.com, n.d. Web. 22 Feb. 2014. .

Datamonitor.com. "Datamonitor Research Store - Google Inc." Datamonitor | the home of Business Information. N.p., 2014. Web. 21 Feb. 2014. .

Glassdoor. "Google Salaries and Benefits." Glassdoor. N.p., n.d. Web. 22 Feb. 2014. .

Topic Idea 1: The Impact of Employee Retention on Organizational Performance

Explore the positive correlation between employee retention and key business outcomes, such as productivity, profitability, and customer satisfaction.
Analyze how high turnover rates can lead to financial losses, operational inefficiencies, and reputation damage.
Discuss the importance of identifying and addressing the root causes of employee turnover to improve retention.

Topic Idea 2: Strategies for Enhancing Employee Retention in the Digital Age

Examine the challenges posed by the changing nature of work and technology in retaining employees.
Evaluate the effectiveness of strategies such as flexible work arrangements, remote work options, and....

1. Hourly Compensation: Starbucks baristas are paid an hourly wage that varies depending on location and experience. Starting wage typically ranges from $9 to $12 per hour.

2. Benefits Package: Starbucks offers a comprehensive benefits package to its employees, including health insurance, dental and vision coverage, 401(k) retirement savings plan, paid time off, and discounts on store products.

3. Stock Options: Starbucks offers eligible employees the opportunity to participate in its Bean Stock program, which grants them stock options in the company.

4. Bonus Incentives: Starbucks employees may be eligible for performance-based bonuses and incentives based on individual and store performance.

5. Tuition Reimbursement:....

Starbucks' Comprehensive Compensation Plan

Starbucks, a global coffeehouse chain, offers a comprehensive compensation plan to attract, motivate, and retain talented employees. The plan includes a combination of base salary, benefits, and performance-based incentives designed to reward performance and drive company success.

Base Salary

Base salary is the foundation of Starbucks' compensation plan. Employees are compensated based on their role, experience, location, and performance. Starbucks regularly conducts salary surveys to ensure that its base salaries are competitive within the industry and local market.

Benefits

Starbucks provides a generous benefits package that includes:

Medical, dental, and vision insurance
Paid time off including vacation, sick leave, and holidays
....

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