Case Study Two: A Cost-Conscious Response to Employee Concerns
Klecton is a software production firm which tailors its enterprise to support utility companies. The firm builds software and assists the plants in installation and initial operation of the programs. Recently, workers completed a workplace survey and now Klecton’s management must determine what to do with the data. However, the organization is orienting all possible resources to strategic growth and needs to keep other costs minimized accordingly. Paul, the HR Director, will leverage this information to recommend a prioritized list of changes to current systems, processes, and policies to management.
Benefits Disparity The area of concern which can initially be addressed with…show more content… Implementing a benefit program which allows workers to tailor their indirect benefits to meet their needs could maintain current costs while improving the services which employees receive. This flexible benefits package will require Paul to develop options which can be individually picked by each worker (Mathis, Jackson, and Valentine, 2011, p.448). Klecton can provide the current dollar amount for coverage to each employee, but allow them to select the benefits which they most value thereby improving the degree to which workers’ needs are met. Furthermore, the firm could mitigate to costs associated with managing tailored benefits programs by allowing employees to manage their own benefits online (Alexander Forbes,…show more content… This program would certainly add cost to the organization, but would improve the performance of workers over time. Additionally, it could be used as a retention tool by only compensating employees after they have worked for the firm for two years. It would cover expenses of the employees based upon their performance in the course and each employee would have an annual cap to how much Klecton would cover. For example, employees could receive up to 1000 dollars of course work paid for each year with 50% of the cost of each class where the worker received an “A” and 25% of the cost covered where the worker received a “B”. Ultimately, this program would improve the education level throughout the firm and would draw or retain talented individuals who are actively seeking
