Week 4 – Discussion 1
| Herzberg’s Two-Factor Theory |
Herzberg’s two-factor theory speaks to issues relevant in both employee compensation and benefits as it discusses why people choose a workplace, as well as what keeps employees satisfied and committed to their work. For more information on Herzberg’s two-factor theory, see the Frederick Herzberg motivational theory (Links to an external site.).
Imagine that you are an HR manager in a contemporary firm and answer the following:
- Who are you trying to recruit to work for you (i.e., your audience)?
What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position?
Week 4 – Discussion 2
| Keeping Employees Motivated |
If you have taken the time to review Herzberg’s work, you may have learned that people accept a job and stay on the job for different motivational reasons. Job satisfaction is achieved through what Herzberg would categorize as motivational factors (personal growth; responsibility; the work itself; opportunities for achievement, advancement, recognition; and/or to make a positive difference) rather than hygiene factors (status, salary, job security, types of supervision, etc.).
Using at least three comparison web examples from the industry you used in your “Herzberg’s Two-Factor Theory” discussion post this week, delineate a creative employee benefits plan designed to keep your best employees satisfied and motivated. Remember to include all of the links as well as references from the course text and other sources to support your rationale.
Expert Answer and Explanation
Week 4 – Discussion 1
Compensation and Benefit Packages
As a Human Resource (HR), I am seeking to recruit individuals who have some key work qualities. These individuals should be fast learners, and have the necessary skills required for the job. For instance, they should effectively communicate, and have the ability to work with minimal supervision. Other qualities I am looking for include the ability to critically think as well as the ability to adapt based on the existing organizational needs. Because these candidates will work with client from diverse backgrounds, it would be imperative that they be culturally sensitive and know how to address the various cultural and spiritual needs of the diverse individuals (Youssef-Morgan & Stark.2020).
For an organization, having a solid employee compensation program can be important in the sense that it can help attract employees. I would, for instance, have a base pay which would depend on the amount of time an employee would spend at work. In this case, I would sate the work rate at $15 an hour, and I would also consider paying $18 an hour for the over time. Based on the compensation program, still, the employees would receive bonuses based on how best they work as well as based on the amount of work they perform during a particular period (Grusky & Hill, 2018).
Other than compensation, the employees would need various benefits. Considering the emphasis on the continuing education to improve organizational performance, part of the benefits include partially funded education to help employees pursue skill development opportunities so that the organization would benefit from these skills. Besides, they would have medical cover, and receive retirement funds every month (Bussin, 2015). This is to ensure that they don’t experience the burden associated with access to health care services.
References
Bussin, M. (2015). Expatriate Compensation. S.l: Knowres Publishing.
Grusky, D. B., & Hill, J. (2018). Inequality in the 21st century: A reader. Boulder: Routledge.
Youssef-Morgan, C. M., & Stark. E. (2020). Strategic human resource management: Concepts, controversies, and evidence-based applications. Retrieved from https://content.ashford.edu/
Week 4 – Discussion 2
Employee Benefits Plan
| Benefits | Features of the Benefits |
| Health Insurance
American International Group |
Deductible of 1,200, paid on monthly basis.
$5000 which the employee would be paying from their pockets. |
| Coverage of the Dental Care | Every employee would receive dental care amounting to $150, 000. The cost will go for checkup of the dental health problems as well as the treatment of the same (Bussin, 2015). |
| Life Insurance which employee can either decide to have or not to have | $320,000 deducted from the employee salaries. |
| Eye care | $12000 eye care for every employee. This money will cater for the eye checkup, and treatment of the eye issues. It will also cater for the purchase of the eye glasses (Grusky & Hill, 2018). |
| Workers with Disability | Would receive 5% of the average salary to help them with mobility. |
| Holiday Incentives | A total of 7 holidays which the company finances. This ranges from between $3000 to $5,000. |
| Travelling allowance | 8000 |
| Partly funded education | $ 360,000 is the amount which the organization pays.
$123,000 is the amount which the employee is supposed to pay for the education (Youssef-Morgan & Stark. 2020). |
| Paid benchmarking program | $40,000 for each employee. This goes to funding the programs focused on helping employees learn about the new service delivery models, and the application of the same. |
| Paid leave for every member of the staff | The employees will continue receiving salaries even when they are on leave. However, this leave has to be certified and official for it to be considered legit. |
| Paid maternal leave for the female employees. | This is offered two months prior to birth and six months after birth. Thus, the mother would report to work after the eight month duration has elapsed. |
References
Bussin, M. (2015). Expatriate Compensation. S.l: Knowres Publishing.
Grusky, D. B., & Hill, J. (2018). Inequality in the 21st century: A reader. Boulder: Routledge.
Youssef-Morgan, C. M., & Stark. E. (2020). Strategic human resource management: Concepts, controversies, and evidence-based applications. Retrieved from https://content.ashford.edu/
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