Why Employee Benefits Are Strategically Important To HR Leaders

Why Employee Benefits Are Strategically Important To HR Leaders

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DIRECTIONS:

THERE ARE A TOTAL OF FIVE QUESTIONS AND YOU ARE REQUIRED TO ANSWER ALL FIVE (5).  EACH QUESTION IS WORTH 9 POINTS.  IS WORTH A TOTAL OF FORTY-FIVE (45) POINTS.

BE SURE TO PAY ATTENTION TO THE QUESTION AND ANY MULTIPLE PARTS THE QUESTION MAY HAVE.  YOU MUST ANSWER ALL PARTS OF A QUESTION.

IN ANSWERING A QUESTION, PLEASE ANSWER FULLY – THEREFORE, IF YOU ARE ASKED TO DESCRIBE SOMETHING, THAT DOES NOT MEAN TO SIMPLY “LIST” OR PROVIDE “BULLETS” AS PART OF YOUR ANSWER. YOU SHOULD EXPLAIN OR ELABORATE, USING COMPLETE SENTENCES.

ANSWERS SHOULD BE CLEAR AND CONCISE.  IT IS MORE IMPORANT TO FULLY ANSWER THE QUESTION CONCISELY THAN TO HAVE A LENGTHY ANSWER THAT DOES NOT CLEARLY ADDRESS THE QUESTION.

Question 1:

You are the HR Director of a growing retail company.  The business is known for customer service but recently there have been a number of complaints from customers who complain that the atmosphere in stores is “different” and less welcoming, sales staff are pushy, and staff aren’t helpful and make lots of mistakes when providing service. You have talked with the managers and are in agreement with them that training is needed for staff. You are now working on a training proposal to present to the CEO for approval and support.  Prepare a brief proposal that answers the following:

1. What are the training “needs” you are focused on? What skills or behaviors have you identified need to be improved or taught?
2. How will the training be delivered and why have you chosen that mode of delivery?
3. What outcomes do you want to see as a result of the training and how will you measure the effectiveness of the training?

Question 2:

Describe the difference between performance management and the performance appraisal.  There has been growing criticism of the performance appraisal process as ineffective and having no value.

1. Share three (3) potential criticisms and offer ways to address the criticism/improve the performance appraisal process.
2. Provide support for the use of the performance appraisal.
3. What two (2) lessons do the Goodyear and Egan’s Clothiers cases have for us on performance appraisals?

Question 3:

Employee benefits – specifically as it relates to what are considered voluntary benefits – are an area where organizations have a significant opportunity to be competitive and strategic.

1. Explain why employee benefits are strategically important to HR leaders,
2. Share three (3) key strategic objectives or goals that employee benefits can help HR leaders achieve, and
3. Provide an example or examples of the type of employee benefit(s) to show how that benefit helps achieve or support the strategic goal(s).

Question 4:

Briefly describe what happened in the HR Case, “Ok- Who’s Telling the Truth?” highlighting the issue and/or problem of the case and the outcome or finding of the case and answering the following:

1. Is the company’s position in this case weak or strong? Explain your answer – tell me why you believe it is weak or strong.
2. Do the company’s actions show a positive or progressive approach to discipline and based on the approach you identify what might the company have done differently from a disciplinary perspective?
3. If you were the persons having to make a decision in this case, what would your decision be and what Human Resource Management concept or principle would be the basis for your decision?

Question 5:

Employment-at-will is an important doctrine.  Please explain the doctrine and offer and describe two (2) exceptions to the employment-at-will doctrine.  Also, share how the doctrine both supports and challenges employer and employee rights and responsibilities.

Although it is an important doctrine, employment-at-will it is not law, so over reliance on it by employers can create problems for both supervisors and employees.  What are two (2) of the potential problems that might result?

 

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