HRM207 embedded to the

HRM207 embedded to the package of benefits

Date 21/04/2020 Time: 05H00pm Total Mark: 25 Students Name Students ID Course Name Compensation Course Code HRM 401 (bachelor) Semester Spring 2020 Instructors Name Dr . Walid Derbel Questions 1 2 3 4 5 Total Point 7 7 4 3 4 25 Student Mark Note: This Assignment accounts for 25% of the students final grade. Date 12/04/2020 Time: Total Mark: 25 Students Name Students ID Course Name Compensations Course Code HRM207 (diploma) Semester Spring 2020 Instructors Name Dr . Walid Derbel Questions 1 2 3 4 5 Total Point 7 7 4 3 4 25 Student Mark Note: This Assignment accounts for 25% of the students final grade. Mini Case Study1 The HR director at E-BANK discussed with all employees about the three new options to be embedded to the package of benefits currently used by the company. The new benefits approach considers cutting employee compensation costs. During that meeting, employees has been informed that new benefits will not be delivered to everyone as they expected before approval. New benefit will apply only to employee who is eligible, on the bases of criteria suggested by the HRM directions. The director said that the few existing benefits are minimum requested by regulations, and are inexpensive. As result of a survey, it has been verified that existing benefits are not contributing to improvement or motivation to most E-BANK employees. During this meeting, staffers and employees were complaining about having low utility benefits. They would like to maximize utility benefit. They suggest to implement the cafeteria-style in benefit administration. One statement provided by one employee was using cafeteria-style is the only way to reduce the company cost and increase the maximum use of them, and in consequences will increases employees motivation and satisfaction. HR director replied, no way to accept such idea. Top management has refused this proposition many times before. New benefit allocation is carried out on the basis of these elements: New Benefits Beneficiary Reason 1 Housing allowance Only for Males. Females employees can benefit if their husbands do not receive this allowance from their employers To reduce the costs of housing allowances. 2 Life insurance Only for married having children This insurance delivered to line managers, unit managers and top managers only. As intangible benefit to their family members in case of death 3 School allowance Only children from Y6 till Y12 of their studies To reduce the costs of school allowances The top manager invited you to discuss and explain the strategic perspective issues of the new benefit distribution on overall compensation strategy and on perceived fairness. Youre asked to answer the following questions: Note for the students: the use your textbook2 and handouts to provide detailed answers of this case study is mandatory. To avoid plagiarism, you are requested to cite authors or footnote them into your own answer sheet file. Do not answer into this document. n Questions: Marks 1- As benefits are an important part of overall compensation, do you think that new benefits design will reach some internal Alignment (internal equity) and reduce pay differential? How can job analysis contribute to reduce differentials? 2- Using textbook, list the array different of benefits, and describe the type of benefit selected by HR director. Do you agree with statement provided by one employee in the text? Why? Explain. 3- Describe how job evaluation helps HR director to establish the purposes of compensation plan and ensure an equal distribution of benefits? Briefly describe methods of job evaluation and state if you recommend to use these methods by E-BANK?. 4- List the Competitive Pay Policy Alternatives, and discuss the policy used by E-bank in distributing new benefits. And tell if it considers the external competitiveness. 5- Do you approve the Benefits Program administrating? Discuss and explain the strategic perspective issues of the new benefits. Total Marks . 1 Prepared by course leader and HR team members. 2 Newman J.M., Gerhart B., Milkovich G.T. (2017), Compensation, Mc Graw-Hill Education, 2017, 12th Edition,

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