Fact
1.The group has a myriad1.
of initiatives in place for
women to create a
meaningful and exciting 2.
workplace experience
which accelerates their
career growth and 3.
productivity while
empowering them to
integrate work and life,
smoothly. These include
excellent facilities and
offerings such as flexible
work arrangements, gym
for ladies, various health
and wellness programmes
and special car park
arrangements for pregnant
women, amongst others
Ideas Learning Action
1.Organizational provides i.How will it motivates 1.creating a work
meaningful and exciting employees? environment that fosters
workplace. ii.How will performance be motivation are the wants and
2.Organizational measured? needs of the individual
encourages healthy iii. Will employees perceive employees.
lifestyles. the rewards as valued? (www.thebalancecareers.com
3. Fair environment/ No /what-people-want-from-
gender bias. work-motivation)
2. organization will become a
healthy, safe and happy
workplace with simple
actions that employees made
to change themselves. The
workplace will be
transformed into a healthier
environment. The image of
the organization will improve.
3. Some employees at this
stage can become active
change agents to influence
friends, families and personal
networks to adopt healthy
lifestyle practices.
(Promoting a Healthy
Lifestyle at the Workplace,
World Health Organisation)
Solution
Companies like Facebook and
Google becoming famous for
offering quirky employee perks,
many other major employers have
followed suit. Some major
employers now offer perks from
yoga, free meals and paid day care
to quirk offices to engage and
excite their employees such as
Mind Candy with their bright
slide connecting the two floors
and a climbable tree house!
2. Employees who eat healthy all
day long were 25 percent more
likely to have higher job
performance, the study found,
while those who eat five or more
servings of fruit and vegetables at
least four times a week were 20
percent more likely to be more
productive.In addition, employees
who exercise for at least 30
minutes, three times a week, were
15 percent more likely to have
higher job performance.Overall,
absenteeism was 27 percent lower
for those workers who ate healthy
and regularly exercised and that
their job performance was 11
percent higher than their peers

2. And, if you are mother
with young children, you
will be impressed with
their 12-month maternity
benefit (yes! you read that
right), a wellequipped,
need-based childcare
centre, lactation and
breastfeeding rooms as
well as flexible work
arrangements and
childcare allowance.
1.Providing a suitable i.How will performance be 1.When the employer’s focus
work measured? is on the work being done, the
arrangement to help them employees can focus on
re-focus. ii. Will employees perceive meeting deadlines and
2. Understanding the the rewards as valued? producing good work - not on
needs of working iii. How strong this factor watching the clock tick the
parents. influence the loyalty of seconds until it’s time to go
3. Ease the burden of employees? home. The luxury of the
childcare cost of nontraditional
employee. schedule reduces stress - and
4. Translated to peace of when stress doesn’t get in the
mind and increase in way, your startup will benefit.
productivity
2. Providing support is a key
piece of the employee
engagement as when
employees feel like they’re
actively supported by their
employer—both in the office
and out—they’re far more
likely to stick around.
3. Corporate child care
programs may decrease
employee absence and reduce
employee turnover .
(https://benefitsbridge.unitedc
oncordia.com/corporate-day-
who were obese, the study found.
http://workplace.care.com/best-
benefits-for-working-parents
PaidLeave
Longer and broader paid parental
leave continues to trend up this
year, with more and more
employers covering both
mothers and fathers, after birth,
adoption, surrogacy and for foster
care. In addition, many employers
are now also expanding how and
when employees can take their
leave, often allowing leave to be
taken consecutively or flexibly
during the first year or so. But
that’s not where the creativity
ends. Some employers, like
PricewaterhouseCoopers, are
offering an additional leave
allowance for parents who already
have a child at home.
And Amazon offers Leave Share
benefit where employees may
share their paid leave with a
working spouse or partner whose
care-programs-ease-
employee-burden)
4.Offering corporate day care
benefits is a recruitment tool
when hiring top-notch
employees.
(https://benefitsbridge.unitedc
oncordia.com/corporate-day-
care-programs-ease-
employee-burden
employer does not offer it.
“School’s Out” Care Programs
As any parent can attest, the
school and work calendars can
feel comically mismatched. In
response, employers
like Genentech are getting
creative with on-site care for those
hard-to-fill gaps in coverage,
particularly for employee’s
school-aged children. Their suite
of care benefits even includes a
company-run summer camp, and
other “School’s Out”
programs.For those who can’t
swing an on-site summer camp,
fear not – there are plenty of ways
to help employees find and
manage their summer
care arrangements.
Taking Care of Business (Trips)
A few years ago, we began to see
organizations offering nursing
mothers the chance to bring baby
along for business travel.
Increasingly this year, more
organizations, like USAA, are
offering reimbursement for travel-
related child care to all
employees. Professional

3.Recently, Maybank
announced a year-long
maternity benefit, believed
to be the first of its kind in
Malaysia, to facilitate
mothers who are returning
to work. Under the
scheme, mothers can
choose to take the usual
three-month paid
maternity leave or extend
another three months on
half-pay.
conferences, from the
entertainment industry to
academia, have stepped up to
make finding child care in a new
city more manageable for parents
who travel for work.
Peer-nominated Awards
Peer review time has taken on a
new meaning at American
Express, where they’re
combatting caregiving stigma in
the workplace by honoring those
who provide it. Each year, peers
nominate a working
parent/caregiver from American
Express. The winner
receives “special recognition and
10,000 Blue Awards points,
redeemable for merchandise and
gift cards.”
1.To facilitate mothers i.How will performance be 1.Fifty-five percent of
who are returning to measured? working parents in New On- and Off-Ramp Programs
work. ii. Will employees perceive Hampshire strongly agreed or Count Salesforce
2. Keeping an experience the rewards as valued? somewhat agreed that the and Amazon among the
staff by being flexible. iii. How strong this factor main reason they are staying companies now offering
3.Help to integrate work influence the loyalty of in their job is because of the innovative programs that help
and life. employees? flexibility it offers. Twenty- new moms and dads ease back
three percent passed up a into work following parental
promotion for a better job leave. Salesforce allows
because of uncertainty of employees to return to work on
being able to negotiate job a four-days/week schedule for
four weeks. And Amazon’s Ramp
flexibility
Back program lets new birth
2. Some working parents mothers or primary caregivers

4. Interestingly, Maybank 1. Encourage creativity i.How will performance be 1.employee creativity has
is also probably the only
appear to be making a trade-
off between holding a flexible
job and having access to paid
leave benefits. For example,
parents working part-time
have more job flexibility but
less access to paid leave,
while the inverse is true for
parents working full-time.
3.Working parents’ reports of
job flexibility increased the
longer they have been with an
organization.
(https://www.thebalancecaree
rs.com/how-important-are-
employee-benefits-in-
recruitment).
and self development shown significant positive
choose up to eight weeks of
flexible time and a range of part-
time options.
BackupCare
Increasingly, organizations are
recognizing that backup care – for
children and adults – is a must-
have benefit. Companies
like Akamai are reaping the
benefits of less stressed, more
productive employees,
while working toward greater
employee diversity and higher
retention and recruitment rates.
Lactation Support
Companies offering a breast milk
shipping service for traveling,
nursing mothers made headlines a
few years ago, and we’re happy to
see more organizations continue
to follow this trend in 2018. In
addition, more companies are
providing access to lactation
consultants. Another great perk:
at EY, free hospital-grade pumps
are part of the benefits to new
mothers
1.How Successful Organizations
institution that allows its
employees to go on
sabbatical leave and
assume other jobs, perhaps
even start their own
business or engage in an
employment which is not
in conflict with the interest
of the bank
of employees. measured? relation with organization
2. Employee can grow innovation capability and
and discover their ii.Will employees perceive firm performance.
potential. the rewards as valued? (Measuring Employee
3. The letting go of Creativity and its Impact
iii. How this factor influence
employee with some on Organization
the loyalty of employees?
backup. Innovation Capability
and Performance in the
Banking Sector of
Pakistan- Department of
Commerce, Bahauddin
Zakariya University,
Multan, Pakistan)
2.Employees who are
encouraged to develop
and use their strengths
are more engaged and
loyal. They perform
better, produce more,
learn their roles quicker
and more positively
affect their organization's
profits.
(http://connect.edgetrainingsy
stems.com/blog/how-
successful-organizations-
maximize-employee-
strengths)
Maximize Employee
Strengths (Paul O'Keefe)
(http://connect.edgetrainingsystem
s.com/blog/how-successful-
organizations-maximize-
employee-strengths)
Strengths are Hardwired into
the Brain and Give the
Greatest Return on
Investment
The reality is that each person has
unique talents that are strongly
wired into the neural network of
the brain through the building of
dense synaptic structures. These
areas of strength present as
behaviors that are performed well
and with ease. Conversely, each
person has certain behaviors that
are weakly wired into the neural
network with fewer, thinner
synaptic structures - areas of
weakness. Weaknesses are
performed with difficulty and
more effort. Those neural
networks that have dense synaptic
structures (strengths) grow the
most and the best.
The opposite is true for
weaknesses, which do not grow
3.Loyal employees may
someday leave, but while well. Any investment into a
they work for you they strength will grow that trait
do their best and often tremendously; whereas,
even put the company's investments in weaker traits may
interests ahead of their not yield the same level
of growth.
own.
In the workplace, this means that
(https://www.inc.com/jeff- focusing on and developing
the strengths of your employees
haden/6-qualities-of-
can be more effective than trying
remarkably-loyal- to fix, grow or improve their
employees.html) weaknesses. Understanding this,
you realize its imperative to
consider how organizations
maximize their employees'
strengths.

With that said, the amount of

effort you put into developing
your employees' strengths and
weaknesses should depend on
how those traits fit with your
company and how they will help
each individual grow as an
employee and person. In many
cases, even though the weaker
traits may prove harder to
develop, growing those areas
could provide personal or
professional value.

Know Employee Strengths and

Make Sure They Know
 Them, Too

Focusing on employee strengths is

one way organizations maximize
those strengths. As a leader, you
must know the strengths and
positive attributes of your
employees in order to maximize
them and best utilize opportunities
for growth. Unfortunately, many
people do not know their own
strengths or they have an
inaccurate perception of them. It
is helpful to have your employees
take a “talent assessment” or
“strengths evaluation.”

Employees who know their own

strengths are more productive and
engaged. In
fact, simply learning about their
strengths and positive
characteristics makes
employees 7.8% more productive,
and strengths-focused teams are
12.5% more productive.

Success comes easily for

individuals when they're
functioning in their strength areas.
Make sure to reward them for it.
Giving verbal praise and glowing
feedback, particularly when it is
in front of others, is a tremendous
motivator. Verbal praise and
positive feedback strongly affects
motivation and workplace
satisfaction. Being rewarded or
praised creates positive chemicals
within the brain that spur
individuals to continue
functioning in the way that earned
them the praise in the first place.
People like to do well, and they
like to receive praise for it – it’s as
simple as that.

Another way to recognize and

materialize employee strengths is
through an Employee Skills
Assessment. If you have already
administered one, make sure
you’re acting upon it. Once
you’ve instituted the practice of
utilizing a skills test, you’ll be
pleased with the insight such an
assessment provides. Also,
remember to assess your new
hires in order to find the best fit,
and reassess your veteran
employees every few years in
order to see if anything has
changed.

2. Southwest Airlines

The airline industry is often

mocked for grumpy employees
and poor customer service, but
Southwest Airlines bucks those
trends. Customers loyal to
Southwest often point to happy
and friendly employees who try
hard to help.

Southwest isn’t new to the game.

It’s been in operation for 43 years.
Yet somehow, during all that time,
the company has managed to
communicate its goals and vision
to employees in a way that makes
them a part of a unified team.
Southwest also gives employees
“permission” to go that extra mile
to make customers happy,
empowering them to do what they
need to do to meet that vision.

Employees who are convinced of

a larger common goal are people
who are excited to be part of a
larger purpose.

(https://www.entrepreneur.com/art
icle/)
Reflection:
Benefits and compensation are the two vital parts of employees what they get in return by the service that they provide to their employers. It is
necessary to know whether the employees undervalue the cost of benefits that they are provided as an employer. In each and every organization
people work for to get something in return or they expect something after completion of their work form employers. We must have heard a
common phrase: give and take. We must always things to people in exchange for what you give them. Compensation refers to this exchange, but
in monetary terms.It's just the monetary value that employers exchange for their employees with the services that employees provided.

Human Resource Management defines compensation in these words "employee compensation refers to all forms of remuneration to workers and
arising from their employment." The expression ' all forms of remuneration "in the definition does not include any non-financial benefits, but all
the direct and indirect financial compensation. (Gary Dessler, 1976).

Workers today are not prepared to work just for the money apart from money they expect some other benefits. This is known as extra employee
benefits. Also known as fringe benefits, employee benefits are non-financial form of compensation offered in addition to cash salary to
employees to enrich life.

What benefits would the company offer to its employees? Problem arises when we begin to decide what to give to whom and on what basis?
Employee benefits are not performance-based, they are membership-based. Workers receive benefits regardless of their performances. Employee
benefits as a whole have no direct influence on the performance of employee, however, insufficient benefits contribute to the satisfaction of the
low level and absenteeism and turnover in workers increase. (DeCenzo and Robbins; 2007). So we must carefully design our benefit package. A
well-designed compensation and benefits plan helps attract motivate and retain talent in the company. A well-designed compensation & benefits
plan will benefit in many ways.

We can see that showing our employees how much we value them and their contribution any day of the year make their day. No occasion is
necessary. In fact, small surprises and tokens of our appreciation spread throughout the year help the people in our work life feel valued by us all
year long.

The most wanted benefits include flextime and remote work opportunities, corporate recreation centers and gym memberships, free food or
catered meals, mentoring and development programs, and casual dress codes. Based on the article that we read, we conclude that benefits and
perks are directly tied to generational values of recruits. In terms of recruitment, oftentimes the types of employee benefits that will matter the
most has a lot to do with the generation of talent the company is trying to attract. Employees who tend to stay on a job 4 years or less, are more
concerned with experiencing a good balance between life and work, and they prioritize such perks as tuition reimbursement, flexible work
schedules, and free onsite wellness support.

In conclusion, to retain, attract and motivate the employees required for high levels of performance the human capital plan it adopts must
contribute to its success. The direct compensation program and strategy utilization must be fitting the context and contributing to organizational
effectiveness. The rate of the pay must be fair, perceived and competitive as appropriate by all companies. If the management of the any company
believes pay rate above the market averages for some or all employment produce benefits it must paying above market averages for some or all
occupations produce benefits it must influence those benefits resulting against the costs. There are a number of options open if the company
believes paying for performance fits the organization's context and provides more advantages than the disadvantages. The resources which are
available in the organization for example; management skills, money, freedom from regulatory/citizen intervention etc should be a main concern,
and one that should be measured early in negotiations. The effect on workforce is also a critical concern.

References:

1. www.thebalancecareers.com/what-people-want-from-work-motivation
2. www.searo.who.int/about/administration_structure/.../be-the-change-guidelines

3. https://benefitsbridge.unitedconcordia.com/corporate-day-care-programs-ease-employee-burden
4. https://www.thebalancecareers.com/how-important-are-employee-benefits-in-recruitment.
5. Measuring Employee Creativity and its Impact on Organization Innovation Capability and Performance in the Banking Sector of
Pakistan- Department of Commerce, Bahauddin Zakariya University, Multan, Pakistan
6. http://connect.edgetrainingsystems.com/blog/how-successful-organizations-maximize-employee-strengths

7. https://www.inc.com/jeff-haden/6-qualities-of-remarkably-loyal-employees.html

8. http://workplace.care.com/best-benefits-for-working-parents

9. How Successful Organizations Maximize Employee Strengths (Paul O'Keefe) (http://connect.edgetrainingsystems.com/blog/how-

successful-organizations-maximize-employee-strengths)
10. https://www.entrepreneur.com/article/

EBB 6223 HUMAN RESOURCE MANAGEMENT

(DR.NORIZAN JAAFAR)

FILAS 2 (COMPENSATION)
22 JULY 2018

LORETHA HENRY YAN 17030045

ZAINAL ABIDIN BIN ABDULLAH 16030486
EVY MOLLY LUHAT 16030485