Leadership Communication

Application 5.1

Huge Co. Case

Creating Executive Summary

Gusti Ngurah Bartha (530587)

Erin Katherina Yakin (530312)
Budhy Okto Perwir (530721)
Marcello Syuterhan J.T.P. (530169)
Raja Izra Mirna (531044)
MERGING BENEFITS AT HUGE CO.
HUGE COMPUTER COMPANY
(HCC)

HUGE CO. (HC) COMPUTER CO. (CC)

Benefit Package: Benefit Package:
Based on their research in industry best practice, Amount $26,000 per employee on annual
with amount $20,000 per employee on annual benefit, no re-design since 6-7 years of exisence
benefit
● Age : ≥ 20 years ● Age : ≥ 7 years
● Employee : 22,000 in 4 countries ● Employee : 2,000
● Culture : Relatively formal ● Culture : Casual, collegiate feel, highly
flexible, high creativity and innovation

GOALS:
1. How to treat benefit &
retirement plan?
2. How to blend the plans for the
software engineers?
INFORMATION NEED TO BE GATHERED

1 2
STRENGTHS WEAKNESSES
Of current benefit Seek for possible
programs improvements

3 4
PERFORMANCE PERCEPTION
ASSESSMENT
How well the current From each company
plan meets the software towards the plans of the
engineers’ needs other company
EXECUTIVE SUMMARY (1/2)
Determine the Benefit and Retirement Plans Between HC and CC
In response to a request by the COO of HCC, we as a Human Resources Consulting Firm was hired to determine what is the best
blended featured system for both benefit and retirement plan that will be received by the Software engineers in both groups (HC
and CC).

Analytical Methods
To determine the best featured systems of both groups, the Consulting Firm do interview HR Managers from HC and
Departmental Benefit Managers from CC. The objective is to get each company’s perception of the current plans of the other
company and to recognize its strengths and weaknesses. As result, HC and CC have different culture and benefit focus due to the
demographic gap between employees, such as age. HC is more concerned in lifetime insurance and long-term savings of
retirement. On other hand, CC is more concerned in flexibility and short-term benefit.

Merging Impact towards Benefit

We found a different management focus between two groups in setting their employees benefit. It must be difficult for HC to learn
new system and change the focus orientation, due to their operational experience that already ran over 20 years. Also, for the CC
that has younger employees, there must a worried of losing the innovation and flexibility, due to getting stuck with HC’s way of
doing things. Moreover, each group has unique strength which will help to create more successful organization that will have
almost 30,000 employees.
EXECUTIVE SUMMARY (2/2)
Recommendations
Based on our findings, given results can be considered for HCC:

Contributions from Adam Nagami, as HR Manager from HC:

1. Give socialization to employees about the importance of long-term focus on retirement for their future, include example of true
story
2. Start developing survey to employees to get feedback of level of satisfaction with the plan
3. Give feedback from senior’s point of view of any new innovation made from Mariel
4. Encourage employees, especially HC’s, to be opened for new changes

Contributions from Mariel Salinas, as Benefit Manager from CC:

5. Keep the benchmark study about creativity and independence in Human Capital (for instance, cafeteria plan approach)
6. Do market research for cooperating sponsors for more benefit (hotel, airplane, dental, hospital, lasik, cosmetic, insurance
agent)
7. Create plan that contains both short term and long term that covers flexibility but in efficient cost

MARIEL SALINAS ADAM NAGAMI

Benefit Manager CC HR Manager HC
 THANK
YOU!
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