A Perky Way to Productivity

A Perky Way to Productivity

Allison Wright

MGMT410

Prof. Webb

12 February 2011

Week 6: Textbook Case Study

A Perky Way to Productivity

1. Human resource management is best described as the act of acquiring, developing and maintaining employees "to achieve the goals of the goals of an organization in an effective and efficient manner." (Sadhuji, 2008). HRM achieves this through several forms of employee appreciation, including compensation, health benefits, and promotions. However, the benefits that a company offers can mean the difference between having a devoted employee and one who will be willing to leave once a better opportunity arrives.

A sound compensation package is often more attractive than a high paying salary. HRM needs to apply the needs of the employees and analyze how it will also benefit the organization. Basic benefits such as health, vision and dental benefits, or 401K matching are no longer the only benefits that keep employees content, and this can affect their productivity. By structuring a benefits program that goes beyond basic needs, such as Zappos.com's on-site healthcare, employees will feel more like assets instead of just workers. This will lead to a more productive workplace and a more profitable bottom line for the organization.

The ever-changing trend of employee benefits "requires benefit staff to take a more strategic and consultative approach to their jobs." (Hackett, 1996) This is especially true for the new aging workforce of baby boomers, who require a more specialized benefits package to accommodate their future (or near) retirement. HRM must continuously generate and review benefits packages that align with the functions of the organization to remain strategic.

2. As the passage states, both Genentech and Zappos.com go to great lengths in order to acquire and maintain only the best employees. With low turnover rates and highly satisfied employees, it's obvious that the benefits packages offered are highly motivating.

Zappos.com has an interesting approach to choosing the right employees. New hires are provided with a four-week paid training program to fully assimilate them into their welcoming corporate culture. However, there is a catch - about two weeks into the training, the employee(s) is offered full pay for the work period, plus $1000 to quit. (Heathfield, 2008) Zappos.com does this to find out which employees are really committed to not only their needs, but also that of the organization, and it shows! Zappos.com almost never has any job openings.

With ninety-five percent of their