The firm “Company Dew” traditionally provided only those benefits and services, which were necessary for the employees, such as, compensation due to work-related injury or illness. “Company Dew” never actually had that corporate flavor and had always ignored the human aspect. So far, the company had been successful by providing quality products and maintaining aggressive promotional campaign. But, of late, the managing director felt that there were several potential problems with the company’s policies regarding benefits and services. The most critical of them was the employee’s turnover. Historically, there had been massive employee turnovers at the junior level, which many thought to be the cause of long working hours (10-12 hours daily) and also along with very low wage compared to other industry. Of late, there had been remarkable cases of senior employees resigning. Few years back, some employees went to the managing director, demanding pension and other benefits such as profit bonus but he didn’t respond. Employee grievances seemed to be piling up slowly and might explode anytime sooner. The company still used manual registry copy for daily attendance, and the record for the employee leave was provided to the HR by the respective department’s supervisor regularly. However the company offered two festival bonuses to the employees. Since the decision making was centralized, many complained about issues e.g. revising salary, bonuses, and other benefits, which were usually very low. Many believed that lack of corporate culture discouraged the potential bright candidates to join this company. The company never arranged any recreational tour or any such program to motivate the employees. Some senior employees also believed that the HR policy must be made more consistent because this will be the source of competitive advantage in the long run success of the business. Questions to be answered: Identify the problem areas of “Company Dew”. How can the “Company Dew” minimize the employee turnover in both junior and senior/expertise level? Explain your opinion. Are the benefits and services provided to the employees and workers of “Company Dew” worthy enough to motivate them? What advice would you give to “Company Dew” to make them more aware and sensitive towards employee’s benefits? Explain your opinion with justification.
The firm “Company Dew” traditionally provided only those benefits and services, which were necessary for the employees, such as, compensation due to work-related injury or illness. “Company Dew” never actually had that corporate flavor and had always ignored the human aspect. So far, the company had been successful by providing quality products and maintaining aggressive promotional campaign. But, of late, the managing director felt that there were several potential problems with the company’s policies regarding benefits and services. The most critical of them was the employee’s turnover. Historically, there had been massive employee turnovers at the junior level, which many thought to be the cause of long working hours (10-12 hours daily) and also along with very low wage compared to other industry. Of late, there had been remarkable cases of senior employees resigning.
Few years back, some employees went to the managing director, demanding pension and other benefits such as profit bonus but he didn’t respond. Employee grievances seemed to be piling up slowly and might explode anytime sooner. The company still used manual registry copy for daily attendance, and the record for the employee leave was provided to the HR by the respective department’s supervisor regularly. However the company offered two festival bonuses to the employees. Since the decision making was centralized, many complained about issues e.g. revising salary, bonuses, and other benefits, which were usually very low. Many believed that lack of corporate culture discouraged the potential bright candidates to join this company. The company never arranged any recreational tour or any such program to motivate the employees. Some senior employees also believed that the HR policy must be made more consistent because this will be the source of competitive advantage in the long run success of the business.
Questions to be answered:
- Identify the problem areas of “Company Dew”.
- How can the “Company Dew” minimize the employee turnover in both junior and senior/expertise level? Explain your opinion.
- Are the benefits and services provided to the employees and workers of “Company Dew” worthy enough to motivate them?
- What advice would you give to “Company Dew” to make them more aware and sensitive towards employee’s benefits? Explain your opinion with justification.
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