| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MANAGING EMPLOYEE BENEFITS": |
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Managing Employee Benefits, 2006.
A review of employee benefits offered to people working in the U.S. and the advantages of offering them to employees.
5,248 words (approx. 21.0 pages), 7 sources, MLA, $ 130.95
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Abstract
The paper reviews the various types of benefits available to people working in United States. The paper reviews the mandatory and voluntary benefits, pension plans, contributions payable and benefits available to employees. It also discusses the advantage of offering an attractive employee benefit package and its role in employee satisfaction and job retention.
Table of Contents:
Abstract
Summary
Introduction
Mandatory Benefits
Voluntary Benefits
Health Care Plans
Other Benefits
Benefit Management Software
Conclusions
From the Paper
"The mandatory benefit contributions are unavoidable for both employers and employees. The social security, unemployment insurance and worker compensations have helped the nation provide a basic social security umbrella for its citizens. Even now the unemployed and others who do not have a minimum health and social security cover are estimated to be as many as 40 millions."
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Managing Employee Benefits, 2004.
Examines the effects of a change in employee benefits at a large daily newspaper.
3,305 words (approx. 13.2 pages), 5 sources, MLA, $ 94.95
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Abstract
This paper examines how one company, a large daily newspaper, has tried to strike a benefits system that is simple enough to manage and yet flexible enough to meet the needs of its employees.
From the Paper
"The pay or salary that a job offers has for centuries been the most important benefit offered to employees. The reason for this is in part historical: In the 19th century a salary was in most cases the only benefit that was offered. Moreover, salaries are clear-cut: They are easy for the worker to calculate and to compare whereas other benefits ? such as a promise of promotion if a position opens up ? are far less tangible and far harder to calculate the worth of. Finally, it is important to acknowledge that the relationship that exists between any employer and his or her worker is at the most fundamental level an economic one. While an employee may get any number of rewards from a job, the reason that one takes a job is an economic one: If one did not need the money one would undertake the same work as a volunteer or as a hobbyist. And because money lies at the heart of the relationship between worker and employer the question of salary must be central as well."
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Employee Benefits, 2007.
This paper looks at the issues facing companies who must offer employee benefits.
1,124 words (approx. 4.5 pages), 3 sources, MLA, $ 38.95
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Abstract
In this paper, the writer examines four major issues faced by companies with regard to employee benefits and discusses the four most important things an organization can do to deal with those issues. The paper also looks at the potential difficulties that may arise for organizations providing employee benefits. The paper presents suggestions to answer the changing needs of employee benefits.
From the Paper
"Most permanent employees today are provided with at least some company benefits, consequently most human resource managers find they have to help employees choose from a variety of choices from health insurance options to marriage counseling provisions and everything in between(Harrington, 1996). The importance of employee benefits cannot be ignored as it often means the difference between attracting and retaining the best employees in the area and losing them to the competition."
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Employee Benefits, 2005.
This paper discusses the employee benefits of profit sharing and capital accumulation plans (CAP) in Canada.
675 words (approx. 2.7 pages), 2 sources, $ 26.95
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Abstract
This paper reveals some of the normative standards for employee benefits through CAPs and profit sharing methods, proven by expert financial planners. The author points out that, in developing portfolios for mutual funds, segregated funds and pension plans, which look at long term investment as a solution for retirement, there is a greater focus on market competitiveness in relation to accumulating a slower, yet more conservative development of investment growth for employees. The paper relates that these approaches are the formats for CAPs and profit sharing plans, which are normative in developing employee benefits within corporate Canadian financial planning systems.
From the Paper
"This financial study examines the Canadian employee benefits that reside within normative regulations for profit sharing and Capital Accumulation Plans (CAP). By reveling how employees can participate in stock shares, financial retirement planning and savings plans, one can divulge the way these benefits are implemented in Canada in current corporate structures. The use of CAPs to help employees within corporate financial policy has been a rising source of benefits in recent times. The use of investments to help build a stock portfolio within benefit plans is the main source of many accumulative' plans to build a future for a particular employee."
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Employee Benefits for "Generation X", 2004.
An analysis of employee benefits for "Generation X" employees.
2,000 words (approx. 8.0 pages), 10 sources, MLA, $ 63.95
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Abstract
This paper discusses employee benefits as they apply to "Generation X" employees. An overview is presented of the two core theories on employee motivation, as well as who "Generation X" employees really are. The paper provides a literature review detailing research that has been conducted on this topic to date. Finally, conclusions are drawn regarding the development and implementation effective benefit programs for this unique worker demographic.
From the Paper
"In today?s hyper-competitive, rapidly changing, global economy attracting and retaining the best employees possible is at the center of many organization?s strategic plan. Having the top-notch employees, who perform effectively and efficiently, is a valuable competitive advantage that can lead an organization to industry success. With this knowledge, organizations must combine the fact that the bulk of their workforce is now comprised of ?Generation X? employees, and as such, innovative policies must be put into place to retain these valuable workers."
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Wage Costs and Employee Benefits, 2005.
An overview of employee and wage costs are defined.
3,389 words (approx. 13.6 pages), 12 sources, MLA, $ 96.95
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Abstract
This paper begins with a legal definition of an employee and then goes on to explain what wage costs are from a business perspective. The paper explains how wage costs are set by the U.S. Department of Labor and then describes employee conditions for comparable workers in Mexico, which includes a look at the benefits the employees receive and how wage costs are calculated there.
From the Paper
"The Legal definition of an Employee is "a person who is hired by another person or business for a wage or fixed payment in exchange for personal services and who does not provide the services as part of an independent business; Any individual employed by an employer". There are in existence three tax laws that will apply to employees. Under this law, when the person who has employed the individual has any sort of right over his employee, then he can control his working methods in any manner, including the end result expected of him, and the details of how and when and where the job is to be done. "Where the employer does not possess that right, the individual involved is an independent contractor, not an employee".
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Public Sector Employee Benefits, 1996.
Retirement program options, health & long-term care provisions, innovations (life-balance benefits, incentives), examples.
1,350 words (approx. 5.4 pages), 3 sources, $ 47.95
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From the Paper
"Compensation and benefits are two of the major considerations that potential employees take into account when they decide whether to accept employment, or how long to stay with a particular employer. Recent years have seen considerable changes in this area, with changes in benefit structures, how benefits are implemented, and areas of concern for employees. This research considers the area of benefits for public sector employees.
Benefit Trends
In today's highly competitive employment environment, there are some trends which are emerging as being critical in the area of employee benefits. The first of these is increasing employee responsibility for their own retirement. As employees change jobs more frequently, they..."
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Employee Benefit Programs, 2001.
Importance and advantages of benefits package. Contribution plans and ramifications.
1,350 words (approx. 5.4 pages), 6 sources, $ 47.95
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From the Paper
"Compensation and benefits are two of the major considerations that potential employees take into account when they decide whether to accept employment, or how long to stay with a particular employer. Recent years have seen considerable changes in this area, with changes in benefit structures, how benefits are implemented, and areas of concern for employees. This research considers various types of employee benefits and their consequences.
Importance of Benefits to Employees
After compensation, employee benefits are one of the primary reasons that employees are attracted to an organization (Pretzer, 1999, p. 39). This is true not only because benefits are a form of compensation in most cases, but also because it forms one of the reasons that employees..."
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Pygmalion Effect in Manager / Employee Relationships, 2002.
A discussion of positive reinforcement vs. reverse psychology in workplace.
11,000 words (approx. 44.0 pages), 38 sources, MLA, $ 217.95
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Abstract
This paper evaluates the Pygmalion effect, a phenomenon that shows how a manager?s expectations greatly effect the performance and productivity of his workers. It shows how effective managers must be able to communicate a positive attitude toward their workers in order to gain the greatest efficiency possible. It uses a fictitious company, XYZ, a diversified, multinational company operating on a global scale in more than thirty countries, yet privately owned and a semi-annual review to determine the efficiency of their managers at communicating this attitude through a study.
Table of Contents
Chapter I
Introduction
Purpose of the Project
Statement of the Problem
Significance of the Problem
Research Category
Project Summary
Positive Reinforcement vs. Psychology
History of the Problem
Delimitations
Scope of the Problem
Setting of the Problem
Assumptions
Hypothesis
Research Questions
Evaluation Objective
Development Objectives
Participants
Researcher
Survey Group
Assistants
Chapter II
Literature Review
Definition of Terms
References
Chapter III
Introduction
Population and Sample
Variables and Measures Used
Data Collection
Data Analysis Procedures
Data Type, Format and Scale
Data Analysis Procedures
Chapter IV
Results and Discussion
Discussion of the Process
Unanticipated Occurrences
Statistical Results and Discussion
Non-Statistical Results and Discussion
Chapter V
Conclusions
Recommendations
Formal Recommendations
Recommendations for Further Research
APPENDICES
APPENIDX 1. Employee Survey
From the Paper
"The management structure at XYZ, Inc. consists of six levels of management with varying amounts of responsibility within the company. On average each manager has three to six people reporting into them and has to do performance reviews every six months for each person. In return, each employee would give feedback about their past months' development plan, how well it was managed, as well as their scalar's management style. This two way feed back in the hallmark of success at XYZ, Inc. It institutes the principle of Total Quality Management (TQM). Two way feedback has had the effect of maintaining a high level of Quality and job satisfaction at XZY, Inc. In recent year-and-a half employee feedback has been more negative than in the past with a ratio of 3,2:1. This increased ratio is of great concern to the Personnel Department, which advocates the policy of mutuality in business relationships. "
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Managing Hospitality Employees' Customer Service Stress, 2000.
4,900 words (approx. 19.6 pages), 18 sources, $ 124.95
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Abstract
A lengthy and detailed examination of employee stress, particularly in the hotel and food industries. Includes a physiological explanation of stress, an analysis of the various types of stress, and several techniques for stress-management.
From the Paper
"Customer Service in any industry is not easy. Everyday interaction with people addressing their needs, wants and frustrations requires the skills of tact, diplomacy and a positive attitude combined with knowledge and flexibility. As a primarily service-based industry, this is very obvious in the hospitality industry. It presents an ongoing challenge based in the fact that every situation is different because each customer is different, and the employee has virtually no control over what attitudes, needs, expectations and experiences any one guest may bring to the situation."
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Employee Performance Management Software, 2007.
This paper discusses the implementation of an employee performance management software system.
876 words (approx. 3.5 pages), 5 sources, MLA, $ 31.95
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Abstract
In this report, the writer defines the assumptions and risks associated with implementing an employee performance management software application from a third party software vendor. The writer looks at the the technological assumptions and also the aspects that deal with changing how people do their jobs in response to the system providing more information and measures of performance than have been available in the past. The writer then discusses the issue of risks and the security of data. This paper includes an additional source copy.
Outline:
Executive Summary
Clarifying Assumptions
Assessment of Risks
From the Paper
"Given the highly confidential nature of the employee and managerial data, its is critical for the employee performance management software application have a high level of security associated with it. Starting with the databases, the specific application(s) chosen in this area need to support record locking and write-one verification, which is part of any database being ACID-compliant. Simply put, these are databases that have assurance of atomicity, consistency, isolation of data, and durability, hence the acronym ACID-compliant."
"While ACID-complaint databases greatly enhances the security of the data, and safeguards them from being destroyed or compromised, another risk is that of an audit. For every publicly-held company in the U.S., the need to have systems and databases that are complaint with Sarbanes-Oxley Act is also critical. The risk of non-compliance in terms of human resources records can be quite expensive for any company to resolve."
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Ethan Allen Designers: Case Study on Employee Management, 2002.
A case study on employee management for a designer company including problem analysis, solutions and recommendations.
2,200 words (approx. 8.8 pages), 6 sources, MLA, $ 68.95
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Abstract
The case study examines the problems involving employees of a designer company. The business analyst defines the problems one by one and offers alternative solutions and recommendations.
From the Paper
"The commission only system is one of the major problems effecting morale. One option is to pay a base salary instead. This would assist in communicating to employees that they are important to the organization. By improving morale, efficiency would be improved. The benefits of this solution is that morale would improve, costs to the organization would be fixed, employees would feel more secure and employee turnover would be reduced. The problems with this solution are that employees may not be as motivated to work as hard and that the organization will be paying employees more, even when there is not enough work for them."
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Managing the Expatriate Manager, 2002.
Examines the advantages and disadvantages of sending an employee to a foreign country to manage a branch of a company.
1,759 words (approx. 7.0 pages), 5 sources, APA, $ 56.95
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Abstract
Globalization is one of the major trends in the business environment, with companies increasingly looking to enter global markets. This creates a need for companies to manage international operations effectively. One option is to send an employee to the foreign location to live and work, with this manager known as an expatriate manager. This process has significant advantages and disadvantages, including the fact that it often fails. However, a closer look at the process in this paper shows that problems can be effectively prevented. This requires being aware of potential problems, selecting the right employee to take on the role of expatriate and preparing the expatriate and their family for the experience. To consider this further, the advantages and disadvantages of an expatriate are considered in the paper. This is followed by a discussion of how an expatriate can be selected and effectively prepared for the role.
From the Paper
"A high-context culture is defined as one "in which communication is used to enhance personal relationships" (Daft, 1997, p. 475). Asian and Arab nations are examples of high-context cultures. A low-context culture is defined as one "in which communication is used to exchange facts and information" (Daft, 1997, p. 475). Germany, England and the United States are examples of low-context cultures. These differences mean that two people can attempt to communicate and yet receive completely different messages. For example, an American expatriate may speak to a Japanese businessman in the hope of developing a working relationship. The American may talk about business, while the Japanese businessman makes idle conversation. The American may see this as the Japanese avoiding the conversation, while not realizing that the Japanese businessman is trying to develop a relationship. The end result can be failure and frustration."
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Regular Employees vs. Temporary Employees, 2002.
An analysis and examination of the multitude of issues concerning the hiring of regular employees rather than temporary employees.
660 words (approx. 2.6 pages), 3 sources, MLA, $ 23.95
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Abstract
This paper analyzes the issues surrounding an employer's decision to hire regular rather than temporary employees. It discusses policy issues involving regular employees and temporary employees such as benefits, compensation, discharge, discipline, and overtime pay. The paper concludes with suggestions for eliminating or reducing the stark contrasts between regular employees and temporary employees.
From the Paper
"Overtime pay is another area where there is a divergence between regular employees and temporary employees. As mentioned above, regular employees are generally salaried, i.e., they work a set number of hours and receive a fixed income each month. Temporary employees are generally paid hourly and their hours of employment may vary, resulting in a variable income each month. In terms of overtime pay, regular employees who are salaried do not receive overtime pay regardless of how many hours per week they work. Regular employees who are not salaried, like temporary employees, receive overtime pay (time and one-half) for each hour over 8 hours per day and for each hour over 40 hours per week."
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Employee Regulations, 2002.
An examination of employee regulations to facilitate management needs and employees? rights.
3,949 words (approx. 15.8 pages), 12 sources, MLA, $ 107.95
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Abstract
This paper examines how, in order to maintain balance in every process and to develop eligibility, a company needs solid regulations to cover management and employee needs. It looks at such issues as employee motivation and provides a listing of qualities of regulations that facilitate the employees as well as their managers. Examples given include easy-to-understand job descriptions and guidance on how employees can maximize their performance and potentials for employees and for the managers such qualities as the simplification of management responsibility to define goals for each division and subdivision and each individual worker. It evaluates how overall integration is the only answer to create balanced performance of regulations, so the regulations will play fair and protect the rights from both parties. Company should state clearly to employees what they expect and the standard performance and employees can also provide feedback as well to ensure their needs and complaints are fulfilled.
From the Paper
"Although managers mostly are related with planning and periodical-achievement-estimation function in the company resource profile, basically they have similar functions as other employees, unless they are the same personnel. Managers do not only set targets for achievement but also encourage all staffs to fully participate following their qualities and regulations. They need to think about the best way to demand high quality performance and timely fashion. The audacious task takes more than other duties, since not all employees simply follow guidelines from the company, or get motivated with the regulations. Managers need to educate them to understand that both managers and company have the same goals, and it is not the owner?s goals only. Also, employees need to understand why they are required to work hard, improve their skills, or join arduous trainings to escalate their level."
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