Case Study on "Employee Benefits -- Genentech and Zappos"

Case Study 3 pages (1014 words) Sources: 3

[EXCERPT] . . . .

Employee Benefits -- Genentech and Zappos

As one of the ways to fulfill HRM goals, employee benefits are very important and highly desirable. Companies that realize there are different ways to motivate employees and provide them with benefits often come out on top from the standpoint of HRM because these companies think outside the box and realize there is more to an employee's life than how much that employee is paid or whether he or she has insurance. When a company focuses on HRM, that focus naturally spills over to what can be done to keep employees happy and keep them from leaving for greener pastures (i.e. another company with more to offer). Human resource managers know that employees are the company's greatest asset (Armstrong, 2006). If employees are not treated properly the company can fail, even if customers like its products.

When there is a high rate of turnover in a company and/or the morale of the employees who remain is very low, it is time for the Human Resources department to consider the cause. Some employees will always come and go, and very few companies have zero dissatisfied employees. It is impossible to please everyone all the time. However, when large numbers of employees are unhappy and many of them leave just as soon as they can find something better, the HRM department must work to determine the cause. Talking with employees about the problems they are facing can go a long way toward determining what kinds of benefits would actually be beneficial to the largest number of workers (Armstrong, 2006). It is not all about money, and when a company shows that it cares about its employees, those employees will be happier and much more likely to stay. They may get paid more somewhere else, but they will lose other perks that they find more important -- and so they stay with the company instead of leaving for a higher salary.

2. Employees generally like to be well-paid, and they like to know that they will not be financially destroyed if they have a health crisis. Good insurance for the employee and his or her family is important. For many employees, however, money and benefits are not overly motivating on a long-term basis (Armstrong, 2006). In other words, there are many companies where a fair salary and an insurance plan are available, so these things are not a particular enticement for an employee to remain at a specific company. Where Genentech and Zappos differ from many other companies is in what they use to motivate their employees. These are two companies that have realized that the term "employee benefits" means more than just pay and insurance. The nap rooms that Zappos (2010) offers and the on-site childcare provided by Genentech (2011) clearly show that the company is actually concerned about the well-being of their employees -- and that is a very important benefit.

What employee would not like to have his or her small children nearby and safe while he or she was working?… READ MORE

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