DQ1 Please select ONE of the three questions below to answer: 1. Many compensati

DQ1
Please select ONE of the three questions below to answer:
1. Many compensation professionals are faced with making choices about which discretionary benefits to drop because funds are limited and the costs of these benefits continually increase. Assume you make such choices. Rank order discretionary benefits, starting with the ones you would most likely drop to the ones you would least likely drop.
2.Assume that you are an HRM professional whose responsibility is to develop a brochure for the purpose of conveying the value of your company’s benefits program in a manner that will encourage recruits to join the company. Develop a brochure that meets this objective. Conduct research on companies’ benefits practices as a basis for developing your brochure.
3.Select an industry. Conduct some research in order to identify the prevalent employee benefits practices for that industry. What factors might influence the present practices? How will these practices change?
Guidelines: In your answers please draw from your own professional experience and provide examples from your own life, either as a leader, helper, employee, or observer. Review the reading, draw from your own ideas, examples or experience– and conduct some additional research as needed.
DQ2
From the required readings, select and discuss two individual articles/topics you feel were the most important in regards to the corrections executive? Be sure to address the legal, administrative and operational perspectives in your response.
R1
Hello Class,
The technology industry is known for its competitive compensation and benefits packages to attract and retain top talent. The following are some prevalent employee benefits practices in the technology industry:
Health and Wellness Benefits: Most technology companies offer comprehensive health insurance plans, including medical, dental, and vision coverage, as well as wellness programs such as gym memberships, fitness classes, and mental health resources.
Flexible Work Arrangements: Many technology companies offer flexible work arrangements, such as remote work options, flexible schedules, and unlimited paid time off, to promote work-life balance and improve employee satisfaction.
Retirement Benefits: Technology companies typically offer 401(k) plans with company match, stock options, and employee stock purchase plans to help employees save for retirement and share in the company’s success.
Professional Development and Education Benefits: Technology companies invest in their employees’ professional development by offering tuition reimbursement, training programs, and conferences to help employees learn new skills and advance their careers.
Parental Leave and Family Benefits: Many technology companies offer generous parental leave policies, including paid time off for both new mothers and fathers, as well as adoption and surrogacy benefits, to support their employees’ families.
Several factors influence the present practices of employee benefits in the technology industry, including:
Talent Acquisition and Retention: The highly competitive nature of the technology industry requires companies to offer attractive compensation and benefits packages to attract and retain top talent.
Changing Workforce Demographics: As the technology industry becomes more diverse and inclusive, companies are offering benefits that cater to a wider range of employee needs, such as parental leave, flexible work arrangements, and mental health resources.
Economic Conditions: The state of the economy and job market can influence the benefits offered by technology companies. During times of economic downturn, companies may cut back on benefits to save costs, while in times of economic growth, they may increase benefits to attract more talent.
Regulatory and Legal Requirements: Technology companies must comply with various state and federal laws that mandate certain employee benefits, such as health insurance and retirement benefits.
The employee benefits practices in the technology industry are likely to continue evolving to meet changing employee needs and business objectives. For instance, the COVID-19 pandemic has accelerated the adoption of remote work and flexible work arrangements, and companies are likely to continue offering these benefits in the future. Additionally, companies may prioritize mental health and wellness benefits as employees continue to navigate the stresses of the pandemic and remote work.
Thank you for reading,
Masrat
References
Cappelli, P., & Keller, J. (2013). Talent management: Conceptual approaches and practical challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 305-331. doi: 10.1146/annurev-orgpsych-032111-172143
Society for Human Resource Management. (2020). Employee benefits: Remaining competitive in a changing landscape. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM%202020%20Employee%20Benefits%20Report.pdf
R2, R3, R4 & R5
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