Kelecton Case
Greg Estle-Scarle
Webster University
HRMG 5000 2017
Abstract
The Kelecton Case Analysis had Paul stayed was to put together plan to identify and issues within the company and come to some sort of way to address the employee issues without costing the company an overabundance amount of money. One of the many issue Paul would focused on the first and foremost safety being that this could potentially cost the business more if not addressed as well as properly trained. He would also need to reaffirm the employees and visit the way to retain employee by addressing career development by showing that the company has the best interest of the employees and their families in mind. Finally, by addressing benefits and …show more content…
Additionally, create an integrated process between performance reviews, ratings, calibration, and merit so that merit increases cannot take place (systematically) unless a formal performance review/rating is available in a Human resources information system (HRIS). They would ensure that the merit allocation process has a fair distribution, such as a % of allocation based on performance rating. Create and communicate an ongoing performance and development process that includes more frequent check-ins throughout the year to alleviate feelings of favoritism and ensure more feedback for associates. Consider including a 360 process into the performance review to address fair treatment. (to address pay for performance, completion of performance reviews, and fair treatment of employees). Additionally, the company will look at paying for training, certifications and possibly tuition reimbursement once they see what the talent development plans for each person look like. Company paid training and tuition reimbursement will help the company secure talent and also benefit the company and may not be paid out for another 6, 9, 12 or more months as they phase people into these development plans. “Define skill demands via skill profiles and then provide the appropriate learning solution to bring up the job holder’s skill up to the required level. An even …show more content…
Paul found out what his top competitors are offering and is finding ways they could add other benefits to help the health, dental vision benefits like offering a Health Savings account where the company contributes $500 to it annually. Benchmarking the competitors of similar size Paul is able to determine more competitive providers. Also consider health choice incentives, such as non-smoking, yearly physicals, etc. to reduce costs. They could look at offering tuition reimbursement, gym reimbursement, etc. Partner with insurance provider for other low-cost options, such as rewards for choosing healthcare providers that are on lower-end of cost spectrum. Finally, consider other total rewards to supplement engagement, such as contests to track steps walked (with Fitbit), or contests for other types of healthy choice decisions. This is the costliest of all of the items to address and will continue to take some time to see what the employees are dissatisfied with and what their competitors offer…then find ways to up the
Greg Estle-Scarle
Webster University
HRMG 5000 2017
Abstract
The Kelecton Case Analysis had Paul stayed was to put together plan to identify and issues within the company and come to some sort of way to address the employee issues without costing the company an overabundance amount of money. One of the many issue Paul would focused on the first and foremost safety being that this could potentially cost the business more if not addressed as well as properly trained. He would also need to reaffirm the employees and visit the way to retain employee by addressing career development by showing that the company has the best interest of the employees and their families in mind. Finally, by addressing benefits and …show more content…
Additionally, create an integrated process between performance reviews, ratings, calibration, and merit so that merit increases cannot take place (systematically) unless a formal performance review/rating is available in a Human resources information system (HRIS). They would ensure that the merit allocation process has a fair distribution, such as a % of allocation based on performance rating. Create and communicate an ongoing performance and development process that includes more frequent check-ins throughout the year to alleviate feelings of favoritism and ensure more feedback for associates. Consider including a 360 process into the performance review to address fair treatment. (to address pay for performance, completion of performance reviews, and fair treatment of employees). Additionally, the company will look at paying for training, certifications and possibly tuition reimbursement once they see what the talent development plans for each person look like. Company paid training and tuition reimbursement will help the company secure talent and also benefit the company and may not be paid out for another 6, 9, 12 or more months as they phase people into these development plans. “Define skill demands via skill profiles and then provide the appropriate learning solution to bring up the job holder’s skill up to the required level. An even …show more content…
Paul found out what his top competitors are offering and is finding ways they could add other benefits to help the health, dental vision benefits like offering a Health Savings account where the company contributes $500 to it annually. Benchmarking the competitors of similar size Paul is able to determine more competitive providers. Also consider health choice incentives, such as non-smoking, yearly physicals, etc. to reduce costs. They could look at offering tuition reimbursement, gym reimbursement, etc. Partner with insurance provider for other low-cost options, such as rewards for choosing healthcare providers that are on lower-end of cost spectrum. Finally, consider other total rewards to supplement engagement, such as contests to track steps walked (with Fitbit), or contests for other types of healthy choice decisions. This is the costliest of all of the items to address and will continue to take some time to see what the employees are dissatisfied with and what their competitors offer…then find ways to up the