Module 2: Background Employee Benefits Required Material Gla

Module 2 Backgroundemployee Benefitsrequired Materialglassdoor Team

Take a look at the Top 20 Employee Benefits & Perks for 2017 by Glassdoor. Glassdoor says these 20 employers offer benefits “that go beyond the basics and enter legendary status.” The following employers are listed: IKEA, Reebok, Bain & Company, Goldman Sachs, Facebook, Scripps Health, Starbucks, American Express, Eventbrite, Whole Foods Market, In-N-Out, Deloitte, Gap Inc., Microsoft, Swiss Re, Amazon, USAA, Southwest, Genetech, Timberland. Select one of these employers that you have not studied before and conduct research on the total rewards they offer. At least two-thirds of your submission should discuss how they evaluate the effectiveness of those offerings. If you cannot find how the specific employer evaluates their programs, research and discuss best approaches that have been identified by other employers or subject matter experts to evaluate the effectiveness of total rewards offered. Present your findings in either a presentation of 10-12 slides with voice-over or detailed notes, or in an essay format. Be sure to include a list of at least 3-4 references from the Trident Online Library or other credible sources.

Paper For Above instruction

In today's competitive labor market, organizations must offer compelling employee benefits to attract, retain, and motivate talent. The concept of total rewards encompasses all aspects of compensation, benefits, work-life balance, recognition, and development opportunities that influence employee satisfaction and engagement. This paper explores the total rewards offered by IKEA, one of the prominent companies recognized for its innovative employee benefits, and examines how the organization evaluates the effectiveness of these offerings. When specific evaluation methods are not publicly available, this discussion incorporates best practices recommended by experts and industry studies to illustrate how organizations measure the success of their reward programs.

IKEA, the Swedish multinational known for its furniture retailing, has garnered attention not just for its products but also for its comprehensive employee benefits. IKEA's approach to employee rewards includes competitive salaries, generous parental leave, health and wellness programs, discounts, and opportunities for career development. Additionally, IKEA emphasizes creating a positive working environment that fosters inclusion and work-life balance, which are integral to its overall value proposition. One of the key components of IKEA's total rewards package is its focus on employee development through training programs, internal mobility, and leadership development initiatives. The organization's culture promotes a sense of belonging and engagement, which is crucial for long-term retention and productivity.

Understanding how IKEA evaluates the effectiveness of these offerings is essential for assessing their strategic alignment with organizational goals. While detailed internal metrics are not publicly disclosed, industry practices and available reports suggest that IKEA employs several methods to gauge the impact of its rewards programs. These include employee satisfaction surveys, attrition and turnover analyses, performance management data, and engagement scores. Such metrics help IKEA determine whether its benefits are meeting employee needs and contributing to organizational success. Regular feedback mechanisms, such as pulse surveys and focus groups, enable continuous improvement of the benefits offer.

In cases where organizations do not disclose specific evaluation strategies, best practices from HR and reward management literature provide guidance. Experts recommend a combination of quantitative and qualitative assessments, including return on investment (ROI) analysis, benchmarking against industry standards, and measurement of key performance indicators (KPIs) related to employee wellbeing, engagement, and retention (Kwon & Hein, 2013). For example, organizations might analyze trends in employee turnover rates pre- and post-implementation of benefit programs, or conduct climate surveys to assess perceptions of the reward system.

Similarly, benchmarking against industry leaders helps organizations understand their competitive standing, identify gaps, and refine their reward strategies to maximize effectiveness (Sanicola, 2011). By integrating these assessments into their HR analytics and strategic planning processes, companies like IKEA can ensure that their total rewards remain relevant, motivating, and aligned with organizational objectives. The effectiveness of benefits programs is ultimately reflected in improved employee morale, productivity, and customer satisfaction, which supports company growth.

In conclusion, IKEA demonstrates a robust approach to employee benefits that emphasizes not only offering attractive rewards but also rigorously evaluating their impact. Though specific metrics may vary, best practices in the industry advocate for a balanced mix of quantitative data analysis and qualitative feedback collection. Incorporating these methods enables organizations to adapt their rewards strategies continuously and sustain employee engagement in a competitive environment.

References

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• Sanicola, L. (2011). Employee Benefits Basics. Scottsdale: WorldatWork Press.
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• Tyler, K. (2011). Design an effective rewards program. HR Magazine, 56(10), 94.
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