...BENEFITS – REI REI began as a group of 23 mountain climbing buddies, but is now the nation’s largest consumer cooperatives. It is a multi-channel retailer of gear and apparel for outdoor recreational activities. REI has stores located in more than 34 states. REI embodies its values by serving and supporting its employees through programs that allow them to flourish and do their best. Employees are offered a variety of benefits and perks that show REI’s respect for its employees and their families. REI offers competitive pay and benefits such as: 401K, vacation, paid holidays, paid sick leave, casual dress, life insurance, disability, flexible work schedule, and educational benefits. All employees who were paid an annual salary as high as $70,000 per year had the following benefits: 401K, vacation, paid holidays, paid sick leave, casual dress, flexible work schedule. Employees with life insurance and disability made a salary as high as $82,000 annually. Employees with education benefits made salaries as high as $65,000 per year according to Pay Scale report of 2009. In addition to these benefits, REI also has an Incentive Plan, Healthcare, Family & Medical Leave, Employee Discounts and Pro-deals, Work/Life Employee Assistance, Public Transit Subsidy, Relocation Support, Sabbaticals and Adoption Assistance. Controlling employee benefit costs can be a tricky subject for an organization such as REI. However, every business wants happy and healthy employees and this is why most...
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...Company has a casual work environment that fosters creativity and it was voted as one of the best place to work at by the employees in Glassdoor website, with a rating of four stars. New Era Cap is committed to employee development and has Individual Development program tailored to needs of an individual. Health and safety of employee is a prime concern for New Era Cap and hence actively involves employees in health and safety committees and decision-making processes that positively influenced their work environment. They are re-accredited in 2010 for Fair Labor Association (FLA), which represents the highest the highest level of commitment to the standards for workplace code of conduct implementation, monitoring and remediation. Questions http://www.glassdoor.com/Overview/Working-at-New-Era-Cap-EI_IE27773.11,22.htm * believes culture of innovation that champions creative and critical thinking. * Committed to invest in the employee development with Indviudal development program * HEALTH & WELLNESS * • Blue Cross Medical Insurance Plan * • 24/7 Health Advocate Service * • Met Life Dental Plan * • VSP Vision Plan * • Flexible Spending Accounts * • Health Savings Accounts * • Worksite Wellness Programs * • Employee Assistance Program * * RETIREMENT * • 401k Savings Plan with The Principal Financial Group * • New Era Employer Matching Contribution to 401k Plan * ...
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...When starting southwest airlines and red lobster choosing the proper method of compensating the employees can play an important role in the company's success. One method of compensation used to motivate their employees is performance-based pay. Performance-based pay is a method of compensation that involves paying employees based on the work they perform. Employee rewards and recognition are very popular. Awards can be in the form of money, prizes, plaques, travel, and public commendations. Recognition given After-the-fact display appreciation for individual or team efforts. Recognition can be tangible or intangible, and range from a thank-you card to travel. The rewards, and recognition goals or to attract, retain, and to motivate employees. “More than thirty eight years ago, Rollin King and Herb Kelleher got together and decided to start a different kind of airline. They began with one simple notion: If you get your passengers to their destinations when they want to get there, on time, at the lowest possible fares, and make darn sure they have a good time doing it, people will fly your airline, Southwest Airlines Com, 2013.” “Company founder Bill Darden opened his first restaurant, The Green Frog, at age nineteen. From the beginning, Bill’s restaurants focused on quality and service. With a passion for seafood, it was only a matter of time before Bill and his team opened the first Red Lobster in Lakeland, Fla., in nineteen sixty eight, Red lobster.com, 2013.” In...
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...as a growing professional, you have a responsibility to keep up to date with new research, ideas, legislations and practices so that you can be the best that you can in understanding your chosen profession, provide new creative ideas, encourage and adapt to change more smoothly therefore providing a high quality service to customers and colleagues. It also enables you to feel confident and good about one self. I believe a happy person/staff equals a happy working environment. It can also lead to better job opportunities and enhances self confidence. AC 1.1 Assess the potential benefits to the organisation of developing individuals To assess the potential benefits to the organisation I chose to look at the benefit of training the Harbour casual workforce in fork-truck operation staff retention and staff morale within the workforce. The criteria I have chosen to assess the potential benefits to the organisation of developing individuals are: • Opportunities for promotion • Reduced Damage level • improved discharge rates Trained Fork-Truck operators The harbour workforce is made up of 2 distinct groups: -...
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...Industry Skills Plan June 2012 Contents Foreword Skills Plan Overview Background & Consultation Hospitality Industry Skills Plan Focus Area #1 Recruitment Induction & Retention Focus Area #2 Customer Service Focus Area #3 Career Pathways Focus Area #4 Fostering a Training Culture Detailed Action Plan 3 4 6 9 10 11 12 13 15 Definitions THA VET Tasmanian Hospitality Association Vocational Education and Training RTOs Registered Training Organisations AACs Australian Apprenticeship Centres 2 Hospitality Industry Skills Plan – June 2012 Foreword The hospitality industry employs approximately 20 000 people1, which is equal to approximately 11% of the Tasmanian workforce. The industry is heavily reliant on casual labour with part-time and casual employees making up almost three quarters of the hospitality workforce in Tasmania2. The role and contribution of the industry to both the economy and community is largely unrecognised. This is reflected in the fact that only a small proportion of employees perceive hospitality as a long term career choice. As hospitality is a service based industry, a skilled workforce is a key requirement to ensure quality service delivery to both local and visitor markets. In order to provide quality service employees require access to training which delivers the essential skills and knowledge. Access to training is only one element of the equation. Also essential is venue owners and operators placing more value on the benefits of training...
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...Business Plan For Finale Sports Bar & Grille Submitted by: Donald Jackson III Baton Rouge, La. April 20, 2011 Table of Contents I. Executive Summary…………………………………………………Pg: 3 II. Introduction……………………………………………………….....Pg: 4 III. Industry Analysis……………………................................................Pg: 4 & 5 IV. Organization………………………………………………………...Pg: 5 & 6 V. Management/Human Resources…………………………………….Pg: 6 & 7 VI. Operations…………………………………………………………...Pg: 7 & 8 VII. Competitive Analysis………………………………………………..Pg: 8 & 9 VIII. Marketing……………………………………………………………Pg: 9 - 11 IX. Assumptions Page…………………………………………………...Pg: 12 X. Financial Documents………………………………………………...Pg: 13-15 XI. Appendix…………………………………………………………….Pg: 16-19 Executive Summary References in this document to “Finale Sports Bar & Grill,” “company,” “we,” “us” and “our” refer to the business of Finale Sports Bar & Grill. Finale Sports Bar is a growing restaurant featuring a variety of boldly flavored, made-to-order menu items. Our restaurants create an inviting neighborhood atmosphere that includes an extensive multi-media system, a full bar and an open layout, which appeals to sports fans and families alike. Our concept offers elements of the quick casual and casual dining restaurant concepts featuring a flexible service model that allows our guests to choose among convenient dining options such as quick casual counter service, casual dining...
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...Executive Summary: New Benefit plan for Huge Computer Company In response to your request, our team has evaluated and integrated the benefit package and retirement plans for the newly merged Huge Computer Company. The following report will compare key features of each plan while making observations and recommendations on merging the two plans. Key Issues: • Evaluating and blending of two very different organizations into one. • Transition and new plan - taking into consideration the wide age range and corporate cultures of the two employee groups, especially the software engineers. • Different focuses – younger CC software engineers thriving in a casual environment focusing on high creativity and innovation; older, grounded, and formal individuals from HC. Research Method: The Primary Research method was interviews of the HR managers and departmental managers of both companies. Each interviewee was asked for their assessment of how their current programs meet their respective needs and what the programs lacked; their perceptions of the other company’s plans; and what their personal key areas of concern were in regards to the implementation of a new benefits plan. Results: Benefit Description Importance For HC Importance For CC Recommended for merged plan Choice in Health Ins. Very High Low See Below 401k/IRA options Very High Low See Below Stock Options - High See Below Life Insurance High Low See Below Dental & Vision High High See Below Flex...
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...The Case: Merging Benefits at Huge Computer Company Two major high-tech companies, Huge Co. (HC and Computer Co. (CC), have recently merged to form Huge Computer Company (HCC) and are now starting to combine the operations of both. A key issue of the integration has been how to treat the benefit and retirement plans from the two-companies—in particular, how to blend the plans for the software engineers, who are key to the continued success of the new company. Read the following case and write an executive summary of your key findings for the partner of the Human Resources Consulting firm. Executive Summary: The Merging of Success Huge Computer Company is a result from a merger of Huge Company and Computer Company. Both well-renowned companies that specialize in the latest computer software and hardware. The merge is believed to be in the best interest of each company and will create an even more successful organization. The Mission: Combining business models and benefit plans Both companies have unique strengths to create an even more successful organization. Huge Computer Company combines older employees that have years of computer expertise and knowledge as well as younger employees that with a new outlook and edge when it comes to skillset. Background of Huge Company and Computer Company Huge Company has been in business for 20 years and has 22,000 employees worldwide. Many of the employees have grown with the company and have been accustomed to a formal corporate culture...
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...Manage Operational Plans | BSMMGT515A | TASK ONEDevelop an Operational PlanNKONDE SIMWANZA WAI00002EU | OFFICEMAX OfficeMax is one of the most leading retail shops in Australia. The company has a number of stores in around Australia that mainly specializes in selling office products. The products sold range from various departments but still cater for households and business of every size. We do provide customers with ways to shop in store where customers enjoy friendly expert advice and helpful services as well as online purchases through the company’s website. Figure 1.1 OfficeMax ORGANISATIONAL CHART Table 1.1: OfficeMax Consultation Strategy WHO TO CONSULT | REASON FOR CONSULTING(WHY) | WHAT TO CONSULT | METHORD OF CONSULTATION | Sales Manager | * Acts as the voice of the customer to the rest of the team /company | * Sales assessment * Market recognition to * identify new customers and prospects * Recruiting of new employees | * Meetings * Email conversations | Production Manager | * Give product demonstrations in Trade and analyzing investments in trade * Creates trends and puts value in them more than actual research. * A production manager assesses, oversees and selects projects under quality and specialization. | * Technological diversity * Product control method in order to improve how goods and services are being produced | * Group meetings * Focus groups | Marketing Manager | * Provides advice and strategies...
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...Erin Dreyer, Carley Pearson, Devon Fulton BuAd 248: Occupational Health and Safety Cathy Fitzgerald November 27th, 2015 BuAd 248: Occupational Health and Safety Cathy Fitzgerald November 27th, 2015 Executive Summary https://www.interiorhealth.ca/AboutUs/BusinessCentre/Construction/Documents/Staff%20Safety%20Guidelines%20for%20Healthcare%20Facility%20Design%20Projects.pdf designed to produce an environment of care that is safe and secure for all occupants (patients, staff, and visitors). The planning and design of the facility shall include provisions for achieving the following objectives related to the safety and security of patients, staff, and visitors: * All current provincial and national ergonomic, violence prevention and occupational safety regulatory standards are followed * The built environment promotes wellness to all those within it including staff * The built environment does not contribute to physical, psychological and emotional risks to patients, visitors or staff. * The built environment provides security from criminal activity such as personal assault or theft of property Table of Contents Executive Summary 2 Introduction 4 Literature Review 5 Methodology 6 \ 7 Findings and Discussion 8 Definition of Problem 9 Analysis of Causes 9 Under Staffed 9 Patients 10 Develop, Evaluate and Select Alternative (s) 11 ALT 1: To hire more Health Care Workers ( volunteers, care aids, LPN’s, RN’s) 11 Quantitative...
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...and New South Wales has around 50,000 food businesses which have registered their activities with NSW Health. Additionally, Department of Industry, Innovation, Science, Research and Tertiary Education Report 2012 states that the survival rate of a small business, by employment size between June 2007 to June 2011, is only 59.7%. The purpose of this report is to provide advice to Vivienne and her brothers on the steps they will need to take to setup, design and fill job positions for their new restaurant. Description of the Key Facts/Context (FACTS) The owner’s parents believe children should learn for themselves and while the parents are successful in Chinatown in Sydney there has been no mention of their experience in the business in Newcastle. All three siblings have completed, or in Vivienne’s case about to complete, degrees in Accounting, Law and Business however none of the siblings has experience in starting up a business or in managing a restaurant or staff. Nor do they have qualifications as a chef or in responsible service of alcohol or accredited tertiary education in hospitality – these persons must be employed. Further, there appears to be some concept confusion as they want a fine dining experience (excellent food, seafood and Yum cha) but want it to be good value and set in a casual dining Chinese restaurant. This will require defining in the business plan and objectives. Moreover, there is a requirement for an external environment analysis to...
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...employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees.Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. Components of Compensation System Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are as follows: Types of Compensation Compensation provided to employees can direct in the form of monetary benefits and/or indirect in the form of non-monetary benefits known as perks, time off, etc. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. If the compensation offered is effectively managed, it contributes to high organizational productivity. Direct Compensation Direct compensation refers to monetary benefits offered and provided to employees in return of the services they provide to the organization. The monetary benefits include basic salary, house rent allowance, conveyance, leave travel allowance, medical reimbursements, special allowances, bonus, Pf/Gratuity, etc. They are given at a regular interval...
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...There is evidence that shows the best way to attract, engage and retain employees is to focus not just on pay and benefits but also on rewards. Such as, education and development, health and well-being, financial security, and other amenities and perks; for example, business casual environment, easily accessible work out facilities, and banking. Other perks could be discounts on merchandize, tuition reimbursement and free to low-cost parking. Many rewards and benefit programs are development in fragmented ways, without regard of fitting the parts with the organization’s goals. Organizations have the ability to develop and execute a total rewards solution. By analyzing the design and delivery of each strategy component, companies can take the steps needed to maximize the effectiveness. Keywords: total rewards, Associate Assisted Program (AAP) Assignment 1: Case Study: GEICO: Total Rewards Approach GEICO has five different types of programs that help benefit their employees’ well being. Such as, Your Health and Well-being which includes plans such as medical, dental and vision; an associate assistance program (AAP); long-term disability (LTD) and physical fitness. The next program that GEICO has is Building Your Financial Future. This portion of the program helps employees plan for their retirement by giving them investment options that include traditional and Roth 401K plans, profit-sharing plan, flexible spending accounts, life insurance, accident insurance, associate...
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...CASE STUDY - MODULE 7 EMPLOYEE SERVICES: HEALTH, SAFETY & WELFARE CARGO & CONTAINER HANDLING CO. LTD. Management Case Study Prepared by PQHRM-31/82 AMANDA SOMATILAKE 16Th October 2009 Table of Contents • Introduction Page 1 • Issues Page 2-6 • Assessment Page 7-9 • Plan • References Page 10 Introduction The given case study describes a Cargo & Container handling yard & problems arise after relocation. Cargo and Container Handling Co. Ltd was earlier located in Colombo, in close proximity to the Port, With the relocation of such projects out of Colombo City the container yard along with all its technical operations was relocated in Hendala. The new container yard is around 10 acres in extent and was macadamized. Now there are some Health and Safety issues arises and the company has to find out solution for those issues. Health and safety policies and programs are concerned with protecting employees and other people affected by what the company produces and does against the hazards arising from their employment or their links to with the Company. The importance of healthy and safe policies and practices is, sadly often underestimated by those concerned with managing business and by individual managers within those businesses. But it cannot...
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...Bread has taken. They compete on the basis of providing an entire dining experience they call “Panera Warmth” .Their environments are distinctive and engaging, have an alluring and hospitable atmosphere, free Wi-Fi , real china & stainless silverware. Also regular changes in menu offerings to adapt to consumer wants and needs are points of emphasis to differentiate themselves from the competition. The type of competitive advantage they’re striving to build is based on the triple combination of Product, Environment, and Great Service (PEGS). Prior to Panera Bread going nationwide, the management performed cross-country market research and concluded that consumers could get excited about a fast and high quality dining experience, called fast casual. Panera Bread is attempting to achieve competitive advantage with offerings that rivals don’t have and can’t afford to match. In this case, delicious handcrafted bread arriving fresh daily, served in an inviting atmosphere is the company’s competitive advantage and core competency. 2. What does a SWOT analysis of Panera Bread reveal about the overall attractiveness of is situation? What, if any, core competencies or distinctive competencies does Panera have? Strengths: Bread-baking expertise, high quality food, highly profitable, local customer base, nationwide leader in the...
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