Module 2 – Case
EMPLOYEE BENEFITS
Assignment Overview
Compensation and Strategy: Controlling Benefits Costs
The ability to adequately control employee benefit costs today is often the difference between organizations that are successful and those that are not.
This is even more complex with the recent governmental focus on health insurance and the attempts to roll back the Affordable Care Act. If you are interested in mandated health insurance in the U.S., a Google search will result in several sources; for example:
Levy, N. and Kim, K. (July 2017). A side-by-side comparison of Obamacare and the GOP’s replacement plans (2017). The Los Angeles Times. Retrieved from http://www.latimes.com/projects/la-na-pol-obamacare-repeal/ .
Case Assignment
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:
1. IKEA
2. Reebok
3. Bain & Company
4. Goldman Sachs
5. Facebook
6. Scripps Health
7. Starbucks
8. American Express
9. Eventbrite
10. Whole Foods Market
11. In-N-Out
12. Deloitte
13. Gap Inc.
14. Microsoft
15. Swiss Re
16. Amazon
17. USAA
18. Southwest
19. Genetech
20. Timberland
· Select one of these employers that you have not studied before and conduct research on the total rewards they offer. Important: at least 2/3rds 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 either other employers or by subject matter experts (speakers, authors) to evaluate the effectiveness of total rewards offered.
Present your findings in one of the following ways:
· A presentation of 10-12 slides, with either voice-over on the slides, or with detailed notes included with your slides.
· An essay format
Be sure to also include a list of at least 3-4 references used (from the Trident Online Library, preferred).
