Hr Case Study Essay Example

courts, a swimming pool, yoga, and dance classes that are available 24/7 for employees. Providing these activities for employees may appear costly, but the costs of obesity include more doctor's visits, diabetes, and high blood pressure, all of which are extremely detrimental to employees.

Google would face higher health care premiums and loss of workdays as a consequence of obesity, which could become more costly in the long term. Scripps Network, the top media and marketing company in the home, food, and lifestyle industry, considers international expansion vital for growth. Consequently, Scripps plans to introduce the food network in Asia, Africa, and the Middle East. The Scripps Network also values workplace diversity to reflect our multicultural society and benefit from a wide range of perspectives. At Scripps, a diverse workforce with progressive individuals thriving in a supportive culture acts as a catalyst for numerous unique ideas.

The Diversity Committee at Scripps was created to ensure that the company remains committed to diversity, similar to Google. Scripps has also integrated modern priorities into their organizational culture. Many young people today are actively participating in environmental efforts to create a better future. Scripps has also joined these initiatives and prioritizes global social responsibility. Engaging in such activities benefits Scripps by improving their global reputation, enhancing employee morale and loyalty, and gaining a competitive advantage with consumers. (p.)

According to page 10 of our Human Resources Text, jobs that promote social responsibility are increasingly popular and for good reason. The text explains that attracting individuals with social responsibilities before hiring can result in lower turnover and higher productivity when they become employees. UPS, a multibillion-dollar corporation, is dedicated to facilitating global

commerce. It is the largest package delivery company in the world and a top provider of specialized transportation.

UPS, similar to Google, is known as a global team that values its employees greatly. They demonstrate this by providing access to higher education and tuition assistance programs for their workforce. Additionally, UPS distinguishes itself from other companies by extending full-time benefits to part-time employees, including medical/dental coverage and tuition assistance. Another noteworthy characteristic of UPS is their dedication to promoting employees internally, ensuring that those who have shown years of hard work are not disregarded in favor of new hires without prior company experience.

UPS provides a wide range of benefit options to its management team in order to meet their personal and family needs. The company has achieved global success and recognizes the importance of prioritizing the success of each community it operates in. To fulfill this belief, UPS actively implements socially responsible and sustainable business practices to minimize its environmental impact and enhance communities worldwide. An example of this is the utilization of 1629 alternative fuel vehicles that emit 30 percent fewer emissions on the roads. In addition, UPS, like Google and the Scripps Network, incorporates total rewards as part of its strategy to attract, motivate, and retain employees. These rewards encompass both monetary and non-monetary incentives provided by the company.

The text suggests that there is increasing concern among HR professionals about the effective use of total rewards programs to attract good talent in organizations. It is also suggested that these programs should be communicated more clearly to employers (p 360). UPS has already embraced the total rewards concept, as evidenced by the benefits offered to

part-time employees, managers, and tuition assistance mentioned earlier. The total rewards concept focuses on both indirect and direct compensation, which enhances a company's ability to motivate employees, especially in financially challenging situations that companies sometimes face (p 360). In contrast to Google, Scripps, and UPS, my first employer, McDonald's, did not prioritize employee satisfaction but rather focused on serving the customer.

The low morale among employees resulted from the lack of benefits and part-time hours at McDonalds. Unlike Google, which addresses and provides a solution to the obesity epidemic, McDonalds encourages it with its unhealthy and high-fat foods. The total rewards program at UPS does not play a role for McDonalds employees, as the company is more concerned about its image and customer satisfaction. However, McDonalds does prioritize social responsibility as it believes that maintaining a positive image leads to a competitive advantage with consumers. Despite neglecting its employees in favor of customers, McDonalds has still achieved great success.

Organizational culture is as important for HR efforts as it is for the industry. However, it is evident that all of these companies have adapted and evolved with society. They acknowledge that a modern company that reflects society is synonymous with success.

References

1. "The Google Culture A· Corporate Information A· About." Google. Web. 26 Mar. 2011.
2. Shipping, Freight, Logistics and Supply Chain Management from UPS. Web.

26 Mar. 2011.

Mason, South-Western Clengage Learning, 2011, Print.