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Essay / Research Paper Abstract
3 pages in length. The importance of employee benefits as a strategic component of fulfilling the goals of HRM is to demonstrate appreciation for performance, retain good employees and attract those who are both qualified and dedicated to the position in the long term. No bibliography.
Page Count:
3 pages (~225 words per page)
File: LM1_TLCbenemotek.rtf
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Unformatted sample text from the term paper:
both qualified and dedicated to the position in the long term. Employee benefit programs are significant determinants when people decide where they are going to work, clearly illustrating how
pay is tied to performance. Without the comprehensive benefits package typically offered by HRM departments across the country, employers would find it difficult to effectively compete for the skilled
workforce. Holding a job anymore does not merely mean collecting a paycheck; rather, HRM at Motek has come to realize how the overall appeal of any position - as
well as the staying power it holds over the employee - must also include an attractive compensation arrangement as added incentive for performance and longevity.
There was a time when employee compensation was nothing more than a minor supplementation to ones standard salary. Today, however, benefits are as important - and sometimes
even more so - than the basic earned wage. Smart companies like Motek are becoming much more open-minded in their approach to pay, evaluation, and rewards systems in order
to determine just where they stand in the highly competitive benefits market. Compensation packages - from corporate executives all the way down the chain of command - help employees
stay afloat in an often slow or burned out economy, affording them such luxuries as insurance, counseling, daycare and other entities the typical 9-5 worker would not otherwise be able
to obtain. For Motek, however, it also means retaining talented, loyal employees whose contributions are both recognized and appreciated. Motek is using
employee benefits as a motivating tool by essentially enticing workers to remain loyal to the company in exchange for valuable commodities. Clearly, the workplace is not the same as
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