Human Resource Management Employee Benefits Case Study

Pages: 3 (892 words)  ·  Bibliography Sources: ≈ 3  ·  File: .docx  ·  Topic: Careers


These firms highly appreciate their employees due to their loyalty and hard work and the strong company culture valuing impartiality and communication, between the firm and employees. Genentech's prosperity culminates back to respect for employees as well as rewards issued to them. In addition to traditional benefits, Genentech provides employees with personal concierge service, flexible work scheduling, childcare, nursing mother's rooms, onsite nurses, adoption assistance, and company sponsored family events. Besides, additional benefits include pet insurance, free snacks, and paid six-week sabbaticals every six years. In line with this, Zappos, online shoe retailer, takes life a little less seriously than Genentech with perks to match their fun-loving culture like pajama parties, nap rooms, regular happy hours, and a full-time life coach.

Adoption of Genentech's and Zappos' Incentives

In my opinion, initiatives offered by both Genentech and Zappos can possibly work for other companies. According to a recent show on the travel channel, there are several organizations from around the world which are willing to everything to ensure their employees' happiness. These firms are aware that the happier the employees, the harder are able to work in ensuring organizational prosperity. However, the major challenge realized by these firms is laxity of some employees taking advantage of the benefits and in return make no impact on the company's productivity.

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In the corporate world, businesses are not compelled to provide several benefits but for business success, it is essential in helping companies remain competitive and retain employees. Therefore, HRM should be the driving force in building employees' loyalty, retaining employees as well as attracting budding candidates (Conaty & Ram, 2011). In line with this, using benefits as a strategic component improves workers efficiency, morale, and productivity. Companies who fail to meet employees' requirements lose employees to competitive firms thus affecting business activities in the long-term period.

TOPIC: Case Study on Human Resource Management Employee Benefits Assignment

In addition to reducing turnover rates, companies should initiate best industry safety records. The HRM should understand factors likely to motivate and retain prospective employees. However, most employees are not motivated by mere 5-figure paychecks alone, but other innovative privileges such as tuition reimbursement, child care and sponsored family events among others. Thus, using benefits as a human resource strategic component helps improve employee motivation, strong relations between management and employees and with clients. Ultimately, the clients become aware of the organization's practices thus becoming attracted to the organization.


Conaty, B., & Ram, C. (2011). The Talent Masters: Why Smart Leaders put People before Numbers. Crown Publishing Group.

DeCenzo, D.A. (2009). Fundamentals of Human Resource Management, 10th Edition. New York: John Wiley & Sons, Inc.

Ulrich, D. (1996). Human Resource Champions: The next Agenda for adding Value and Delivering Results. Boston,… [END OF PREVIEW] . . . READ MORE

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How to Cite "Human Resource Management Employee Benefits" Case Study in a Bibliography:

APA Style

Human Resource Management Employee Benefits.  (2012, December 9).  Retrieved July 28, 2021, from

MLA Format

"Human Resource Management Employee Benefits."  9 December 2012.  Web.  28 July 2021. <>.

Chicago Style

"Human Resource Management Employee Benefits."  December 9, 2012.  Accessed July 28, 2021.