Microsoft Corporation

Essay Instructions:

For your case assignment, please read all of the required background readings for this module. Once you've read and reflected upon these materials, please-- Compare and contrast total rewards programs to more traditional approaches to compensation and benefits. Discuss the advantages and disadvantages from the employer's perspective of implementing a total rewards program. Discuss the relative advantages and disadvantages from the employee's perspective of implementing a total rewards program. How are total rewards impacted by today's legal environment? Give specific examples. Please upload your paper to CourseNet. Paper length: 4-5 pages, not counting the cover and reference pages. Assignment Expectations: Your paper should demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing upon all of the required background readings and any relevant sources from your prior courses and your own library and Internet research. Prepare a paper that is professionally presented (including a cover page, a "List of References," and a strong introduction and conclusion). Proofread your paper carefully for grammar, spelling and word-usage errors. Address all aspects of the assignment as stated above. Provide private-sector employer examples of HRM programs, systems, processes and/or procedures as you address the above assignment requirements. Provide the names of the employers. Note--Do not use your SLP organization as an employer example in your case paper. Limit your Internet searching and focus instead on library searches and be sure to bring in information from the background readings. Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes, numbered end notes or APA style of referencing. References Required Materials 2010 Benchmarks: Key Measures to Monitor. (2010, January). HR Focus, 87(1), 1,13-15. Retrieved May 16, 2010, from ABI/INFORM Global. (Document ID: 1927191601), http://proquest(dot)umi(dot)com/pqdweb?did=1927191601&sid=2&Fmt=3&clientId=29440&RQT=309&VName=PQD Asinof, L. (2006, March 6). Total Rewards. Fortune, 153(4), S1-S2,S4,S6-S7. Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=998406231&sid=11&Fmt=3&clientId =29440&RQT=309&VName=PQD Atkinson, W. (2009, November). Filling In Around the Edges. HRMagazine, 54(11), 55-58. Retrieved May 16, 2010, from ABI/INFORM Global. (Document ID: 1894138951), http://proquest(dot)umi(dot)com/pqdweb?did=1894138951&sid=1&Fmt=3&clientId=29440&RQT=309&VName=PQD Chen, H., & Hsieh, Y. (2006, Nov/Dec). Key trends of the total reward system in the 21st century. Compensation and Benefits Review, 38(6), 64-71. Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=1170167441&sid=12&Fmt=4&clientI d=29440&RQT=309&VName=PQD Johnston, D. (2007, Jan. 29). Finding the ROI in total rewards. Canadian HR Reporter, 20(2), 29,34. Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=1223243211&sid=13&Fmt=3&clientI d=29440&RQT=309&VName=PQD Reynolds, L. A. (2005). Communicating Total Rewards to the Generations. Benefits Quarterly, 21(2), 13-17. Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=823982251&sid=15&Fmt=4&clientId =29440&RQT=309&VName=PQD Rumpel, S. & Medcof, J. (2006, Sept/Oct). Total rewards: Good fit for tech workers. Research Technology Management, 49(5), 27-35. Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=1128116341&sid=16&Fmt=4&clientI d=29440&RQT=309&VName=PQD Simon, T. M.; Traw, K.; McGeoch, B.; & Bruno, F. (2007, Summer). How the Final HIPAA Nondiscrimination Regulations Affect Wellness Programs. Benefits Law Journal, 20(2), 40-44. Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=1262618971&sid=18&Fmt=3&clientI d=29440&RQT=309&VName=PQD Total rewards. (2005, May 16). Fortune, 151(10), S1-S2,S4,S6,S8-S9. Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=835695541&sid=10&Fmt=3&clientId =29440&RQT=309&VName=PQD What Changes to Benefits Are Coming in 2010? (2009, November). HR Focus, 86(11), 1,13-15. Retrieved May 16, 2010, from ABI/INFORM Global. (Document ID: 1889118441), http://proquest(dot)umi(dot)com/pqdweb?did=1889118441&sid=4&Fmt=3&clientId=29440&RQT=309&VName=PQD Optional Materials 14 Pointers to Help You Understand the Essentials of COBRA. (2005, Jan). IOMA's Report on Managing Benefits Plans, 05(1). Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=777363431&sid=9&Fmt=3&clientId= 29440&RQT=309&VName=PQD BenefitsLink.com, Inc. (2008). Retrieved May 16, 2010, from http://www(dot)benefitslink(dot)com/index.shtml Communicate better about rewards programs. (2009, Jan). HR Focus, 86(1), 12. Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=1622274061&sid=2&Fmt=3&clientId =29440&RQT=309&VName=PQD Kochan, T. (2007, May). Wages and the Social Contract. The American Prospect, 18(5), A22-A23. Retrieved May 16, 2010, from http://proquest(dot)umi(dot)com/pqdweb?did=1264222301&sid=14&Fmt=3&clientI d=29440&RQT=309&VName=PQD

Essay Sample Content Preview:

Running Head: Total Rewards
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Microsoft Corporation is involved in the manufacturing, development, supporting and licensing different kinds of soft ware products and services for various kinds of computing machines. The Company has around eighty thousand workers globally and its total revenue is over fifteen billion dollars. It is the biggest and well-known technology corporation globally. The company provides the workers with the necessary technologies and tools they require to carry out their duties to the best of their abilities and hence giving the best results. The workers are required to create entertainment and software products that are customer-focused globally. These therefore make the work for the employees challenging and therefore they need to be motivated to improve their performance and sustain them. (Jyoti P., 2006).
Microsoft Corporation already has a way of motivating its workers. The company focuses mainly on morale and that each group within the company has a budget that the group can use in doing anything it wishes to use it for. The different groups use the budget to make their own favorite products such as making a movie theater. The company has also introduced a laundry machine within its premises to be used by its employees and this clearly indicates that company is not for the idea of using monetary incentives but rather improving the environment for the employees. (Articlesbase, 2007).
The company has employed flexibility in working hours and the premise of the company contain almost all type office equipment and if you need one it could be availed to you within the shortest time possible. If ones’ computer experiences a problem, the technical team will attend it in less than two hours time. Employees can use the computers for their own work and nobody complains in the company and at times employees can be allowed to borrow the computers from the company. (MckinseyQuarterly, 2009).
The corporation also makes use of non-monetary rewards and workers are often given towels and T-shirts. The company also organizes dinner for its employees once in a while in a big restaurant and the best performing workers are often rewarded by the company. The corporation doesn’t deny its workers and their families from benefiting from the company’s assets and that children to the employees would often come and do their assignments using the company’s compu...

Updated on January 26, 2024

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