All About Employees
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Employees 2
All About Employees
In order for an organization or company to succeed, meet its goals and be dynamic,
there are many factors that have to be considered. It is not just about making the employees
satisfied and happy with their jobs, not just about having that competitive edge against other
companies, not just knowing what to do or how to do things in order to be called ‘successful.’
A company that is bound to be successful would consider employees as one of its priorities. A
company must take care of its employees the same way employees contribute to the
organization they are working for.
Quest Diagnostics is a company that was known all over the world. It offers clinical
laboratory services and is the leading provider of diagnostic testing, information and services
(questdiagnostics.com, 2000-2007). Quest Diagnostics is a big company, employing more than
38,500 (AARP.org, 1995-2007). Usually, such big companies face a lot of problems when it
comes to dealing with their employees. Due to the diverse population in the company and the
diversity of work, it is hard to maintain a working environment that suits everyone.
The following passages delve into the factors that organizations or companies like
Quest Diagnostics must consider.
Compensation and Benefits
What should be included in an organization’s plan for compensation and benefits?
What are the major alternatives and factors an organization should examine? Include factors
related to attraction as well as retention of employees. Arthur (2001) says that an organization
“should embrace a compensation philosophy that identifies its desired market position.” This
is important because giving the right compensation and benefits package to the employee
means the company recognizes and rewards his or her performance. This is also a way of
motivating the employee to improve his or her job performance.
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Arthur (2001) adds that the compensation program that the company adopts should
consider employee performance in alignment with business performance. As in the case of
Ted and his son, Mark, the latter must also consider what his father expects of him, why he
expects it and the rewards Mark can gain when he meets his father’s expectations.
This is true in real life. For every employee, a company has expectations, and that is
for the employee to excel in his job and contribute to the overall success of the company.
Employees must bear in mind that if they do what they are expected to do for the company,
they will share in the success of the company.
On the other hand, the company must also consider the expectations employees have.
Of course, employees would want to be compensated fairly for their contributions to the
company. And they would want to gain benefits that come along with working for their
company. An employee who knows that none of his efforts is wasted will be motivated to do
beyond what the company expects from him.
Every company must consider in what form the employees must receive the
compensations and benefits. As Arthur reported (2001), the base pay has escalated and
reached $48,000 (for computer engineering). This shows that the company must develop a
well-rounded compensation system to determine if the employee deserves the amount of base
pay he receives. This is also a way of attracting the best talent to work for the company.
An article by McLaughlin and Kurlinski (2007) showed that inadequacy in
compensation and benefit packages is one of he factors which make Chinese employees
dissatisfied. The Mercer Human Resource Consulting’s Human Capital Forecast for October
2006 reported that better pay is the main reason why employees would leave their company
(cited in McLaughlin & Kurlinski, 2007). Another study by Healthfield (2007) showed that
53% of employees would seek better compensation and benefits as one of the reasons for
looking for a new job.
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This is not just evident in China. Anywhere in the world, you’d see employees wanting
to transfer to another company which offers higher pay and better compensation and benefits
package. This is why every company must determine its compensation policy to attract and
keep the best talents. Additionally, a company must make sure that they offer competitive
compensation and benefits. These must be included in its compensation plans or employment
policies.
Furthermore, McLaughlin and Kurlinski (2007) say that fringe benefits may further
attract and retain employees. These, too, must be included in the company’s employment
policies or agreements. Benefits usually range from medical and dental coverage, well-being
benefits, health insurance, discounts in various establishments to department outings and free
training. Other companies also offer innovative perks and plans.
At some point, attracting and retaining the best employees seem to be a challenging
task for a company. This is because the company must consider ways in order to keep its
employees as part of its workforce. However, this is a challenge that is not entirely impossible.
As was in the case of Quest Diagnostics, its thousand-strong workforce must be enjoying
compensation and benefits that match their expectations.
Employee Rewards, Recognition and Opportunities
What should be included in an organization’s plan for rewards, recognition, and
employee opportunities? What are the major alternatives and factors an organization should
examine? Include the relationship to employee retention and motivation. I have watched the
movie What Women Want wherein a small portion of the movie was about this lady who was
not given much attention just because she was the messenger. The lead male character was
given the ability to hear what women think, and from the thoughts of the lady, he learned that
she was hungry for recognition and other opportunities that other employees received.
Moreover, the lady had been dreaming to be promoted as a copy writer but nobody seemed to
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recognize her credibility. But at the end, the male character offered her the job, which showed
that he trusted in her ability to do the job well.
A company that serves its employees well must consider the ways in which to further
develop them. It must provide opportunities and rewards that will be for the benefit of all. In
Quest Diagnostics, it has values that it observes for the employees and for the whole
organization as well. The company prioritizes collective goals for the achievement of
excellence. There are countless opportunities for growth such as open communication,
meaningful cooperation among colleagues, teamwork, and respect for each other. Moreover,
the company also provides and encourages personal leadership to meet expectations.
Additionally, it prioritizes growth opportunities for its employees (questdiagnostics.com,
2000-2007).
Quest Diagnostics has a corporate integrity program which promotes compliance to the
laws and regulations about the company’s business. It has an environment wherein the
employees adhere to the legal and ethical standards. The company also promotes a working
environment where they can be proud of themselves and of their company. It also considered
the health and safety of its employees.
The issue of employee rewards, recognition and opportunities lead to the retention of
employees. The factors that the company must consider include innovative compensation and
benefits packages, effective rewards and recognition, performance management, strategies for
increasing employee satisfaction, measures of employee satisfaction, career planning,
work/life strategy, building new-hire commitment, competency-based strategies, employee
needs, monitoring programs, career development, employee strategy to support growth and
loyalty and merger and acquisition retention strategy.
The AARP (1995-2007) listed the following as factors that companies must consider:
benefits for full-time workers, employee discounts, flexible work schedules, benefits for partEmployees
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time workers, flexible training opportunities, temporary work, retiree benefits, 401 K, job
sharing opportunities, internships/apprenticeships and seasonal work.
On the other hand, employees must be recognized for their hard work. An article by
Heathfield (2007) showed that recognition is hard to come by these days in most companies.
In fact, employees are complaining about not being recognized and rewarded for their efforts.
Managers must be aware that recognition is a powerful communication tool which
rewards the efforts that employees exert for the business. Additionally, recognizing employees
is communicating to them that you want to see their actions and behaviors repeated. The result
would be for employees to feel appreciated and cared about. This would lead to more
productive work done.
There have been surveys conducted by the human resource departments about what
most employee want from work. Fifty-five percent of the respondents would want praise and
recognition from their supervisor. Money, benefits and events that involve employees were
also listed. However, recognition seemed to be the number one choice.
A company that considers recognition as a way to motivate and retain employees must
consider the following alternatives. First, a supervisor can write a personal note to the
employee recognizing him. The verbal recognition can go with a gift, such as plaques or
certificates. It will support the employee recognition. The company can also recognize the
employee publicly so that he becomes a model. If a company does these and other strategies,
for sure every employee would not think of leaving the company.
Recruitment
What factors should determine the proper mix of recruitment methods for an
organization? Include such factors as organizational goals, diversity, and creative solutions.
Many companies and recruitment agencies consider hiring the right employee as a very
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important task. These companies would not want to regret later if they have accepted someone
who does not fit the job.
A company’s recruitment methods must, in all ways, match its organizational goals,
diversity and creative solutions. Since goals are a collective decision, the human resource
managers must bear in mind that those they will hire will have a part in establishing
organizational goals. Thus, good decision making must be one of the qualities that managers
must look for in prospective candidates. In the same way, hiring the right employee must be
according to the goals of the company.
Diversity is another factor that would determine the recruitment methods of the
company. As in the case of Quest Diagnostics, it employs persons of mixed backgrounds.
How was the company able to recruit them? Of course, the company recognized the
importance of valuing differences. Although people are different, they must be dedicated to
the goals and objectives that the company wants to achieve (Genzyme Corporation, 2002-
2007).
Arthur (2001) mentioned the following as factors that a company must consider: cost,
immediacy, audience and level. Money is needed to advertise for the vacant position.
However, it can limit the options of the company. Immediacy, on the other hand, is about
filling the vacant position as soon as possible. Recruitment can be done through advertising or
conducting job fairs. The third factor is about determining whether a wider range of audience
must be reached, thereby maximizing the chance for more candidates to choose from. And
lastly, the company must consider the exemption level for the position.
Usually, companies use different sources in hiring and recruiting. The traditional
sources include employee referrals and newspaper ads. Aside from these, recruitment can be
done through recruitment agencies or job fairs.
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In order to maximize these resources, the manager must determine the best resource to
use in order to generate prospective candidates for the vacant position. He must also think of
using creative recruitment solutions (Arthur, 2001).
McLaughlin and Kurlinski (2007) also suggested that the manager must consider the
recruiting needs for each position. Aside from this, he must evaluate the job positions and the
company’s future needs. In turn, this should be compared to the candidate’s long-term goals
and making sure that such goals will be consistent with the company’s offer.
Meyer (2007) has some suggestions on recruiting and hiring the candidate that will be
a helpful addition to the company’s workforce. First is hiring for today’s need and tomorrow’s
vision. This means that the candidates to be hired must provide the right skills needed in the
future. Second is to understand the job. The manager must determine the characteristics that
make the candidates effective for the job. Third, the hiring process should be legal. Also, the
manager must build a standardized hiring process and then use it. This means that the manager
must set criteria for choosing the right candidate and do background checks. Next, hiring top
talent means more profit. The right candidate will contribute to the company. Next, a bad hire
is worse. It can cost the company plenty. Next tip is interviewing doesn’t work. Traditional
interview alone will not generate the best talent. It tends to be subjective. The manager must
also consider the most neglected aspect of hiring, which is the job analysis. It should be
considered because it produces the personal attributed needed for effective work. Lastly, the
people must match the jobs. The manager must employ multiple selection methods.
Work/Life Balance
How should an organization address the issue of work-life balance? What are the
major alternatives and factors an organization should examine? According to Bird (2003),
work/life balance is not about equal balance. But one thing is sure. It changes over time. Your
balance might be different today from when you were looking for work. It might be different
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today from yesterday. Bird added that the right work/life balance is different for everyone
because of differing priorities and lives.
A company must consider work/life balance since everyone has his own personal life
other than his work life. Some have families to attend to, other businesses to manage, and
projects to finish. In short, our personal life should not get in the way of our work life and vice
versa.
The company must consider the work/life balance as a tool for improving the
employees’ productivity. The work/life balance program must communicate the following
highlights to the participants: techniques for timely project completion, tool to maximize time
in relationships, a method for staying in balance every single day, accepting responsibility for
own work and life outcomes, strategies that would improve team communication, adjusting
work/life balance accordingly, and staying in focus.
According to Arthur (2001), the use of a company’s work/life balance programs must
be supported by the management. The company must consider the fact that employees are not
robots. They need these programs in order to make sense of their lives and to not feel stressed.
This must be the reason why companies provide services for the welfare of the employees
such as swimming pools, gyms, and other areas for relaxation. These serve as diversion for the
employees so that they can free their minds from things that would stress them out.
The right work/life balance presents many benefits to both the individual and the
organization. In the individual level, the right work/life balance promotes value and balance in
life. The individual can also have the chance to determine the best work/life balance that
works for him. Moreover, this would reduce stress and would improve relationships on and off
the job. Additionally, work/life balance promotes productivity.
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In the organizational level, the right work/life balance can improve morale among the
many employees. Organizational stress is reduced and there is enhanced communication and
teamwork.
Since not all companies would easily support work/life balance programs, the
management must be encouraged to support it through training. The program must make sure
that the employees understand the value of the work/life program so that they can maximize it.
Arthur (2001) mentioned that the Phoenix Home Life Mutual Insurance Company has
a work/life balance program for its employees. In the training, the program makes use of roleplaying
wherein the participants can use the skills they have learned. The participants then
understood the importance of work/life balance program in improving their productivity.
Bird (2003) emphasized the importance of achievement and enjoyment as part of
“defining a positive work/life balance.” He added that achievement and enjoyment are
important in determining the answers to the question “Why?”
For a big company like Quest Diagnostics where performing work is important, a
work/life balance program would be helpful in making the employees productive. In the
present time, the company provides testing for more than half a million patients in a day, and
serves approximately half of the physicians, hospitals and health care systems in the United
States. This work is stressing. A work/life balance program would definitely refresh the
employees and provide them with energy to continue serving the company’s customers.
However, a work/life balance program is not just the only thing that would further
bring the company to its ultimate success. Concern for the factors mentioned above would
further improve the company. All of these show that retention of employees is important for
the success and growth of business in any industry.
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References
About Quest Diagnostics. (2000-2007). Retrieved October 18, 2007 from
http://questdiagnostics.com/
Arthur, Diane. (2001). The employee and retention handbook. United States of America:
AMACOM.
AARP. (1995-2007). Quest Diagnostics. Retrieved October 18, 2007 from
http://www.aarp.org/money/careers/findingajob/featuredemployers/
quest_diagnostics.html
Bird, Jim. (2003). Work-life balance defined – what it really means! Retrieved October 18,
2007 from WorkLifeBalance.com:
http://www.worklifebalance.com/worklifebalancedefined.html
Genzyme Corporation. (2002-2007). Diversity at work. Retrieved October 18, 2007 from
Genzyme web site: http://www.genzyme.com/corp/careers/diversity_main.asp
Heathfield, Susan. (2007a). Employee recognition rocks. Retrieved October 18, 2007 from
About.com:
http://humanresources.about.com/od/rewardrecognition/a/recognition_emp.htm
Heathfield, Susan. (2007b). Keep your best: Retention tips. Retrieved October 18, 2007 from
About.com: http://humanresources.about.com/cs/retention/a/turnover_2.htm
McLaughlin, L. & Kurlinski, M. (2007, May 22). Attraction and retention of Chinese
employees: A legal perspective. Retrieved October 18, 2007 from Godfrey and Kahn web
site: http://www.gklaw.com/publication.cfm?publication_id=612
Meyer, David. (2007). Nine recruiting and selection tips to ensure successful hiring. Retrieved
October 18, 2007 from About.com:
http://humanresources.about.com/od/selectemployees/a/staff_selection_2.htm