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Section A: Basic pay is not enough to attract and retain talented employees. Critically discuss
in relation to other benefits and rewards being offered by employers.

Introduction

I today’s competitive job market, organizations face the challenge of attracting and
retaining talented employees. While basic pay is a fundamental factor, it alone may not be
sufficient to attract top talent and maintain a motivated workforce. Employees are increasingly
recognizing the importance of offering a comprehensive package of benefits and rewards to meet
the evolving needs and expectations of employees. This essay critically examines the additional
benefits and rewards that employers can provide, exploring their significance in attracting and
retaining talented individuals.

Employee benefits

Employee’s benefits encompass a wide range of offering beyond basic pay, aimed at
enhancing the overall well-being and work life balance of employees. These benefits may
include various strategies which are explained below.

One effective employee benefits that can be provided by employers is the Health and
Wellness Benefits. Providing a comprehensive health insurance coverage, wellness programs,
gym memberships, and access to mental health support can demonstrate an employer’s
commitment to employee well-being.

In addition, retirement plans play a very crucial role in attraction and detainment of
employees. Offering retirement savings plans or pension schemes, can help employees secure
their financial future and contribute to long-term loyalty and retention.

Offering flexible work arrangements is also a proven tactic. Granting flexibility in hours,
remote work options, or compressed workweeks can enhance work-life balance and increase
employee satisfaction. Additionally, generous vacations, sick leave, parental leave, and
sabbatical policies contribute to employee satisfaction and enable them to maintain a healthy
work-life integration.

Performance-Based Incentives
 Performance based incentives are rewards tied to individual or team achievements,
providing motivation and recognition. These incentives may include Bonuses and Profit-sharing
and Commission and Sales Incentives. Offering performance related bonuses or profit –sharing
schemes can align employees’ interests with organizational goals and incentivize high
performance. Similarly, sales-driven organizations often provide commission-based
compensation structures, motivating sales teams and rewarding their contribution to the
company’s success. These, together with recognition and rewarding outstanding performance
through merit-based pay raises can foster a performance-driven culture in the organization and
encourage continuous improvement.

Professional Development, and Career advancement.

Investing in employee’s professional development and career advancement can

significantly contribute to talent attraction and retention. Some relevant strategies include the
following:

Training and Development, and Monitoring and Coaching. Offering opportunities for
skill development, workshops, conferences, and access to inline learning platforms can
demonstrate an organization’s commitment to employee growth. Also, providing formal
mentoring programs or coaching opportunities can help employees navigate their career paths,
develop their skills, and foster a sense of support and guidance.

Career Progression and Promotion Opportunities also facilitate professional development

and career advancement of employees. Establishing clear career paths, internal promotion
opportunities, and succession planning can motivate employees by providing a sense of long-
term growth and advancement within the organization.

Work-life Integration Initiatives

Work-life integration initiatives aim to create a flexible and supportive work environment
that acknowledges the diverse needs and responsibilities of employees. Some of these initiatives
include; Employee Assistance Programs, Family-Friendly Policies, and Employee Well-being
Initiatives.
 Offering counselling services, financial advice, or work-life counselling can support
employees in managing personal and professional challenges. Similarly, implementing policies
such as childcare assistance, parental leave, or on-site daycare facilities can help employees
balance work and family responsibilities. These strategies in addition to providing access to
wellness activities, stress management programs, and employee engagement initiatives can foster
a positive work culture and enhance employee satisfaction.

Conlcusion

While basic pay remains a significant factor, employers must go beyond it to attract and
retain talented employees. By offering a comprehensive package of benefits and rewards,
including employee benefits, performance based initiatives; organizations can create an
appealing and supportive work environment. However, it is crucial for employers to tailor these
offerings to the unique needs and preferences of their workforce, continually evaluate their
effectiveness, and adapt them to maintain a competitive edge in attracting and retaining top
talent.

Section B: Compare and contrast the different methods by which organizations manage short
and long-term sickness absences.

Introduction

Managing employee sickness absences is a critical aspect of human resources and talent
management. Organizations must implement effective strategies to address both short-term and
long-term sicknesses absences to ensure the well-being of employees and maintain productivity.
This essay aims to compare and contrast the different methods used by organizations to manage
short-term sickness absences, providing relevant examples for further clarification.

Short-term Sickness Absences Management

 Short-term sickness absences refer to relatively brief periods during which employees are
unable to work due to illness or injury. Organizations employ several strategies to manage these
absences effectively.

Implementing Flexible Work Arrangements is one way to achieve this issue.

Organizations can offer flexible work arrangements to accommodate employees during their
recovery phase. This may include remote work options, reduced hours, or temporary adjustments
in job responsibilities. For instance, technology companies like google and Microsoft allow
employees to work from home or provide them with the necessary tools to continue their tasks
remotely.

In facilitating a smooth transition for employees returning from short term sickness
absences, Return-to-work programs are key. These programs involve providing necessary
support, conducting regular check-ins, and gradually reintegrating employees back to their roles.
For instance, companies like IBM and Johnson have well-structured return-to-work programs
that focus on employee rehabilitation and reintegration.

Additionally, organizations can also proactively promote employee health and well-being
through various initiatives, such as health screenings, wellness programs, and mental health
support. These initiatives can help prevent short term sickness absences and create a healthier
work environment. For instance, companies like virgin group and Zappos prioritize employee
well-being by offering gym memberships, wellness benefits and counselling services.

Long-term sickness absence management

Long-term sickness absences typically extend beyond a few weeks or months and require
more comprehensive strategies to support employees’ health and well-being. The longer
someone is off sick, the harder it can be for them to return. Organizations need to sensitively
keep in touch with absent employees and have formal return-to-work strategies for those
returning after prolonged absence.

Occupational Rehabilitations Programs are one effective way of managing long-term

sickness absences. Occupational rehabilitation programs focus on assisting employees with long-
term sicknesses absences in returning to work through specialized interventions. These programs
involve multidisciplinary teams, including healthcare professionals, rehabilitation specialists, and
human resource personnel. For example, companies like British Telecom and E.ON have robust
occupational rehabilitation programs to support employees with complex health conditions.

Additionally, it is crucial to implement Disability Management strategies. These

strategies involve providing accommodations, adaptive technologies, and modified work
arrangements to employees with long-term sickness absences. These measures aim to enable
employees to continue working or return to work with reasonable adjustments. For instance,
multinational corporations like Microsoft and Accenture prioritize disability management
through accessible workplaces, assistive technologies, and inclusive policies.

Lastly, implementing Employee Assistance Programs (EAPs) is essential since it provides

confidential ounseling and support services to employees experiencing long-term sickness
absences. These programs address not only the physical aspects but also the emotional and
psychological well-being of employees. Companies like Cisco Systems and American Express
have well-established EAPs that offer ounseling, mental health resources, and referral services.

Comparisons and contrasts

In comparing and contrasting the various strategies that can be employed by the various
organizations to manage sickness absences, we start by analyzing the duration and complexity
aspect. Short-term sickness absences are generally characterized by their brief duration, usually
lasting a few days to a few weeks. These absences often result from common illnesses, such as
the flu or minor injuries, which typically require rest and recovery. The focus of the managing
short-term absences is to ensure employees receive the necessary support and flexibility to
recuperate and return to work promptly.

In contrast, long-term sickness absences extent beyond a few weeks or even months,
involving more complex health conditions. These absences can result from chronic illnesses,
severe injuries, or mental health issues that require extended treatment and recovery periods.
Managing long-term absences involves a deeper understanding of the specific medical conditions
and requires more comprehensive strategies to support employees throughout their extended
absences. It often necessitates collaboration with healthcare professionals, rehabilitation
specialists, and occupational therapists to design personalized plans for the employee’s recovery
and reintegration into the workplace.

Similarly, analyzing the proactivity vs. reactivity for the various strategies employed.
When managing short-term sickness absences, organizations can adopt a proactive approach by
implementing preventive, measures and providing resources to promote employee health and
well-being. For example, offering flu vaccinations, promoting regular health check-ups, and
providing wellness programs can help reduce the occurrence of short-term absences. Flexible
work arrangements, such as telecommuting or adjusted schedules, can also be established to
support employees during their recovery phase and facilitate a smooth return to work.

In contrast, managing long-term sickness absences often requires a more reactive

approach due to the unpredictability and complexity of the underlying health conditions.
Organizations need to react to the employee’s medical situation, coordinating efforts to address
the specific challenges they face. This includes collaborating with healthcare professionals to
determine appropriate accommodations, offering modified work arrangements, or facilitating
acces to specialized treatments or therapies. The focus is on supporting the employee’s
individual needs, making reasonable adjustments, and ensuring a safe and inclusive work
environment upon their return.

While proactivity remains essential for both short-term and long-term sickness absences
management, the reactive nature of long-term absences necessitates a more adaptive and
individualized approach. Organizations need to continually assess the employee’s evolving
condition, adapt their support strategies accordingly, and ensure open lines of communication to
address any emerging challenges effectively.

By adopting the duration and complexity of the absences, as well as adopting proactive
and reactive strategies, organizations can tailor their sickness absence management approaches to
their unique needs of their employees. This comprehensive approach helps create a supportive
work environment and enhances employee wellbeing, productivity, and engagement.

Other criteria that can be analyzed in comparing and contrasting the long-term and short-
term sickness management measures include collaboration and coordination, and legal and
ethical considerations. Long-term sickness absences management involves greater collaboration
and coordination among multiple stakeholders, including healthcare professionals, rehabilitation
specialists, and human resources teams. Short-term absences management, while still requiring
coordination, often relies more on individual line managers and HR personnel. Similarly,
managing long-term sickness absences necessitates careful adherence to legal requirements, such
as disability accommodation laws and privacy regulations. Organizations must navigate legal and
ethical considerations to support employees effectively and avoid potential legal issues. Short-
term absences may involve fewer legal complexities but still require adherence to relevant
employment laws.

In conclusion, effectively managing short and long-term sickness absences is essential for
organizations to ensure employee well-being and maintain productivity. The strategies employed
by organizations differ depending on the duration and complexity of the absences. While short-
term absences management requires more comprehensive interventions such as occupations
rehabilitation and disability management. By understanding the nuances of both types of
absences, organizations can implement appropriate strategies to support employees and foster a
healthy work environment.

Section C: Employee Engagement (Staff) Surveys do little to enhance employee engagement.

Discuss

Introduction

Employee engagement is a crucial aspect of organizational success, and many companies

have turned to employee engagement surveys as a means to understand and enhance employee
satisfaction, commitment, and productivity. While these surveys have become a popular tool, it
is essential to critically evaluate their effectiveness in achieving the intended outcomes. This
essay argues that employee engagement surveys, although valuable in certain contexts, often fall
short in enhancing employee engagement. We will explore several key reasons why these
surveys may be limited in their impact, citing relevant examples and providing illustrations.

Limited Scope and Surface –Level Insights