As HR director at World Measurement (see the class exercise on benefits we did), your bonus this year is based on your ability to cut employee benefit costs (without causing massive numbers of employe

Posted: December 30th, 2021

As HR director at World Measurement (see the class exercise on benefits we did), your bonus this year is based on your ability to cut employee benefit costs (without causing massive numbers of employees to quit, which would negate any savings). Your boss has said that it’s okay to shift some of the costs over to employees (right now they pay nothing for their benefits) but don’t overdo it. What sort of data would you collect, and how would you use it? What alternatives would you want to explore, and why? Hint: think about the class exercise on benefits we did (the place that wanted to cut compensation costs 3 percent)….
Referring to the article on Lincoln Electric, Southwest, and SAS reading we discussed, What are the main (a) types of jobs and (b) attributes of employees that are found at Lincoln Electric vs. SAS vs. Southwest? How does the compensation system at the three firms complement the main job types and people characteristics at these different companies?