Analyze the issues or concerns of employees through a review of the qualitative data presented in the case study, for their validity and importance. Be sure to consider the needs of different demographics of employees within the organization.
Low level employees expressed so disturbing issues in the case study that needs to be considered. For instance, one employee detailed her troubles to the vice president include being forced to work long work even though she has a new baby at home. She leaves the house at 6 in the morning and gets back at 8 every day.
To make it worse there is no chance to move up the career ladder because it requires a degree and she can’t afford to acquire due to high cost of tuition. There are other safety concerns for those work who work in the lab. Serious enough to warrant a visit by OSHA. The health plan for employees isn’t as good or as comprehensive. For instance, some employees to dip into their pockets to have their spouses included on their health insurance cover (McKinnon, 2018).
The company doesn’t have a voluntary benefit option and there is difficulty for one to save for retirement. The system has been rigged to benefit people at the top to the disadvantage of everyone else. One can only benefit from paid time off after working for 10 years and it only lasts for 18 days. Employees are also not rewarded for the extra shift that they put and it is no surprise that some people have left for greener pastures.
Determine the key issues or concerns of employees that should be targeted and addressed, based on the provided qualitative data. Justify your response. What issues or concerns should be targeted and why? Why should other concerns be made less of a priority? You could consider the underlying reasons behind the issues voiced by employees
Work-life benefit is one of the things that need to be targeted and addressed. Emerging pharmaceuticals benefits include paid time off, paid holiday, limited remote opportunities and tuition assistance. Holidays that can also be treated as paid time off include the Memorial Day, the New Year’s Day, Labor Day, July 4th, Christmas and thanksgiving. However, there is a catch, for instance paid time off is given based on the number of years one has been in service. There is no illness day off. One needs to have worked 10 years to qualify which is difficult for most due to high turnover (Teo, 2016).
Remote work options is another key that needs to be looked and addressed because it is only available to analysts and scientist at the moment. The remote work option would really help employees who spend lots of time per day stuck in traffic forcing them to leave home early and return home late every day.
Everything considered maybe working from home or remote work options should be less of a priority compared to all other issues raised by the employees. The vice president human resource is the right person to address this issue raised by employees
Compare and contrast the provided quantitative data regarding the current benefits and compensation system with external benchmarking data from the provided Medtronic data to complete your response. What does the current system have that other organizations do not? What do other organizations offer that the current system does not? Be sure to justify your response.
The remote work option is of the few employee benefits at Emerging pharmaceuticals that Medtronic doesn’t offer. Scientists and senior data analysts can work from home as long they have skyped for business meetings which is a relief. However, Medtronic has more employee’s benefit that are not provided at Emerging pharmaceuticals such as a cheaper but better and more advanced health insurance plan for their employees. Medtronic also encourages their employees to further their education by giving them financial assistance and advisory services (Dobni, 2006). Employees can receive up to 100% tuition reimbursement for undergraduate courses.
Dobni, C. B. (2006). The innovation blueprint. Business Horizons, 49(4), 329-339.
McKinnon, R. C. (2018). Changing safety’s paradigms. Rowman & Littlefield.
Teo, Y. (2016). Not everyone has ‘maids’: class differentials in the elusive quest for work-life balance. Gender, Place & Culture, 23(8), 1164-1178.