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Case Study Analysis
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Word count: 798
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Case Study Analysis
Introduction
Human resources managers are responsible for developing and deploying policies to
promote the workforce and its engagement. One of the roles this entity performs is performance
appraisal through various means like assessments. The role of such activities is to align the
performance of the employees with the corporate demands and goals. In this context, the primary
focus is on a total rewards system deployed by one of the firms based on its effectiveness in
attracting employees and matching the corporate demands from a productivity dimension
(Werner & Balkin, 2021). This report will examine the case of Aflac.
How the company uses its own products or services to enhance the total compensation for
its employees
Aflac Insurance provides its employees with various programs and interventions as a part
of its total reward initiative. These interventions have helped the firm maintain a positive
relationship with the employees while encouraging effective decisions through strategic
alignment with the corporate goals. For example, the firm offered its employees products and
services at a low to no cost compared to the consumers. This initiative allowed the firm to
provide subsidised insurance policies to its employees to ensure maximum satisfaction. Also, the
firm aligned its total rewards system with the philanthropic goals where employees had a chance
to participate in their desired charity. Also, the firm ventured into progressive training for its
employees to prepare them for their following career goals.
The internal and external strengths and weaknesses identified and how the company
responded to these factors from a total rewards perspective
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The initial interventions had various benefits. The firm recorded that at least 90% of the
employees were attracted to the workplace following these initiatives. Likewise, 81% of the
employees satisfied with the profit-sharing bonus intervention. Also, 89% of the employees
supported the current system because of its accommodative nature. However, the decisions made
at the organisation would cost the firm additional finances to sustain the recommendations.
Overall, the firm balanced the costs offered through these initiatives and the employees' benefits
by focusing on the profit-sharing bonus initiative. This initiative promoted employee engagement
and satisfaction while protecting the corporate financial position.
Examples of traditional and non-traditional rewards and how they are used to meet
organisational objectives
Aflac implemented a traditional rewards approach which attracted and benefited the
workforce. The paid insurance program and the cover is a traditional approach. This approach
involves providing benefits in the medical and insurance categories. On the other hand, the firm
implemented a modern approach which allowed it to align the benefits with philanthropic goals
and preparing employees for their career advancements through training. The traditional benefits
while providing subsidised insurance covers are used to increase coverage while marketing them
to the community through word of mouth by the employees. On the other hand, the modern
approach promotes organisational goals by empowering the employees through career
advancements and improved motivation which boosted productivity.
How the company aligns its compensation benefits with its corporate values
The company uses its overall benefits to promote employee productivity and engagement.
One of the guiding principles defining the organisation is providing an enriching and rewarding
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platform for the employees. This principle encourages the firm to provide a conducive working
environment that promotes employee motivation (Mburu, 2020). This intervention aligns with
the biblical worldview, encouraging employees to work hard. In Colossians 3:23-24, the bible
encourages employees to work hard because they fulfil the earthly goals of serving the Lord.
"Whatever you do, work heartily, as for the Lord and not for men, knowing that from the Lord
you will receive the inheritance as your reward. You are serving the Lord Christ." The programs
identified form a foundation for employee motivation in line with the mission and guiding
principles (Galanaki, 2019).
Recommendations regarding an expansion of the benefits programs offered at the company
that would further align HR with the accomplishment of organisational goals and values
The current program accommodates the majority of the employee needs. However, the
firm should venture into an initiative that encourages motivation through extrinsic forces like
leadership intervention opportunities, paid vacations for its employees and bonuses based on the
cumulative performance recorded within a given period (Madhani, 2019). These initiatives will
promote employee engagement while aligning with corporate values and expectations.
Conclusion
Employees are essential stakeholders in any organisation. They are a foundation through
which firms deliver value and exist. Managing employees requires implementing various
interventions and solutions. These solutions provide the ideal foundation through which
organisations match the increasing demands of their consumers and external stakeholders. Total
reward programs are vital because they align organisational goals and objectives with employee
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needs. In the case above, Aflac has used a program that combines traditional and modern
recognition and rewards to balance employee satisfaction and organisational financial gains.
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References
Galanaki, E. (2019). Effects of employee benefits on affective and continuance commitment
during times of crisis.<International Journal of Manpower.
Madhani, P. M. (2019). How Compensation and Benefits Build and Sustain a Customer-Focused
Culture.<WorldatWork Journal,<28(2), 45-58.
Mburu, L. N. (2020). Examining how employee characteristics, workplace conditions and
management practices all combine to support creativity, efficiency and
effectiveness.<International Journal of Business Management, Entrepreneurship and
Innovation,<2(1), 52-64.
Werner, S., & Balkin, D. B. (2021). Strategic Benefits: How Employee Benefits Can Create a
Sustainable Competitive Edge.<The Journal of Total Rewards,<31(1), 8-22.
