1. Danielle Cresci
Management 215
Spring 2015
Compensation & Benefits
Our company has grown in the past several years, and with the growth planned, adjustments
need to be made to remain competitive. Our recruiting team has done a phenomenal job with
hiring groups that are typically overlooked in the tech
world. The company has a work force of 64% of females,
and 68% non-White employees.
With this diverse group, we have been able to stand out
amongst other companies. While that makes this company
more desirable, we need to consider our employees’ needs,
and provide benefits that will improve their work and per-
sonal lives.
The following outlines several key ideas for staying
competitive by adding favorable compensation and benefits.
Without our employees, we wouldn’t be successful and
operate at the high level that we do. It is our duty to make
sure every employee knows that they are valued. There are
several areas that we are currently lacking in, and plan to
develop over the coarse of the next 12 months.
With these new additions, we will need to hire on new em-
ployees to facilitate: Health & Wellness Coordinators (2), Training & Development (2),
Employee Referral (1, added to recruiting team), Child Care Services (2).
Specifics
• 350 Employees
• 225 Female (64%)
• 110 White
• 70 Hispanic/Latino
• 125 Asian
• 25 Black
• 20 Other
Areas of new Benefits
• Health & Wellness
• Training & Development
• Employee Referral Program
• Child Care Service

2. Health & Wellness
We are currently lacking benefits regarding the health and wellness of employees. I am
proposing a series of health related events the second week of every month. Each event will
be something different that will contribute to employees’ overall well being: mentally, emo-
tionally, and physically. I suggest that we currently do not offer health insurance, but rather
create an ongoing conversation about health and wellness. Events are not required, although
it is suggest for employees to attend.
Companies like 3M and JM Smucker offer similar programs to assist in a healthy lifestyle .1
Since most events will require brining in a handful of trained professionals and providing
lunch for all 350+ employees, it will cost a significant amount, however less than health
insurance. These H & W events will help retain and recruit employees by providing ongoing
support. Participation in the group activities will pull employees out from their offices and
work environments, and into positive and uplifting situations which is expected to boost
morale overall.
JANUARY FEBRUARY MARCH APRIL MAY JUNE
Health Insur-
ance Options
*Seminar by
insurance reps
Company-Wide
Softball game
and BBQ
Stress Man-
agement
*Workshop w
trained profes-
sional on tech-
niques
Company-Wide
flag football
and BBQ
Mental Health
Awareness
*Trained pro-
fessional on
site to provide
counseling,
seminar
Company-Wide
Carnival
Sports/Game
Day
*Rock climbing,
rocky ladder
climb, b-Ball
shootout, etc
JULY AUGUST SEPTEMBER OCTOBER NOVEMBER DECEMBER
Medical Clinic
*Techs on site
for employee
questions,
coaching, etc
Yoga, Tai Chi,
etc classes
Smoking
Cessation
Counseling
*Workshop w
trained
professional on
techniques
Company-Wide
Massages
Employee
Training
*Employees
can hold
lectures on
topic they are
passionate
about
Holiday Party,
“White
Elephant”
game
*Families
welcome
Business Insider1

3. Training & Development
To retain employees, we will add focus on training them and provide opportunities for
advancement. The best way to encourage growth is to have the attitude that the sky is the
limit. This process will have several components for maximum potential
•Employees can volunteer to mentor/coach new hires/those
looking to move up
•Lectures for women by successful females in the company2
•Classroom, web-based, video based training3
•Skills to succeed (IE writing, verbal communication, etc)
classes
•$100 for every course completed with A or B grade, up to
$500/fiscal year
The programs are on a voluntary basis, keeping costs down. Employees who choose to par-
ticipate in the mentoring program will meet with T & D staff prior to starting. Our inventory
of knowledge is in the people we employee; their valuable skills are what the trainings will
be based on.
This new T & D program will be rolled out on a quarterly basis to ensure control and em-
ployee engagement. To introduce these programs, we will use grassroots techniques: word of
mouth, bulletins, e-mails, and calendar invites. Publication will begin this year, and we
encourage suggestions from all employees of what they would like to see in the programs.
Salary.com2
Oshkosh Defense Company3
Mentorship
Program
Women Helping
Women
“Learning Lab”
Education
Credit

4. Employee Referral Program
Networking is a significant part of the business world today,
and our connections can be used to expand our company and
help bring in fresh talent. The goal of this program is to help
cut the time which can be long and costly if no qualified
candidates are responding to job postings. It also will influ-
ence company loyalty and is expected to yield a higher reten-
tion rate and increase employee engagement .4
Training sessions will be held in small groups (25-30 people) and will be facilitated by
designated Employee Referral Specialist.
JANUARY FEBRUARY MARCH APRIL MAY JUNE
Introduce
Program
*what it is, how
it works
Training
Sessions
*how to
professionally
use social
media
Training
Sessions
*what to look
for in candi-
dates
Mock
networking
event, Current
Employees
Networking
Event
Open Referrals
*Open
interviews for
referrals
JULY AUGUST SEPTEMBER OCTOBER NOVEMBER DECEMBER
Survey
Employees
*What’s
working, what
isn’t
Training
Sessions
*recap on
program
specifics
Networking
Event
Open Referrals
*Open
interviews for
referrals
Survey
Employees
*What’s
working, what
isn’t
Adjustments to
program as
needed for next
year
ZipRecruiter4
Employee Referral
Incentive
• $300 bonus
• Recognition in company
e-mail
• Thank you note from CEO

5. Child Care Services
Women make up 64% of our workforce, and the average age of employees is between 25-35
years old- making child care services a priority. The idea that our employees will be able to af-
ford day care with reliable people will reduce an area of stress. It is currently not feasible to
have on-site services, however we will still be able to assist with this by developing a network of
child care providers for our employees. With this, a credit program to employees who use
providers within our network.
The following is a timeline to roll out this program:
• Services team builds network of reliable and affordable
providers in Peninsula/South Bay
• Introduction to employees via Inter-Office Communications
• Networking event to meet providers, learn details about
program
• Parents begin using network of providers for child care
• Evaluate how program is working, expand provider network
for summer
Parents will be reimbursed for a portion, or all of their child care services, based on a sliding
scale. The scale is based on salary, and number of children in the system. The scale will
range from $200/month to $500/month, with average child care ranging from lows of $150/
month to $800/month .5
Fortune5
Q1
June-August 2015
Q2 (current year)
September-
November 2015
Q3 (next year)
January-March 2016
Q3(next year)
April-June 2016

6. All of the benefits aforementioned are geared towards improving employees lives. By doing
good for our team members, we are investing in them and working towards creating a better
community and future. We are still a small company and must work within the limitations
that we can provide for the time being. It is a goal to scale these programs along with the
growth of the company, so we can continue to provide top services to our valuable team.
References Used
1. Business Insider 18 Of The Best Perks At Top Employers
2. Salary.Com 14 Companies with Incredible Employee Perks
3. Oshkosh Defense Company World Class Training
4. ZipRecruiter How To Boost Your Hiring With An Employee Referral Program
5. Fortune 100 Best Companies To Work For: Child Care Benefits
http://www.businessinsider.com/companies-with-awesome-perks-payscale-2013-1?
op=1#ixzz3XKj2zNQr
http://www.salary.com/14-companies-with-incredible-employee-perks/
https://oshkoshdefense.com/services/world-class-training/
https://www.ziprecruiter.com/blog/how-to-boost-your-hiring-with-an-employee-referral-
program/
http://archive.fortune.com/magazines/fortune/best-companies/2012/benefits/child_-
care.html