Cases for final Assessment

Submission Date : 3rd April, 2023

Instructions:
1. Read chapter 12 of the book name “Fundamentals of Human Resource Management by David A.
Decenzo” and answer the questions from both cases
2. In case 2 LO means Learning objective which you will find the beginning of the chapter 12 in the
book. So read the questions and LO carefully and then answer your understanding.

Case 1: Making Sick Leave a Required Benefit?

Sick leave may be leaving the category of “voluntary benefits” and moving to the “required benefits”
category, depending on where you live. Currently, several cities including New York City, San Francisco,
and Philadelphia require sick leave for employees. This trend has led to several unsuccessful proposals
requiring sick leave in 12 states. Supporters of the initiatives claim that mandatory paid sick leave would
save money for employers because sick employees would stay home rather than come to work and
spread illness, reducing productivity. Most other industrialized countries require some paid sick leave.
Opponents include business groups that point out that nothing is free. Cuts would be made in other areas
such as pay, or benefits such as health care and vacations.

Ethical questions:
1. Should paid sick leave become a legal requirement?
2. Do the benefits outweigh the costs? Where do you stand on the issue?

Case 2: PERKS AND PROFITS

Biotech companies are among those that have challenges recruiting employees with technology skills that
are in high demand. Their smart talent management and total rewards program have prevented employee
shortages by treating employees with respect, sharing the success stories of the lifesaving drugs they
produce, sharing financial success with bonuses, rewards for longevity, onsite child care, and improving
quality of life by sending employees home with prepared dinners. Genentech uses genetic information to
“discover, develop, manufacture medicines to treat patients with serious or lifethreatening medical
conditions,” according to the company website.35 The company seems to have a permanent spot on
Fortune’s “Best Places to Work” and also receives “Best Places to Work” honors from Working Mother,
LGBT Equality, and Computerworld. The reasons for this recognition are the important work that they do
and the strong company culture that values equality and communication. Any discussion of how great it is
to work at Genentech always circles back to the benefits that show a real respect for employees. In addition
to providing retirement and health care benefits to employees who work at least 20 hours a week and their
dependents, they provide family‐friendly perks such as unlimited sick leave, personal concierge service,
flexible work scheduling, childcare, nursing mother’s rooms, onsite
nurses, adoption assistance, and company‐sponsored family events. The list of innovative benefits goes on
to include unusual benefits such as haircuts, pet insurance, weekly car washes, and $10,000 annual tuition
reimbursement!36 Zappos, the online shoe retailer, offers perks that match their fun‐loving culture such as
pajama parties, nap rooms, regular happy hours, and a full‐time life coach.37 Have these benefits worked
for Genentech and Zappos? If you translate longevity to morale and loyalty, you’d say they have. Both
boast low turnover rates and high employee ratings for workplace satisfaction.
Questions:
1. Describe the importance of employee benefits as a strategic component of fulfilling the goals of HRM at
Genentech and Zappos. (LO 1)
2. Explain how Genentech and Zappos use voluntary employee benefits as a motivating tool. (LO 1, 3, 5)
3. Research: Review the findings of three different lists of excellent workplaces such as “Best Places to
Work.” What strategic role do benefits seem to play in these workplaces? Do any specific benefits seem to
be more important than others? Which ones? (LO 1, 3, 5, 6)

Best of Luck