GROUP 3

Members:

● Añanca Vasquez, Naomi Margarita

● García Pajuelo, Priscilla Yoko
● Ledesma Orellana, Silvana Galicia
● Montes Uriarte, Karina Marleni
● Oscanoa Melo, Keyly Victoria
● Pinto Manrique, Giovanni André
● Sondon Badillo,Yarden
● Torres Linares, Lizet
Introduction:
Overview:

Huge Computer Company ( HCC) was formed after the merge of Huge Company ( HC) and Computer
Company (CC). Both companies are renowned companies that specialize in the latest computer
software and hardware. Furthermore, this merge is believe to be in the best interest of both
companies and will create an even more influential computer software giant.

Mission:

Managers and departmental managers at both companies were interviewed to acquire and compare
information on their current retirement and benefit plans. The purpose of the report is to consolidate
their business models and benefit plan. Moreover, each company has a unique strength which will
help to create an even more successful organization.
Evaluation of plans on both workforces
The merger of profits into a huge computer company of two major high-tech companies, Huge Co. (HC)
and Computer Co. (CC), who have merged to form Huge Computer Company (HCC) and began to
combine operations from both.

The strengths of CC are that they have a good plan for their workers based on packages and benefits
that favors them but as weaknesses they have a lack of long-term focus on retirement, this happens
because the company does not think it is a priority because they have young employees. CC engineers
are interested in vacation package and the company focuses on offering the ‘cafeteria plan’ which is an a
la carte system of options based on points to benefit and employee choice. CC thinks that HT's plans
have a different demographic focus than their company and this has the risk of having an attrition
problem because HT is a company with a larger employee base so CC believes their current benefits
plan could be at risk and they also believe their employees will be devaluate.
Evaluation of plans on both workforces

According to the comments of the members of the HC

company, it lacks its own recognition of the benefits that
the company offers, not all the members have in-depth
knowledge of it.

On the side of the company CC, if it has a greater

acceptance of the benefits that the company offers its
employees.
Conclusions and recommendations.
The Huge Computer Company needs to allow the employees to choose the benefits plan
they want, much like the ‘cafeteria plan’ approach. This plan will combine both
companies’ previous plan into one to meet the employee’s diverse needs.

After the interviews with both leaders in the benefits plan, it can be seen that there are important
differences in the approach of the plan, the main factor being the age of the employees and therefore their
expectations with the company. The age factor should be a crucial point in determining the new benefit
plan. It is necessary to focus the long-term plan since it is a retirement plan, however, it must have
immediate benefits that can generate well-being and satisfaction in the employee on a constant basis. The
plan must cover the important points of the employee's life such as health, studies and family. The
perception of both leaders is contrary, this can lead to not reaching a point in common but seeking to
impose the plan of one company on the other, this must be managed with the human resources team in
order to achieve the best synergy between both plans. Finally, we can say that both companies have good
plans for their employees and the merger will allow generating an attractive plan that attracts and retains
human talent.