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This document discusses considerations for revising a company's compensation plan related to paid time off (PTO). It identifies key factors to consider such as the benefits employees provide in terms of efficiency, the costs of replacing employees who leave, and accurately valuing accrued paid leave. It also lists other PTO plan considerations like allocating different time periods for holidays and sick leave, part-time versus full-time benefits, and how to account for emergencies. Finally, it proposes a new PTO plan that increases vacation time and holidays based on years of service, including additional perks for long-term employees to improve motivation.

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242 views

Case Study's Answers

This document discusses considerations for revising a company's compensation plan related to paid time off (PTO). It identifies key factors to consider such as the benefits employees provide in terms of efficiency, the costs of replacing employees who leave, and accurately valuing accrued paid leave. It also lists other PTO plan considerations like allocating different time periods for holidays and sick leave, part-time versus full-time benefits, and how to account for emergencies. Finally, it proposes a new PTO plan that increases vacation time and holidays based on years of service, including additional perks for long-term employees to improve motivation.

Uploaded by

Alizay
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Human Resource Management

Name: Alizay Hassnain, Maria Jawed,


Uzair Khan, Sarah Shoaib.
Instructor: Saba Gulzar

Case study
1)What cost considerations would you take into
account when revising this part of your
compensation plan?

Workers are inefficient when they go out, which is why


I had to consider this compensation plan. I will have to
evaluate the benefits that employees bring to the overall
efficiency of the organization to see if extending
employees’ paid leave is manually useful, or at least not
putting the company in a bad financial situation, and a
highly productive employee When the company is
away, the company will suffer short-term losses.
Another cost consideration is to determine whether the
employee leaves the employer, and the company will
pay the accrued pay leave. The length of time to
compensate for the false, the given time value and the
actual time value will be another factor.

2)What other considerations would you take into


account when developing a new PTO plan?
Some other factors that should be considered when
making a PTO plan are

1) Are holidays and sick leave allocated to different


time periods?
2) Will full-time and part-time jobs enjoy paid
holidays?
3) Earn PTO every week, quarter or year of each salary
payment cycle:
4) How to consider unexplainable events, such as
emergencies and jury duties,
5) How to work during weather closures or natural
disasters
6) For those workers who wish to work on holidays,
how to consider paid holidays?

Team rewards are also a common way to motivate


employees. If the group or enterprise achieves these
goals, these measures can take the form of incentive
measures. Employee contact is essential for effective
benefit planning. One of the main compensation
expenses including wages is medical expenses. This can
provide cardiovascular benefits, vision, teeth and injury
benefits.

3) Propose a new plan and estimate the cost of your


plan on an Excel spreadsheet. Be prepared to
present to the board of directors.
1+ years 14 days annual
paid leave
5+ years 14 days annual 7 days paid
paid leave
10+ years 14 days annual 7 days paid
vacation with paid leave
family (tickets to travel
included)

We can also increase their vacations and holidays so


that they have greater motivation to work because they
are considered part of the organization and can work
deliberately for the organization. We can also increase
the price in the near future.

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