Revise paper and rewrite areas that need to be address

Revise and address the following on the attached paper

Benefits and Compensation Analysis: Issues or Concerns:

I was expecting a more compelling discussion supported by research or documented evidence from the case on the concerns/issues facing Medtronic’s employees
Benefits and Compensation Analysis: Consistent and Prominent: This topic was not adequately addressed. It was hard to determine whether it was in fact addressed.
Benefits and Compensation Analysis: Targeted and Addressed:

Not addressed
Benefits and Compensation Analysis: External Benchmarking Data: Not addressed
Benefits and Compensation Analysis: Misalignment, Differences, and Gaps:

Not addressed
Benefits and Compensation Analysis: Strengths and Weaknesses:

S/Ws were identified but needed to be supported by documented evidence from the case.
Benefits and Compensation Analysis: Increased or Stay the Same:

Wanted to see a discussion supported by documented evidence from the case
Benefits and Compensation Analysis: Reduced:

Wanted to see a discussion supported by documented evidence from the case
Benefits and Compensation Analysis: Degree of the Existing Population:

As commented on in MS2, when considering making changes to Medtronic’s current health insurance plans, more full-time employees will be affected by implemented changes than part-time employees. According to Herzlinge, Hurwich, and Bokser (2014), over 9,000 thousand of Medtronic’s employees are full-time, while less than 900 are part-time. This suggests that the overall impact to employees, if changes are implemented, may be that more of Medtronic’s full-time employees will likely be more satisfied with their health care coverage. As advised by Lesonsky (2017), insurance offered by employers is very important to employees, and it promotes higher employee because when employees are happy with their health care benefits they will likely be happy with their job. Therefore, changing the insurance plans at Medtronic will impact all employees, especially their full-time employees, because these employees make up the majority of Medtronic’s staff. Also, Medtronic as a whole will be affected if changes are made to their current plans. The company may have greater benefits expenses. According to the Society for Human Resource Management (2017) handling employee benefits can be expensive for employers. Therefore, Medtronic will likely be affected by changes to their insurance plans.

References

Herzlinger, R., Hurwich, J., & Bokser, S. (2014). Consumer-Driven Health Care: Medtronic’s Health Insurance Options. Retrieved December 4, 2017 fromhttps://cb.hbsp.harvard.edu/cbmp/product/302006-PDF-ENG

Lesonsky, R. (2017). The no. 1 benefit your employees want. Retrieved from https://smallbiztrends.com/2017/05/benefit-your-employees-want.html

Society for Human Resource Management. (2017). How to Design an Employee Benefits Program. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/howtodesignanemployeebenefitsprogram.aspx

-4

Revisions: Financial Cost:

As commented on in MS3, I wanted an analysis and discussion that took into consideration the costs associated with other offerings by the company. In addition, I wanted to see at a minimum, the definition of direct and indirect compensation.

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