Assignment 3

Supinderdeep Singh, Jasvir Kaur and Jaskaran Singh

Group 5

Course – HRMG 4405

Total Compensation Strategy

Submitted To Dawne Bringeland

 1. What are 3-4 trends that may impact the decision to return to work?

Answer 1. Thus, the current tendencies of increased demand for work-life balance and

flexibility.

Overview: There is a demand for flexibility on the job as seen by demands for flexibility

to cater for the dual earner families and working parents. This trend has made it

important for employees mainly parents to be flexible in their working conditions.

Impact on Return to Work: For women who may be planning to come back to work after

maternity leave, the flexibility of work location (work from home, flexible working hours,

and reduced working hours, among others) may count. If a company provides such

options, they enable new mothers to balance their family responsibilities with their

employers. Employers who cannot adopt such approaches may well lose talented

women workers due to inability to cope with the demands which skyrocket due to sitting

down in the office for many hours.

2. This paper focuses on the topic: Cost of childcare: factors that contribute to its cost

and availability.

Overview: Childcare is recognized as one of the essential cost categories for a working

family, and its cost has risen in many areas. However, on the same note, it becomes

hard to look for quality and reliable childcare service which makes it a big worry among

working parents.

Impact on Return to Work: This results in an extensive financial and physical hurdle to

mothers who want to get back to work to, high costs and availability of childcare

services. For instance, where a mother’s earnings are slightly above the cost of
childcare it makes economic sense for her not to venture back into the workforce.

However, things such as long waiting list, lacking quality choice, or inconsistent opening

hours of care services may add more difficulty to the choice. Those employers who

either partially or fully compensate for childcare, either directly by contracting with

childcare facilities, or offering subsidies to their employees, make it easier for women to

return to work since they do not have to pay for childcare services as well as they can be

assured that their children are being well taken care of. 3. Special attention is given to

Paid Parental Leave and Other Family Friendly Measures

Overview: Employers are gradually realizing the value of extended paternity/maternity

leave policy for the health of a worker and organization’s talent management. Additional

benefits that are more extensive than the standard, including longer paid parental leave,

employee and family mental health benefits, and other transition-to-work options

indicate a company’s care for working parents.

Impact on Return to Work: One argument that can be made is that the number and

types of family friendly benefits can determine whether or not a mother will be able to

go back to work. Lack of extensive, flexible policies towards parental leave may signal

that a company is not very accommodating of women with children, or in some cases

may give women no other option but to quit working altogether. However, organizations

with an option for a more gradual return and a more protracted recovery period that

takes quite a few weeks or even a few months to allow an employee to transition from

light duty to full duty, definitely make the transition much easier. Other progressive

workplace policies such as the one that allows employees to take extra paid leave for

family reasons can serve as a back up, which makes going back to work desirable.
4. Exploitation of Career Enhancement and Development Prospects

Overview: Most people believe they should be able to progress in their careers, even

when they take some time off. Companies have woken up to the importance of

providing their employees with career progression and development especially to

employees who have gone on leave and are returning, and most are putting in place

measures for this.

Impact on Return to Work: Women who are planning to go back to work require

confidence that their progress in their careers will not be hindered by time off. Ensuring

that mothers who return to the workplace by offering career re-entry programs or skill

refresher courses, or special mentorship programs should have confidence that the

women capable of continuing to progress. Otherwise, women will remain jobless most

of the time due to considering their career advancements as halted; thus, discouraging

more women from rejoining the workforce. These opportunities available prove that the

organization appreciates the need for long-term training of the employees which can be

effective motivating factors that can compel the skilled women to comeback after

maternity break.

In conclusion, these trends reveal changes that Favor flexible workplaces and work

support systems and lifelong career advancement concepts in full accordance with

professional women needs and their requirements in case of working and raising a

family.

2. Design a compensation plan that responds to the trends so that you are

successfully able to convince women they are important to the

organization?
Answer. To design an effective compensation plan that specifically addresses

the needs and priorities of women in the organization, consider the following

components:

1. Equitable Base Salary

Conduct a Pay Equity Analysis: from time to time try to make a comparison of

salary scales as a way of confirming that women are paid equally as men for

similar jobs.

Transparent Salary Ranges: Posting of salaries is recommended by insisting that

companies display the salary scales of all the positions in their organizations.

2. Employee Benefits

Family-Friendly Policies: Provide the options for paid parental leave, flexible

working hours’ and working from home.

Childcare Support: Offer to pay for interferential child care, or alternatively, have

child care stations at the site of the meeting.

3. Career Development Opportunities

Mentorship Programs: Initiate woman\Leadership training programmes that

involve the pairing of women with executives in the organization for their

development.

Training and Development: Provide financial support in form of reimbursement

for professional development courses, leadership training and federation’s

popularity events.

4. Performance-Based Incentives
Bonuses Linked to Performance: Integrate certain bonus plans in compliance

with measurable results while extending such possibilities for all workers.

Recognition Programs: Establish and implement the activities of timely

honouring of Women in the organization by coming up with awards and its

recognition.

5. Work-Life Balance Initiatives

Flexible Work Arrangements: Promote the right of choosing work from home, or

having 4 days of work in a week and five days of rest in a week.

Mental Health Support: This response needs to be enlightened to offer the

employees counselling and wellness programs to deal with Mental Health and

work-life balance.

6. Inclusive Culture

Diversity and Inclusion Training: Organize seminars in order to establish working

environment which will be free from prejudice with the goal of giving all the

employees equal value.

Employee Resource Groups (ERGs): Encourage the integration of women-only

ERG to ensure that women in the organization are provided with a group where

they can find solace and interact with like-minded people.

7. c) The adjustment of the intake – feedback and change of coursework.

Employee Surveys: Periodically, the organization should take time and ask the

women employees the following questions relating to compensation benefits

and workplace culture.

Thus, making the following strategies can help the organization to develop a

successful compensation plan for women, as well as encouraging people to

respect and support them. Due to this, the plan will be reviewed as frequently as

possible and changed according to the needs of the employees.

3 Consider the impact on male employees who may also choose to become

stay-at-home dads. Make 3-4 recommendations accordingly?

Answer. More Time-off for Newborns: Expand the current pattern of the parental

leave policy to cover more ground and to be beneficial to both the parents. This

would allow the two parents to be privileged to absent themselves for many

hours with a view of taking care of a newborn or newly adopted child without

much thought as to gender. It would also enable the organisation to reduce the

chances of talent lured by the variation of the LGPL healthy talent from moving to

the competitors while ensuring that the organisation has put in place proper

working structure for parents and caregiver.

Flexible Work Arrangements: Therefore, both parents should be able to have

choices in how they work so as to meet the needs of their children.

This could include options like:

Shorter Workweek: Allowing the employees to work more limited hour periods or

less number of days a week because of their childcare responsibilities.

Remote Work: Since it is one of the flexibility measures that enables employee to

work outside the office, coming up with ways and means that would suit some of
the employees to work from home or any other place of their choice, is one good

option to consider.

Job Sharing: To continue with the thinking together, thinking needing the

involvement of those employees who can change the working day, there is job

sharing which means that two full-time employees share their working day and

have one half day in order to be happier at work.

Career Development Support: Ensure it gives career progress handouts and

services to people that have to go on parental leave for an extended period.

This could include: Where mentoring has been done, this should involve

matching an employee on parental leave with a person(s) who can be relied upon

to offer support and guidance especially when the parent is out at work and on

returning to work. Career Counselling: Availing to clients the services of career

counselling with the aim of assisting a client to get an understanding on the

world of work and how to regain his or her place in the market. Childcare

Subsidies or Benefits: It is also possible to expand childcare allowance or other

that can lower the expenses on child care for both parents.

This could include:

Childcare: Having centres on site or having the best arrangement with nearby

childcare centres in order to make it possible for employees to easily access

quality childcare.
Childcare Subsidies: Subdivided into cash transfers to individual families which

are entitled to direct subsidies or organisations that implement service/ pay

arrangements under which families are reimbursed for costs they have incurred

for childcare. Flexible Spending Accounts: Is allowing the employees to use pre-

tax dollars to pay for the care of the kid.

 References

Simon Sinek. (2021) The RIGHT Way to Do Work-Life Balance

https://youtu.be/O0yxJH2i0DE?si=tllF3EQk8pmfFLvm

TED Series. (2019) This is What Makes Employees Happy at Work

https://youtu.be/PYJ22-YYNW8?si=F1txAjzdXH1UAYou

Christian Resick. since (1980) The Journal of Organizational Behaviour