The Chubb Corporation Human Resources (Benefit Plan Design ...

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The Ultimate Guide To The Chubb Corporation Human Resources (Benefit Plan Design Analysis)

As outlined by Diamond (2003), human resources are the most valuable asset for any organization. This happens because the contribution of the workforce in any organization is a tremendous factor in the achievement of organizational goals. Diamond (2003) further stressed that the manner in which an organization manages human resources determine the performance and success. Precisely, Chubb Corporation has been among the world?s leading insurers, which has excelled in offering insurance services. With regard to human resource management Chubb, there has highlighted various factors that may pose a major threat to the success of the organization. The study was conducted on human resource management in organizations Chubb shows great crisis in the management process. There is a huge crisis in ensuring the protection of employees? thus leading to a low level of motivation of human resources (Diamond, 2003)

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Over the years there has been a protest of the employees in the organization for failure to follow the rights and their interests. Based on this phenomenon, Chubb Corporation has been identified as having little benefit or do not plan for its employees (Novak, 1998). Although that organization is doing their best to ensure employees are motivated through the adoption of appropriate management strategies. The concept of resource-efficient plan and benefit human beings have not been identified in the organization (Novak, 1998). Chubb organization has a plan of benefits that are very inefficient and undesirable for its employees. Apart from basic salary and other small packages offered to employees, have been sad to note that the organization has done very little to ensure a good benefit plan for employees. In addition, these organizations have been reluctant in the employee benefits needs analysis, benefit package, evaluating the cost benefits and evaluate the plan benefits for other organizations. In connection with this insight, there is great need for organizations to adopt more efficient human resources plan benefit design. This report will provide a concrete discussion and analysis of the design of employee benefit plans Chubb (Novak, 1998).

2.0 Literature Review

Diamond (2003) defined benefit plan of human resources as a framework design or design / structure of business organization program of human resource benefits. This concept is a human resources management strategy which aims to ensure the interests and welfare of employees awake. The concept of benefit plan design of human resources is a complex problem that requires expertise and the mobilization of sufficient resources. In this case, there are a number of factors involved in the design of benefits plans. To begin with, human resource benefit plan design involves the source of the benefit providers. The concept of providing benefits requires a process of looking for sources of potential service providers will be able to meet the needs of employees (Diamond, 2003). Sourcing provider of benefits requires a process to identify the benefits that can be given to the employee and the organization?s potential to offer such benefits. In this case, the organization responsible for identifying the best service for employees so as to meet current needs (Novak, 1998). In the process of identification, benefit providers, the organization has a mandate consultation so as to ensure they take advantage of partnering with providers of the best benefits and most responsible. For example, in the case of offering health and medical services, the organization must identify the best healthcare organizations responsible for offering the best health services (Novak, 1998).

In addition, evaluation of the welfare needs of employees is also an important factor in the formation of a plan benefits the design of efficient and attractive. In this case, the organization responsible for conducting thorough and comprehensive analysis of employee needs so as to ensure that the plan benefits in accordance with the needs (Becker, 1996). This process can be facilitated through a number of methodologies which may include the following. The organization should also use interviews, questionnaires, and observations of employee behavior and status. Thus, the organization will be able to identify the fundamental problems in the welfare of employees and needs. It would be appropriate to ensure that plans and strategies set by the organization to benefit employees who are efficient and viable (Becker, 1996)

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Diamond (2003) argues that different individuals have different needs and interests . It is based on personality, economic status, environmental factors and the influence of others. With this in mind, there is a great need for every organization to carryout a comprehensive evaluation of the needs of employee benefits. This will not only benefit employees but also ensure efficient use of resources of the organization. By conducting a thorough evaluation of the welfare needs of employees, the organization will ensure that the strategies put in place interventions that are useful and efficient for the needs of employees (Diamond, 2003)

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A point worth consideration is that, research and analysis needs of employees have shown a variety of issues that affect employees in their daily lives. It is both within organizations and in their everyday life outside the organization. For example, health issues have been circulating among employees of different organizations. In this case, many employees who are not able to meet the medical requirements of their health (Novak, 1998). On the other hand, employees also find it difficult to meet their financial needs after retirement. With this in mind, there is great need to establish a good pension plan benefits to help employees. Other benefits experienced by the employee needs to include, the problem of accidents; where employees can be covered for any accidents (Novak, 1998)

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From another perspective, the benefits of the development aspects of the design plan for employees who require consultation and comparative benefits package offered by other organizations. This is an important strategy in ensuring that the organization able to meet the needs of employee benefits (Becker, 1996). By evaluating the design of benefits plans other relevant organizations, the business will be able to ensure that employees are fully motivated. By offering the same benefits and better as people from other organizations, the business will be secured employee loyalty and trust so as to ensure continuity of employment. Different organizations offer varied benefits to employees so that calls for an evaluation and analysis of the best benefit plan design. This will ensure efficiency in the process of providing benefits to employees (Becker, 1996)

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Addition, the need to evaluate the cost of employee benefits are mandatory for any successful benefits plan design. In terms of this aspect, the organization will be able to project the real cost of the project. This will be an important tool in planning; thus ensuring a smooth implementation process. With a concrete report on the cost of employee benefits needs, the organization will be able to measure the financial resources

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Video tags: define humanities

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A.) Art b.) Music c.) Architecture d. ) Philosophy e.) Literature
I have to write a paper and I did not recieve my book in time for class and help please. Tank you
Question by mormar

Best answer:

Answer by TR
Might be easier if I know what book you were supposed to use.

Humanities are the things that are unique to humans. Generally, that means self-expression and the ability to symbolize.

Each of those sub-disciplines of the humanities has its own bailiwick, so to speak. Art uses visual media; music uses auditory media, architecture uses construction media, and literature uses linguistic media. Philosophy is concered with pure thought.

Hope that helped a little.

Add your own answer in the comments!

analyse how the employee benefits meets the needs of the organization, human resource,

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