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Thesis (Ed.M.)--Boston University

It has been a trend that employees of new generations pay much more attention to individual leisure than before. Job is no longer the only essential issue for lives, work-life balance has become a leading topic for human resource management. Compare to foreign enterprises which usually provide well employee benefits, the local companies in Taiwan, especially for the high-tech industry, had also attach importance to provide well-planned employee benefits to foster a dynamic and fun work environment for employees. Production or performance is not the only successful factor for running companies, keeping talents within organizations is significant as well. No matter economic or non-economic employee benefits, the business owners never stop thinking for providing innovative and various employee benefits to attract talents. It was obviously for high-tech industry that the employees are under high job pressure and intense competition. Moreover, to have well employee benefit programs for employees could not only help employees achieving work-life balance to improve well-being for reducing business cost, but also enhance labor relations which is no doubt the substantial element for successful companies. This study examined the relationship between employee benefits and labor relations through questionnaire survey on 228 employees from the first 1500 companies in Taiwan. The results indicated that: 1. Employee benefits satisfaction was positively significant to labor relations. 2. Employee communication was positively significant to employee benefits satisfaction and labor relations. 3. Employees with different personal features show different satisfaction at employee benefits, except for marital status and job position. 4. Employees with different personal features show different satisfaction at labor relations, except for seniority and job position. 5. No differences were found within different industries toward employee benefit satisfaction.

Thesis (M.B.A.)--Boston University.

No description available.

M. Comm. / Virtual working arrangements, including telecommuting, are on the increase globally due to the challenges that organisations face in the current global economy. Virtual working arrangements present considerable possible benefits to organisations, employees and the community at large if correctly implemented. It is estimated that 45 million Americans teleworked in 2006 alone (O’Brien & Hayden, 2007) with predictions of the number reaching 100 million in the United States of America by 2010 (Wilsker, 2008). However, in South Africa this organisational form is not well documented or implemented presently. As a result, local organisations are unaware of the employee benefits and challenges that will be faced when implementing a telecommuting programme and how best to implement teleworking arrangements with these factors in mind.

The thesis focuses on the proposal of changes in a motivation system in the chosen company. The theoretical part explains basic terms, definitions and procedures that are connected to the analyzed topic. Second part of the paper introduces the company and analyzes the current state of a motivation system via company’s documents and a questionnaire. The last part includes the writer’s own suggestions of solutions resulting from the second part’s analysis.

Companies have been known to reduce their costs by reducing their spending on employee benefits, but in the last decade there has been an increasing interest on how these decisions affect not just employee productivity and turnover, but also overall shareholder wealth and company profitability. This thesis seeks to answer whether companies that have a greater focus on their employee welfare and satisfaction are more financially stable and profitable than their competitors. The research and analysis consists of 40 companies, 20 highly rated by their employees paired with 20 of the worst companies according to employee opinion and benefits. Each pair must consist of comparable companies based on their industry and size. All companies are also part of Fortune 1000 and must be publicly traded. After conducting multiple tests on the data collected for each company and industry, the results support the hypothesis of a positive correlation between employee spending and shareholder wealth.

Many studies have found that the more well-being of employees, higher productivity. Despite the financial turmoil in 2008, the economic environment is full of uncertainties, however to attract good talents to increase the competitiveness is still a very important goal for many enterprises. Especial in recent years, it¡¦s harder and harder to getting good talents. The enterprises provide the good salary strategy for attracting outstanding talented people. Under the reduction of personnel costs, the outsourcing becomes one of the main approaches for an enterprise in order to keep normal operation."Employee benefits outsourcing" to improve employee satisfaction is an important welfare policy. The main purpose of this study was to explore the key success factors of employee benefits outsourcing. Through the interviews from the field, the study was designed from the point of view of vendors to understand outsourcing factors, enterprises characteristics for the outsourcing and outsourcing processes, for the impact of employee benefits outsourcing. The main conclusions are summarized as follows: 1.Costs are still the main considerations as outsourcing the employee benefit. Generally, the corporations, choosing to outsource employee benefits, have the concept of outsourcing and more attention to the interests of employees. In addition, the employee benefits will be changed by the environment and the times. 2.There is no clear connection for enterprises¡¦ character in outsourcing, such as the size, public or nationality. The research tells us that the corporates to outsource the employee benefits have more respect for the employee benefits as well as all have a concept of outsourcing welfare. 3.From the literature and interviews, the study found that there are fewer differentiations in the outsourcing projects process. The main factor influenced the success of outsourcing is still in whether the enterprises know their actual demand and the vendors are able to clearly catch the demand of outsourcing companies, and provide good recommendations and services. 4.In addition to costs, from the point of view of vendors, another critical success factors for outsourcing is the key person. "The preferences of the key person" will not only affect the "choice of outsourcing vendors", "outsourcing source "and" the acceptance of new service ", but also affect the whole direction of outsourcing.

Diploma thesis analyzes the impact of the legislative changes in employee benefits, contained in an amendment of the Labor Code and the Income Taxes Act on employee salary and the employer`s tax deductible expenses in 2008 compared to 2007. The thesis is divided into three parts. The first chapter deals with clarifying the concept of employee benefits, an overview of employee benefits, and further illustrates the tax solution of benefits. In the second chapter the selected employee benefits are characterized. The third chapter is analytical, there is shown the impact of the legislative changes in employee benefits. Comparative analysis and synthesis are used to identify and quantify the impact of the changes.