1. Organization Profile
Kleinfelder is an employee-owned architectural, engineering, and science consulting firm providing solutions to meet our world 's complex infrastructure and natural resource challenges. Kleinfelder is leading design firm with complementary engineering and environmental capabilities. Kleinfelder was founded in 1961 by James H. Kleinfelder in Stockton (left), California primarily as a geotechnical firm. One of his goals was to build a company that would last and thrive long past his time as its leader. He was later joined by his brother Earl (right) in 1963 who became the general office manager. Now, Kleinfelder has more than 70 offices in the United States, Canada and Australia with nearly two thousand (2,000) employees.
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• Delivering "Big Company" resources with industry-leading teamwork and responsiveness.
• Selecting lifetime clients, and delivering the right solution through a deep understanding of their business.
• Providing innovations that are industry-transforming. The vision statement is “Our purpose is to connect great people to the best work”.
1. HR Professional Profile
Laura Hartman serves as Senior Manager of Human Resources for Kleinfelder. She has more than 20 years of experience leading human resources activities in a variety of industries including healthcare, property development, engineering, and architectural millwork. She holds a B.S. in Accounting and an M.S. in Human Resources Management as well as the Senior Professional in Human Resources certification, SPHR.
2. Alternative Reward Systems
a. Reward Systems and new programs
The Kleinfelder Group, Inc. is proud to offer a comprehensive and competitive benefits program. In Appendix A is a brief summary of the benefits offered. In order to motivate, attract and retain employees, Kleinfelder offers many benefits. In the following titles, all the benefits available to employees will be
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Scholarships are offered each year for full-time study at an accredited institution of the student 's choice.
Kleinfelder provides a comprehensive benefits program for eligible employees and their dependents. These benefits are medical, dental, vision and employee assistance plan, health saving and flexible spending account, prescription plans, life insurance, short-term and long-term disability, 401(k) Plan (Traditional and Roth), voluntary plan and wellness incentives.
To further assist for employee education and understanding, Health Equity will be presenting live, one-half hour webinars each month on a repeat-basis throughout the year. These webinars are available to Kleinfelder employees enrolled in the Aetna and Kaiser plans. Spouses and domestic partners are also encouraged to attend.
Discount programs are just another great reward for being a Kleinfelder employee. Take advantage of some of these programs and start saving money now. For instance, there are discount for employee in AT&T, Ford, Chrysler, Microsoft, Verizon, Pc Mall, Staples, Wild at Work (Benefit
Both, vision and mission statements provide purpose to organizations. Therefore, they should set the foundation for the strategic planning process. However, if and organizations strategic direction evolves, leaders should consider revising the organization’s mission and vision
Riordan has identified criteria in four areas that define the company’s mission statement. First, the company focus is to have attitudes and abilities that exceed industry standards to provide solutions for customer’s challenges and lead the industry in Research and Development. Second, the mission for customer relationships is to be a solution for the customer, maintain quality, innovation, and customer service at a reasonable price. Third, to ensure the long-term viability of the company, the mission to the employees is to have an innovative and team oriented working environment, in addition to keeping the employees informed and supported. Lastly, the future of the company depends on maintaining profitability to allow growth in the company (Apollo Group, 2004).
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
There are many strengths that a company can have and many weakness to identified and how the company can respond to these factors. It will go from a total reward perspective; to a weakness of Aflac. Aflac is a struggle and it includes areas of employee retention. As a result, the company made the decision to use employee opinion surveys. Which is the most important thing to Aflac? This chose to focus on providing a compensation and benefits package that reflect the needs of a multi-generational workforce.
Our commitment to steady, long-term improvement in our products and processes is the cornerstone of our business strategy. To achieve this objective, we must work to continuously improve the overall quality of our design, manufacturing, administrative, and support organizations.
Powered by Innovation, Guided by Integrity, We Help Our Customers Achieve Their Most Challenging Goals.
This Company made their mission statement in 2012 and according to me this mission and vision statement is good but these need loads of changes as I have read in this course mission statement should be:-
Many employees when looking for a job or deciding whether to stay with their current employment often considers the employee benefits the company offers.
We encourage the development and application of innovations, best practices, Lean tools and techniques. In order to grow the capabilities of our workforce we provide bespoke training and support through commitment. As a result the company maintains a market head position and benefits from a fully engaged and satisfied workforce.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Their vision was: “Developing product line and approximately positioning the company in both domestic and global marketplace.” (Case)
-Customers: The company felt the importance of being customer-centric and innovate by adapting to customer
The succeeding paragraphs will explain how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. In order to maintain their competitive edge, companies need to fully understand that as the needs of their employee’s change, so does their benefit plans. Companies need to find innovative ways of engaging employees that encourage and support their commitment and improve their performance.
One of the things I am the most proud of is how I managed to convince my supervisor to start Quadrangle’s CRM. Thanks to the Database Marketing classes with Prof. Norm Williams, I have learned that while in the past Marketing was about how many products/services are sold, nowadays it is about loyalty. And loyalty is more about long-term vs. short-term return on investments. To make your customer or client loyal to your brand, you have to get him to trust you. You can do this by knowing his needs and wants first, and then by building and maintaining your relationship with him. To do this efficiently, it is vital for an organization to have a database where to track the different stages of the relationship along with the outcomes of the interaction, reminders to follow-up and all the comments that are necessary to serve your client
Determine the company's vision and mission to guide and set the pace for its current operations and future development.