Impact of Paid Paternity Leave on OODA Company
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This assignment focuses on the impact of paid paternity leave on OODA Company. It discusses the effects on strategic direction, employees, and the human resource system. The assignment also explores the benefits and drawbacks of implementing a paid parental leave program.
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Running head: Human Resource Management
Human Resource Management
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1Human Resource Management
Table of Contents
Introduction..............................................................................................................................................................2
Discussion................................................................................................................................................................2
Impact on Strategic Direction and Operations.....................................................................................................3
Impact on Employees..........................................................................................................................................4
Impact on Human Resource System....................................................................................................................5
Evaluation of the Paid Parental Leave Program..................................................................................................7
Amazon Paid Parental Leave Program................................................................................................................8
Conclusion...............................................................................................................................................................9
Reference...............................................................................................................................................................10
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Table of Contents
Introduction..............................................................................................................................................................2
Discussion................................................................................................................................................................2
Impact on Strategic Direction and Operations.....................................................................................................3
Impact on Employees..........................................................................................................................................4
Impact on Human Resource System....................................................................................................................5
Evaluation of the Paid Parental Leave Program..................................................................................................7
Amazon Paid Parental Leave Program................................................................................................................8
Conclusion...............................................................................................................................................................9
Reference...............................................................................................................................................................10
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2Human Resource Management
Introduction
The current assignment focuses on conceptual model of human resource management in organizations.
The topic chosen for the assignment is Total Rewards/Compensation. The assignment predominantly highlights
the key instance of paid paternity leave in OODA Company. It describes the purpose of paid paternity leave
and what impact does it put on OODA Company. It also describes the impact on other dimensions and on HR
operations of the organization. Strategic frameworks and concepts are demonstrated in the study in order to
extract clear understand and relevance to the study. The study aims at understanding the key prospects of
compensation management concept and it is practically implemented in the organization.
Discussion
Concept of Total rewards/Compensation
In the ever-increasing business world, there are numerous challenges faced by organization. The key
issue which is faced by modern business organizations is with their human resources that is employees in
organization. Therefore, in order to manage the human resources, the organization go for advanced strategies
and operation. The total reward is an approach practiced in organization is a broad concept that enrolls all the
tools to retain, motivate and attract potential employees in the organization (What to Expect 2019). Generally,
the total reward is represented in monetary values and non-monetary reward. The total reward encompasses
these components such as compensation, work-life benefits, talent development, recognition and benefits
(health and insurance).
One such benefit of total towards which the company OODA must focus, is on paid paternity leave. The
paternity leave can be defined as the leave period which is reserved for fathers after the child is born or shortly
before the child is born (Rewards, 2019). The key purpose of the paternity leave is to allow a potential and
eligible employee a short period of paid leave to take care of the new-born child.
2 | P a g e
Introduction
The current assignment focuses on conceptual model of human resource management in organizations.
The topic chosen for the assignment is Total Rewards/Compensation. The assignment predominantly highlights
the key instance of paid paternity leave in OODA Company. It describes the purpose of paid paternity leave
and what impact does it put on OODA Company. It also describes the impact on other dimensions and on HR
operations of the organization. Strategic frameworks and concepts are demonstrated in the study in order to
extract clear understand and relevance to the study. The study aims at understanding the key prospects of
compensation management concept and it is practically implemented in the organization.
Discussion
Concept of Total rewards/Compensation
In the ever-increasing business world, there are numerous challenges faced by organization. The key
issue which is faced by modern business organizations is with their human resources that is employees in
organization. Therefore, in order to manage the human resources, the organization go for advanced strategies
and operation. The total reward is an approach practiced in organization is a broad concept that enrolls all the
tools to retain, motivate and attract potential employees in the organization (What to Expect 2019). Generally,
the total reward is represented in monetary values and non-monetary reward. The total reward encompasses
these components such as compensation, work-life benefits, talent development, recognition and benefits
(health and insurance).
One such benefit of total towards which the company OODA must focus, is on paid paternity leave. The
paternity leave can be defined as the leave period which is reserved for fathers after the child is born or shortly
before the child is born (Rewards, 2019). The key purpose of the paternity leave is to allow a potential and
eligible employee a short period of paid leave to take care of the new-born child.
2 | P a g e
3Human Resource Management
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3 | P a g e
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4Human Resource Management
Impact on Strategic Direction and Operations
The proposed plan of paid parental leave would have a great impact on the strategic planning and
operation of the organization (Desk. 2019). The organization needs to rearrange the strategic plans and
operation in order to effective implementation of the new initiative. The implementation of the new program
would bring many changes in the organization like increased productivity and growth. The benefits of offering
this benefit are:
Retaining and attracting potential employees:
This benefit of total rewards system can aid the company to attract and retain the potential employees.
Since, according to Hygiene two factor theory, one of the factor states that employees get highly motivated due
to the benefits provided by the organizations. Therefore, this strategy may lead to highly motivated employees
and it also helps to attract employees (Alshmemri, Shahwan-Akl & Maude, 2017).
Enhancing reputation and brand
The paid- leave policy can be a good investment so as to develop reputation and brand of the organization. The
companies that properly manage the absentees of employees and comprehensive benefit package are likely to
grab attention of the stakeholders.
Increased Productivity
According to a research conducted in 2016 by “Center for American Progress” it was found that there is
a positive effect on the overall productivity of the organization and there is no drastic change in the productivity
of the organizations. It is evident that the employees tend to show more productivity and extra effort when
companies give additional benefits (Bulger, 2019). It becomes easier for the organization to achieve their set
targets and specific goals.
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Impact on Strategic Direction and Operations
The proposed plan of paid parental leave would have a great impact on the strategic planning and
operation of the organization (Desk. 2019). The organization needs to rearrange the strategic plans and
operation in order to effective implementation of the new initiative. The implementation of the new program
would bring many changes in the organization like increased productivity and growth. The benefits of offering
this benefit are:
Retaining and attracting potential employees:
This benefit of total rewards system can aid the company to attract and retain the potential employees.
Since, according to Hygiene two factor theory, one of the factor states that employees get highly motivated due
to the benefits provided by the organizations. Therefore, this strategy may lead to highly motivated employees
and it also helps to attract employees (Alshmemri, Shahwan-Akl & Maude, 2017).
Enhancing reputation and brand
The paid- leave policy can be a good investment so as to develop reputation and brand of the organization. The
companies that properly manage the absentees of employees and comprehensive benefit package are likely to
grab attention of the stakeholders.
Increased Productivity
According to a research conducted in 2016 by “Center for American Progress” it was found that there is
a positive effect on the overall productivity of the organization and there is no drastic change in the productivity
of the organizations. It is evident that the employees tend to show more productivity and extra effort when
companies give additional benefits (Bulger, 2019). It becomes easier for the organization to achieve their set
targets and specific goals.
4 | P a g e
5Human Resource Management
Reaping Tax advantages
In United States, the U.S job acts and tax acts is providing the organization is giving opportunity to rethink
about their benefits offered to the employees. The companies that offer paid parental leave are qualified for
significant tax refund.
Some of the dropdowns of paid parental leave
With growing incentives in new tax law, family sick and paid parental leave initiatives can lead a path
to match paid leave around the business world. On the other hand at the same time improper management of
leave may led to increased cost of the organization. Even if the employees are offered leave the employers
expect them not to take full leave.
Impact on Employees
Recognize employee value:
The employees feel that they are more valued in the organization and therefore give good results. It is
evident that enrolling paid parental leave in organization influence and motivates the male employees that they
are being valued in the organization (Agbali, et al., 2018). They adapt emotional intelligence and deliver
honesty, integrity and respect towards the organization.
Reduces gender gap
It is evident the male employees where discriminated when there was establishment of maternity leave
as the father has equal role in taking care and being with the child. Therefore, they find as anti-discrimination
approach in the organization and feel biased free working in the workplace.
5 | P a g e
Reaping Tax advantages
In United States, the U.S job acts and tax acts is providing the organization is giving opportunity to rethink
about their benefits offered to the employees. The companies that offer paid parental leave are qualified for
significant tax refund.
Some of the dropdowns of paid parental leave
With growing incentives in new tax law, family sick and paid parental leave initiatives can lead a path
to match paid leave around the business world. On the other hand at the same time improper management of
leave may led to increased cost of the organization. Even if the employees are offered leave the employers
expect them not to take full leave.
Impact on Employees
Recognize employee value:
The employees feel that they are more valued in the organization and therefore give good results. It is
evident that enrolling paid parental leave in organization influence and motivates the male employees that they
are being valued in the organization (Agbali, et al., 2018). They adapt emotional intelligence and deliver
honesty, integrity and respect towards the organization.
Reduces gender gap
It is evident the male employees where discriminated when there was establishment of maternity leave
as the father has equal role in taking care and being with the child. Therefore, they find as anti-discrimination
approach in the organization and feel biased free working in the workplace.
5 | P a g e
6Human Resource Management
6 | P a g e
6 | P a g e
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7Human Resource Management
Enrollment of female employees
Due to paid parental leave, fathers are able to give time to their family and hence, female employees get
full support from their family. Due to this reason the female employees are able join again in their workplace
and work effectively (SHRM, 2019). On the other hand if the same is not enrolled than mostly the female
employees leave their job or join late to their organization. This particular things affect the productivity of the
organization.
Increased employees’ performance:
The new initiative provide direct incentive for their leave and therefore, their performance of the
employees is also observed to be leveraged. The concept of getting leave is common but it did not enhance their
productivity or performance of the employee (Bartel, et al., 2018). The new initiation of paid leave will act as a
double sword that is they can get leave and would get for that leave.
According to Global Parental leave Report 2018, it was found that around 80% of the companies include
parental leave as a part of their global parental leave policies (Rai, Ghosh & Dutta, 2019, August). The use of
unpaid leave policies was significantly reduced as it carries a compensation penalty for the employee family.
Globally around 80% of the eligible employees use their paid paternity leave. Therefore, can be said that most
of the majority of employees need paid parental leave (Levs, 2019).
Impact on Human Resource System
In order to, successfully implement the idea in OODA Company there are certain changes will have to
make in the human resource system of the organization. The changes are in the organization policy, financial
aspects, managing the workload, working out on the details of the idea.
Calculating the Cost
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Enrollment of female employees
Due to paid parental leave, fathers are able to give time to their family and hence, female employees get
full support from their family. Due to this reason the female employees are able join again in their workplace
and work effectively (SHRM, 2019). On the other hand if the same is not enrolled than mostly the female
employees leave their job or join late to their organization. This particular things affect the productivity of the
organization.
Increased employees’ performance:
The new initiative provide direct incentive for their leave and therefore, their performance of the
employees is also observed to be leveraged. The concept of getting leave is common but it did not enhance their
productivity or performance of the employee (Bartel, et al., 2018). The new initiation of paid leave will act as a
double sword that is they can get leave and would get for that leave.
According to Global Parental leave Report 2018, it was found that around 80% of the companies include
parental leave as a part of their global parental leave policies (Rai, Ghosh & Dutta, 2019, August). The use of
unpaid leave policies was significantly reduced as it carries a compensation penalty for the employee family.
Globally around 80% of the eligible employees use their paid paternity leave. Therefore, can be said that most
of the majority of employees need paid parental leave (Levs, 2019).
Impact on Human Resource System
In order to, successfully implement the idea in OODA Company there are certain changes will have to
make in the human resource system of the organization. The changes are in the organization policy, financial
aspects, managing the workload, working out on the details of the idea.
Calculating the Cost
7 | P a g e
8Human Resource Management
The organization needs to calculate the potential cost of paid parental leave which is the starting point of
deciding before starting the program. Since, the benefit will be offered to the eligible it is quiet negligible for
the management to pay employees (Expert Program Management, 2019). The cost of paying the salaried
employees is already accounted in payroll; therefore, the cost remain the same even if the employees is on job
or on paid leave. On the other hand the lost productivity of the employee needs to be counted by the
organization.
Managing the workloads
The shift responsibilities should be arranged and planned by the human resource department. Before the
leave starts the employee has several months of notice and at the must take advantage of that time to prepare the
employee’s manager for the leave. This can be assessed by providing proper tools and training son as to manage
the business obstacles and implications.
Leave policy
While developing a paid parental leave program, it includes various criteria. The best way to assess the
program is through enrolling laws in organization’s policy. The policy provides eligible working parents with
up to it two weeks of pay at the rate of national minimum wage (SHRM, 2019). The full-time, casual, contract,
part-time workers are eligible for parental paid leave.
The entitled criteria:
Mother’s husband or civil partner who expect to have the responsibility for the child’s upbringing.
Biological father of a child
Employee of either sex who is adopting a child but is not taking adoption leave.
Paternity pay
8 | P a g e
The organization needs to calculate the potential cost of paid parental leave which is the starting point of
deciding before starting the program. Since, the benefit will be offered to the eligible it is quiet negligible for
the management to pay employees (Expert Program Management, 2019). The cost of paying the salaried
employees is already accounted in payroll; therefore, the cost remain the same even if the employees is on job
or on paid leave. On the other hand the lost productivity of the employee needs to be counted by the
organization.
Managing the workloads
The shift responsibilities should be arranged and planned by the human resource department. Before the
leave starts the employee has several months of notice and at the must take advantage of that time to prepare the
employee’s manager for the leave. This can be assessed by providing proper tools and training son as to manage
the business obstacles and implications.
Leave policy
While developing a paid parental leave program, it includes various criteria. The best way to assess the
program is through enrolling laws in organization’s policy. The policy provides eligible working parents with
up to it two weeks of pay at the rate of national minimum wage (SHRM, 2019). The full-time, casual, contract,
part-time workers are eligible for parental paid leave.
The entitled criteria:
Mother’s husband or civil partner who expect to have the responsibility for the child’s upbringing.
Biological father of a child
Employee of either sex who is adopting a child but is not taking adoption leave.
Paternity pay
8 | P a g e
9Human Resource Management
The employee who is applying for the paid paternity leave and meet the above criteria can take leave at no extra
will receive up to two leaves at full pay.
Notification
The employees are required to give notice before 15 weeks before the child is expected. If the employee is
expecting to adopt a child then within 7 days of the day of adoption (What to Expect. 2019). If there is any
change in the date of adoption then the employee is supposed to give 28 days’ notice of the change.
The Confirmation of leave
The clearly acknowledging clearly the above mentioned information the Human Resource Department will send
mail to the employee confirming that the leave has been granted.
Statutory entitlements on return to work
Flexible working: The employees can come to office and work if it is highly necessary and something which
can be assessed by that particular employee.
Emergency leave: All employees have a statutory right to short periods of unpaid leave in order to make
arrangements to deal with family emergencies.
Ordinary Parental Leave: The employees who are experienced for one year’s have statutory right for parental
leave.
Evaluation of the Paid Parental Leave Program
The effectiveness of the following program can be assessed by using KPI model. The organization can
evaluate the effectiveness of the program by analyzing these areas of the organization (Bischof, Linzmajer &
Wirtz, 2019). The areas are productivity, number of employees, performance of the employees, the growth of
the organization and workplace environment. The KPI Model (Key Performance Indicator) is a model which
measures values that illustrates how efficiently and effectively the company is achieving its goal (Ibm.com,
9 | P a g e
The employee who is applying for the paid paternity leave and meet the above criteria can take leave at no extra
will receive up to two leaves at full pay.
Notification
The employees are required to give notice before 15 weeks before the child is expected. If the employee is
expecting to adopt a child then within 7 days of the day of adoption (What to Expect. 2019). If there is any
change in the date of adoption then the employee is supposed to give 28 days’ notice of the change.
The Confirmation of leave
The clearly acknowledging clearly the above mentioned information the Human Resource Department will send
mail to the employee confirming that the leave has been granted.
Statutory entitlements on return to work
Flexible working: The employees can come to office and work if it is highly necessary and something which
can be assessed by that particular employee.
Emergency leave: All employees have a statutory right to short periods of unpaid leave in order to make
arrangements to deal with family emergencies.
Ordinary Parental Leave: The employees who are experienced for one year’s have statutory right for parental
leave.
Evaluation of the Paid Parental Leave Program
The effectiveness of the following program can be assessed by using KPI model. The organization can
evaluate the effectiveness of the program by analyzing these areas of the organization (Bischof, Linzmajer &
Wirtz, 2019). The areas are productivity, number of employees, performance of the employees, the growth of
the organization and workplace environment. The KPI Model (Key Performance Indicator) is a model which
measures values that illustrates how efficiently and effectively the company is achieving its goal (Ibm.com,
9 | P a g e
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10Human Resource Management
2019). The efficiency measures is determined by the cost effectiveness and productivity and is measured as
ratio of outputs per inputs.
Financial Aspect Internal business process Employee learning and performance
Gross profit margin
Operating expenses
Investing cash flow
Operating cash flow
Return on investment
Productivity
Growth
Competitor analysis
Positive workplace environment
Employee turnover
Employee job satisfaction
Employee performance
Figure1: Prospects of measurement
Objective KPI Year 1 Year 2
Implementation of
Paid Paternity Leave
% of employees who
exceed their targets with
good performance
75% 83%
Employee turnover ratio 85% 93%
Company’s productivity 200 employees
were recruited
300 employees
were recruited
Figure2: KPI model
Amazon Paid Parental Leave Program
According to Wall Street Journal, Amazon provides paid parental leave for six weeks. The Amazon’s
paternity leave policy is among the various aspects the company’s culture is practicing. There are special
programs assessed by Amazon to support the new parents. The first program is “Leave Share” program which
10 | P a g e
2019). The efficiency measures is determined by the cost effectiveness and productivity and is measured as
ratio of outputs per inputs.
Financial Aspect Internal business process Employee learning and performance
Gross profit margin
Operating expenses
Investing cash flow
Operating cash flow
Return on investment
Productivity
Growth
Competitor analysis
Positive workplace environment
Employee turnover
Employee job satisfaction
Employee performance
Figure1: Prospects of measurement
Objective KPI Year 1 Year 2
Implementation of
Paid Paternity Leave
% of employees who
exceed their targets with
good performance
75% 83%
Employee turnover ratio 85% 93%
Company’s productivity 200 employees
were recruited
300 employees
were recruited
Figure2: KPI model
Amazon Paid Parental Leave Program
According to Wall Street Journal, Amazon provides paid parental leave for six weeks. The Amazon’s
paternity leave policy is among the various aspects the company’s culture is practicing. There are special
programs assessed by Amazon to support the new parents. The first program is “Leave Share” program which
10 | P a g e
11Human Resource Management
allow the employees to share up six weeks of parental leave with their partners. The other program is “Ramp
Back” program is an eight week period schedule which eases employee back into the workplace with a reduced
schedule (Desk, 2019). This particular strategy has thrilled and moved the market and it has reflected positive
outcome for the organization.
Conclusion
It is concluded from the above study that the approach of paid paternity leave is found to be beneficial
for many organizations. The above analysis done for OODA Company also reflects productivity outcome for
the company. Since, it is a new approach for the company the company has performed and implemented the
program strategically. The impact of paid paternity leave is observed to bring positive outcome such as
motivated employees in the organization. It has also fostered employee retention and increase in performance of
the employees within the organization. The various strategic tools and models has supported the company to
achieve its goal and objective set by the company. Hence, the overall performance, growth and reputation of the
company depends on the ways the company utilize its resources and plan and implement its strategic models.
11 | P a g e
allow the employees to share up six weeks of parental leave with their partners. The other program is “Ramp
Back” program is an eight week period schedule which eases employee back into the workplace with a reduced
schedule (Desk, 2019). This particular strategy has thrilled and moved the market and it has reflected positive
outcome for the organization.
Conclusion
It is concluded from the above study that the approach of paid paternity leave is found to be beneficial
for many organizations. The above analysis done for OODA Company also reflects productivity outcome for
the company. Since, it is a new approach for the company the company has performed and implemented the
program strategically. The impact of paid paternity leave is observed to bring positive outcome such as
motivated employees in the organization. It has also fostered employee retention and increase in performance of
the employees within the organization. The various strategic tools and models has supported the company to
achieve its goal and objective set by the company. Hence, the overall performance, growth and reputation of the
company depends on the ways the company utilize its resources and plan and implement its strategic models.
11 | P a g e
12Human Resource Management
Reference
Agbali, M., Trillo, C., Fernando, T., Ibrahim, I. A., & Arayici, Y. (2018, October). Conceptual Smart City KPI
Model: A System Dynamics Modelling Approach. In 2018 Second World Conference on Smart Trends
in Systems, Security and Sustainability (WorldS4) (pp. 163-171). IEEE available at
https://ieeexplore.ieee.org/abstract/document/8611565
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life Science
Journal, 14(5), 12-16 available at
http://www.lifesciencesite.com/lsj/life140517/03_32120lsj140517_12_16.pdf
Bartel, A. P., Rossin‐Slater, M., Ruhm, C. J., Stearns, J., & Waldfogel, J. (2018). Paid family leave, fathers’
leave‐taking, and leave‐sharing in dual‐earner households. Journal of Policy Analysis and
Management, 37(1), 10-37 from
https://www.dol.gov/sites/dolgov/files/OASP/legacy/files/Paid_Family_Leave_Fathers_Leave_Taking_
and_Leave_Sharing_in_Dual_Earner_Households.pdf
Bulger, A. (2019). The State of Paternity Leave in America. Retrieved 19 September 2019, from
https://www.fatherly.com/love-money/paternity-leave-laws-state-us/
Desk. (2019). 8 companies with great parental leave policies. Retrieved 12 September 2019, from
https://www.indiatoday.in/education-today/gk-current-affairs/story/8-companies-with-great-parental-
leave-policies-1560519-2019-07-10
Expert Program Management. (2019). Expert Program Management. Retrieved 19 September 2019, from
https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/
12 | P a g e
Reference
Agbali, M., Trillo, C., Fernando, T., Ibrahim, I. A., & Arayici, Y. (2018, October). Conceptual Smart City KPI
Model: A System Dynamics Modelling Approach. In 2018 Second World Conference on Smart Trends
in Systems, Security and Sustainability (WorldS4) (pp. 163-171). IEEE available at
https://ieeexplore.ieee.org/abstract/document/8611565
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life Science
Journal, 14(5), 12-16 available at
http://www.lifesciencesite.com/lsj/life140517/03_32120lsj140517_12_16.pdf
Bartel, A. P., Rossin‐Slater, M., Ruhm, C. J., Stearns, J., & Waldfogel, J. (2018). Paid family leave, fathers’
leave‐taking, and leave‐sharing in dual‐earner households. Journal of Policy Analysis and
Management, 37(1), 10-37 from
https://www.dol.gov/sites/dolgov/files/OASP/legacy/files/Paid_Family_Leave_Fathers_Leave_Taking_
and_Leave_Sharing_in_Dual_Earner_Households.pdf
Bulger, A. (2019). The State of Paternity Leave in America. Retrieved 19 September 2019, from
https://www.fatherly.com/love-money/paternity-leave-laws-state-us/
Desk. (2019). 8 companies with great parental leave policies. Retrieved 12 September 2019, from
https://www.indiatoday.in/education-today/gk-current-affairs/story/8-companies-with-great-parental-
leave-policies-1560519-2019-07-10
Expert Program Management. (2019). Expert Program Management. Retrieved 19 September 2019, from
https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/
12 | P a g e
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13Human Resource Management
Ibm.com. (2019). IBM Knowledge Center. Retrieved 19 September 2019, from
https://www.ibm.com/support/knowledgecenter/SSV2LR/com.ibm.wbpm.wid.tkit.doc/mme/
definingkpimodels.html
Levs, J. (2019). Why paternity leave is needed to promote gender equality. Retrieved 19 September 2019, from
https://www.strategy-business.com/article/Why-paternity-leave-is-needed-to-promote-gender-equality?
gko=ab6b8
Rai, A., Ghosh, P., & Dutta, T. (2019, August). Total rewards to enhance employees’ intention to stay: does
perception of justice play any role?. In Evidence-based HRM: a Global Forum for Empirical
Scholarship. Emerald Publishing Limited available at
https://www.emerald.com/insight/content/doi/10.1108/EBHRM-07-2018-0045/full/html
Rewards, 1. (2019). Total Compensation vs. Total Rewards - HRsoft. Retrieved 19 September 2019, from
https://hrsoft.com/blog/total-compensation-vs-total-rewards/
SHRM. (2019). To Improve Gender Equality, Help Men Take Parental Leave. Retrieved 19 September 2019,
from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/help-men-take-parental-
leave.aspx
What to Expect. (2019). Paternity Leave in the U.S.: How Much Do Dads Really Get?. Retrieved 19 September
2019, from https://www.whattoexpect.com/pregnancy/paternity-leave/
13 | P a g e
Ibm.com. (2019). IBM Knowledge Center. Retrieved 19 September 2019, from
https://www.ibm.com/support/knowledgecenter/SSV2LR/com.ibm.wbpm.wid.tkit.doc/mme/
definingkpimodels.html
Levs, J. (2019). Why paternity leave is needed to promote gender equality. Retrieved 19 September 2019, from
https://www.strategy-business.com/article/Why-paternity-leave-is-needed-to-promote-gender-equality?
gko=ab6b8
Rai, A., Ghosh, P., & Dutta, T. (2019, August). Total rewards to enhance employees’ intention to stay: does
perception of justice play any role?. In Evidence-based HRM: a Global Forum for Empirical
Scholarship. Emerald Publishing Limited available at
https://www.emerald.com/insight/content/doi/10.1108/EBHRM-07-2018-0045/full/html
Rewards, 1. (2019). Total Compensation vs. Total Rewards - HRsoft. Retrieved 19 September 2019, from
https://hrsoft.com/blog/total-compensation-vs-total-rewards/
SHRM. (2019). To Improve Gender Equality, Help Men Take Parental Leave. Retrieved 19 September 2019,
from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/help-men-take-parental-
leave.aspx
What to Expect. (2019). Paternity Leave in the U.S.: How Much Do Dads Really Get?. Retrieved 19 September
2019, from https://www.whattoexpect.com/pregnancy/paternity-leave/
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