KPMG Employee Motivation Evaluation

This assignment analyzes KPMG's employee benefit program, focusing on its impact on employee motivation. It highlights existing strengths, such as competitive compensation and recognition programs. However, it also pinpoints areas requiring attention, including limited career growth opportunities and insufficient support systems within the organization. The analysis concludes with recommendations for KPMG to enhance its benefits package and cultivate a more motivating work environment.

Running head: INTRODUCTION OF MANAGEMENT
Introduction of Management
Name of the Student:
Name of the University:
Author’s Note:
Course ID:

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Table of Contents
Introduction:...............................................................................................................................2
Overview of the company:.........................................................................................................2
Performance:..............................................................................................................................2
Recommendation:......................................................................................................................4
Conclusion:................................................................................................................................5
Reference List:...........................................................................................................................6

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Introduction:
The main aim of the report is to identify different reason, which makes KPMG a
popular place of employment. Relevant research and finding process is conducted to identify
the relevant measures that help the company to reduce the employee turnover and raise
motivation level of its workforce. The overall structure of the report mainly includes
overview of KPMG and relevant evaluation of the findings about measures taken by the
organization. Furthermore, adequate recommendations are also presented in the report, which
could be used in increasing more productivity of its employees. The assignment mainly
portrays the relevant reasons behind the popularity of KPMG among employees.
Overview of the company:
Founded in 1987, KPMG is mainly considered to be a professional service company
which come under the big four auditors of the world (KPMG.com 2017). The company
mainly specialises in providing services to its customers, ranging from tax, financial audit,
and advisory services. The company employs around 188,982 employees in its vicinity,
which directly allowed it to generate revenue of 25.42 billion dollars in 2016. The overall
revenue generated by KPMG in 2016 was mainly conducted due to the audit services
provided by the organisation. Therefore, it could be understood that KPMG focuses 40% on
audit services, while the rest comprises of tax and advisory services (KPMG.com 2017).
Performance:
Working in KPMG is one of the biggest dreams that an individual employee could
have, as it provides all the relevant facilities to its employees. The different types of benefits
that is portrayed and provided by the KPMG management to its employees (Bargeron, Lehn
and Smith 2015). The first benefit that is provided by KPMG is the lifestyle benefits, where

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the employees could choose a Lifestyle option. This overall Lifestyle benefits provided by
KPMG mainly allows the employees to have relevant services such as home, entertainment,
cars, and accommodation. The company also provides client and super discount to its
employees, which directly allow them to get discounted health insurance plan, gym facilities,
mobile, internet access, computer and software (linkedin.com 2017). These facilities mainly
allow the organisation to boost morale of its employees, which directly help in generating
higher productivity. Company also provides adequate salary package, which makes the
employees want to work in KPMG. with the overall salary package additional motor vehicles,
superannuation, and other benefits are provided by the organisation. Moreover, the company
also provides its employees development holidays and annually packages, which could be
redeemed at the well of the employees (O'Rourke 2015).
Reviewing the benefits provided by KPMG to its employees for the amenities that
were provided by the organisation are identified. The company also provides flexible work
options, where employees are able to work in different shifts according to their leniency.
Moreover, the company also provides relevant insurance, social club access and paid parental
leaves to its employees. The above defined programs are maintained by KPMG all its
employees, which directly helps in motivating the candidate to work for the company.
Shields et al. (2015) stated that with the help of motivated employees organisations are able
to increase the productivity and generate higher revenue. There are two types of wellbeing
benefits and wellbeing programs that are in maintained by KPMG, which directly allows the
organisation to attract more and more talented employees to its vicinity. KPMG’s aim is
mainly to make its employee healthy for which the organisation provides different types of
programs where information and health check up conducted (Sikora and Ferris 2014).
However, the review from employee depicts that overall colleagues of the
organisation prominent, while the overall work culture is relatively. There is no help provided

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from any kind of superiors or the individuals, which could reduce the burden on the
employees. Some of the employees also stated that KPMG makes it employees work more
than 12 hours in time of needs, which could directly demotivate potential and current
employees (linkedin.com 2017). Moreover, there are strict professional rules, which are
riding activities of the employees. However, employees in KPMG do not get the relevant
support from its superiors during commencement of the project. Wang et al. (2015) argued
that focusing only on productivity provided by employees could increase the overall
expenditure of an organisation, which could directory reflect as negative profitability.
Recommendation:
The evaluation of overall Benefits provided by KPMG relevant loopholes has been
identified, which could directly help in improving IQ current services provided to the
Employees. The additional services could eventually help increasing demand for walking in
the organisation my all the relevant employees, which could help improving motivational
level of the work force. The use of adequate corporate culture, where employees directly help
each other with their work and gain relative experience needs to be created by KPMG. The
evaluation of KPMG depicted that employees are having a relative problem related to help
provided in the organisation. Therefore it could be understood that with the use of adequate
implementation of different helping measures would eventually allow the company increase
the employee's motivational level. Moreover, adequate career growth and chart needs to be
presented to the Employees, which could help in reducing the doubt of the workforce
regarding their career path. There are no other factors that was hampering motivational level
of the employee in KPMG. Implementation of the above factors could directly make the
organization a popular place for work (Goetsch and Davis 2014).

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Conclusion:
The evaluation of the overall KPMG employee benefits mainly helped in identifying
loopholes which was hindering overall motivation level of the employee. Moreover, it is also
identified that KPMG provides and benefits to its employees, which directly placed the
organisation and second list of LinkedIn profile. However, different types of
recommendations also provided, which could allow the organisation to change its current
policy and increase motivation level of its employees. Furthermore, being a service providing
company KPMG needs to have highly motivated employees, which helps in improving
productivity and reduces any kind of slack in its operations.

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Reference List:
Bargeron, L., Lehn, K. and Smith, J., 2015. Employee–management trust and M&A
activity. Journal of Corporate Finance, 35, pp.389-406.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.
KPMG.com. (2017). Rewards and Recognition. [online] Available at:
https://home.kpmg.com/au/en/home/careers/life-at-kpmg/rewards-and-recognition.html
[Accessed 3 Sep. 2017].
linkedin.com, (2017). [online] Available at: https://www.linkedin.com/pulse/linkedin-top-
companies-2017-where-australia-wants-work-roughol [Accessed 3 Sep. 2017].
O'Rourke, M., 2015. Farm employee management: Getting the new employee off to a good
start on day one. Ag Decision Maker Newsletter, 17(1), p.2.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P.,
Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee
Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Sikora, D.M. and Ferris, G.R., 2014. Strategic human resource practice implementation: The
critical role of line management. Human Resource Management Review, 24(3), pp.271-281.
Wang, P., Walumbwa, F.O., Wang, H. and Aryee, S., 2015. relationship between family-
supportive supervisor and employee performance. Group & Organization Management, 38,
258-287.(Original DOI. Group & Organization Management, 40(5), p.711.