AFLAC Case Study: Evaluating and Improving the Compensation Plan

This case study examines AFLAC's compensation and benefits program, focusing on how the company uses its products and other incentives to reward employees. The analysis covers the company's response to its strengths and weaknesses, providing examples of traditional and non-traditional reward systems. It explores the corporate values that underpin AFLAC's approach to employee compensation, including its emphasis on equity and employee needs. The study suggests improvements to the reimbursement program, such as identifying employee needs through regular interaction and keeping abreast of competitor strategies. It also integrates a biblical perspective, highlighting the company's respectful treatment of workers. The document concludes by referencing relevant sources to support its findings.

Running Head: Organisation Recompense Program
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AFLAC Company
Case Study
Student name
7/10/2019

Doing modifications in the compensation plan 1
Contents
Usage of the product for the purpose of giving payment to the staff:........................................2
In what ways, organization replies towards its strengths and weakness:...................................2
Examples:...................................................................................................................................3
Corporate values of the business:...............................................................................................4
Suggestions for improving the reimbursement program:...........................................................4
Biblical Integration:...................................................................................................................5
Bibliography...............................................................................................................................6

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Usage of the product for the purpose of giving payment to the staff:
Aflac corporate established by the 3 brothers namely John, Bill, and Paul Amos, in
the year 1955 and the business was stated in Japan and the U.S. particularly. It delivers life
insurance facility as its main product that’s why its name full form is- American Family Life
Assurance Company. It pays a salary and gives its products to the workers as a part of the
reimbursement system.
Along with goods for remuneration, it offers various types of benefits to the workers
such as providing merchandise to employees at a low price or at free of cost, so to fulfil their
needs well. It also gives fully paid insurance to the workforce, in order to fight against cancer
disease; launches childcare facility, so that they can work freely without having a strain in
mind regarding their kids (Our Company, 2019). It has been done to understand the life of the
personnel well, and for motivating and creating a strong relationship with them.
Therefore, the reward is necessary for enhancing the effectiveness of workers as well
as for the company’s operations. It is because workers are regarded as an asset of the firm, as
they are the one which produces outcome or result with the utilization of resources in a
proper and efficient manner.
In what ways, organization replies towards its strengths and weakness:
Internal: The Company has great goodwill in the market which thereby helps in
finding the talented population for the recruitment procedure. In the workplace, workers are
allowed to freely communicate without any interference which leads to creating a positive
workplace environment (Dinkin, 2015).
The shortcoming of the organization is linked with the turnover rate. It is that rate
which is used to define how many workers are leaving the job and according to the company,

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it is increased as compared to the past years. Hence, Aflac has to provide appropriate
payment to those who are thinking of leaving so, to retain them in the organization. It has
also a shortage of funds, which needs to be enhanced for running the business effectively as
funds are the lifeblood of a business and it is required in all aspects.
External: As per case study, many people are happy and want to give their services
for the corporate’s benefit, which ultimately helps in making the organization more
successful (Mello, 2014).
The drawback is that the insurance is given to employees at lower costs which
eventually lead to increase in the cost of the firm, because its rate is two times higher as, with
the inflation running in the country. However, the organization has to accept the cost so, to
maintain health and safety of the working conditions in the job.
Examples:
Traditional: It is such a welfare scheme which is adapted for upholding and
protecting the objective of proper wellbeing facilities to the workers at the job situation
(Marshall, 2016). Example of this is life assurance and annuity benefit schemes. In this
company, traditional ones are paid related to the insurance but with some add-ons in its
variations as compared to the original and basic one.
Non-Traditional: It is a modern method, which also contains traditional modes of
remuneration in it. Here, as apart from the older one service given like coupons of shopping
and food are given and it is applicable to some selected food-joints and malls ordinarily for
the employees’ purpose.

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While, company focuses on the development of individual as a whole in order to help
them in their career’s growth and it is done by teaching workers to how to perform in their
work in the job and also developing leadership skills in the individual so they can provide
guidance to two or more people for working effectively. It also runs mentoring as well as
counselling facilities and along with this advice gives to the workers on financial matters too
(Groo, 2017).
Corporate values of the business:
It gives importance to equity principle, and according to this all individuals who are
working in the same environment are equal which eliminates biases from the workplace. It
motivates the workers accordingly to their needs by recognizing it through the support of
survey tool so to gather the larger data appropriately by an easy method (Antoni, 2017).
Compensation must be alike to all and there would be no discrimination done on the
basis of age, gender, colour, and religion particularly. These practices reduce the turnover
rate as due to this, workers are less inclined to resign from the organization.
Therefore, it can be said that the benefits given by any company should be such,
which increases the satisfaction level of workers in employment relation (Mabaso, 2017).
Suggestions for improving the reimbursement program:
Aflac has to identify the needs of employees well so to fulfil them in a proper way
and it can be done by interacting to the employees regularly for understanding the drives and
motives of individuals as each of them have different types of motives because of diverse
types of prospective. It can be done made sound, by keeping looking at competitor
companies’ strategy of payment so to improve Aflac and by seeing the market conditions or
forces which are currently operating (Reeves, 2015).

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Currently, the organization gives a salary, insurance, and facility of taking care for the
kids as a role, to fulfil the responsibility towards employees as well as society and along with
this use it gives, ‘Volunteer of the month medal to top-performing individuals’.
In regards to the personnel manager’s role, plan has to be a concern with interest-
based training to workforce and also gives rewards on the basis of their behaviour and
attitude towards work so to develop and inculcate ethical feelings in the workforce. It is all
made with the desire so that workers are able to do work without any hindrance any work on
specific activity which they like.
Biblical Integration:
Thus, it can be said that Aflac treats its workers well with dignity and care by giving
extra benefits to them, apart from salary. Christians also adopt such type of behaviour, while
dealing with society as well as, in relation with God.
As, these people recall God, at the time of their need. It is mostly done in cases when
they lose their faith and hope.
Bible also explains that God loves each and every individual. So, the responsibility of
workers is to, give output in return to God and in this situation, employers of the Aflac
Company.

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Bibliography
Our Company. (2019). Retrieved from Aflac: https://www.aflac.com/about-aflac/our-
company/default.aspx
Antoni, C. X. (2017). Linking Employee Motivation and Organizational Performance.
Journal of Personnel Psychology, 16(2), 57-60.
Dinkin, E. N. (2015, January). Dust-Off The Historical Approach to Total Compensation.
Benefits Quarterly, 43-50.
Groo, S. D. (2017). Work-Life Balance in the Modern Workplace. Kluwer Law International
B.V.
Mabaso, C. M. (2017). Impact of Compensation and Benefits on Job Satisfaction. Research
Journal of Business Management, 11(2), 80-90.
Marshall, C. A. (2016). Widening Participation, Higher Education and Non-Traditional
Students: Supporting Transitions through Foundation Programmes (Vol. 27).
Springer.
Mello, J. A. (2014). Strategic Human Resource Management. Cengage Learning.
Reeves, M. (2015). Your Strategy Needs a Strategy: How to Choose and Execute the Right
Approach. Harvard Business Review Press.