Singapore Airlines: Employee Benefit and Compensation Analysis

This report provides an in-depth analysis of the compensation and benefit programs offered by Singapore Airlines, focusing on their impact on employee satisfaction and organizational productivity. It begins with an executive summary and table of contents, followed by an introduction that highlights Singapore Airlines' reputation and operational effectiveness. The report defines key terms and provides background information on the airline's history and development. It then delves into Herzberg's Two-Factor Theory to explain employee motivation, differentiating between motivational and hygiene factors. The core of the report examines Singapore Airlines' specific benefit packages, including professional development opportunities, childcare initiatives, and domestic partner benefits. It analyzes the advantages and disadvantages of these programs, comparing them to industry standards. The report also addresses strategic considerations, such as innovation and technological advancement, and concludes with recommendations and a reflective section on knowledge gained. The report uses references to support the analysis and provides a comprehensive understanding of the airline's human resource practices.

Running head: COMPENSATION AND BENEFIT
COMPENSATION AND BENEFIT
Name of the Student
Name of the University
Author Note

1COMPENSATION AND BENEFIT
Executive Summary
The report has shed light on the compensation and benefit of the employee and in that case,
Singapore Airlines has been chosen. The company has the good reputation for employee
engagement. The long-term process orientation is important in that case for the development
of organisational productivity and to maintain employees' productivity as well. There are
some extra advantages as well for employees that are innovative enough for the change in
production. The level of benefit provided by the company is not only managing employees’
situation but also create better values and opportunities for them. The report ensures my
learning, as well as these procedures, are important for the formulation of the management
sections and that will help entire operation in an effective form.

2COMPENSATION AND BENEFIT
Table of Contents
Introduction................................................................................................................................3
Definition...................................................................................................................................3
Background................................................................................................................................4
Body...........................................................................................................................................5
Theory of employee satisfaction............................................................................................5
Implementation plan from the company and their packages.................................................8
Analysis......................................................................................................................................9
Compare and contrast over the situation................................................................................9
Advantages and disadvantages of employees’ satisfaction..................................................10
Recommendation......................................................................................................................11
Conclusion................................................................................................................................11
Reflective knowledge gain from this particular topic..............................................................12
References................................................................................................................................13

3COMPENSATION AND BENEFIT
Topic: Benefit programmes of Singapore Airlines and the learning experience from the
particular topic.
Introduction
Singapore Airlines is one of the most promising airline companies in Singapore and
the operation process of the company is quite effective. From 1972, when the company
started it had outperformed all other companies and had a strong base that delivers better
opportunities for the company (Singaporeair.com 2018). The topic is related to the benefit
and compensation that has delivered by the company and the effective engagement with
customers and employees (Bryant and Allen 2013). There is some effective modification can
be acquired by the process and better benefits packages can be introduced in the company.
In this paper, the operational approach form the company for delivering benefits and
compensations to employees are the main aspects to evaluate values and development for
employees. The levels of benefit are different in some cases, however, the presentation
process is high and evaluative as the process has done from the larger amount of people.
Definition
The company provides some effective opportunities to their employees. This is the
situation that the company has to take care of their employees as the experience employees
are needed for the sustainable development of their market position. The interpersonal
relationship between customers will help the organisation to make a sustainable market and
to follow this strategy to cater to a good market process. Singapore Airlines is one of the
promising airlines in Singapore and they have provided the best opportunities for their
employees as they have maintained employees' satisfaction process for their sustainable
development of the company (Singaporeair.com 2018). The organisation motivates their
employee thorough intrinsic and extrinsic manner so that employees get attached to the

4COMPENSATION AND BENEFIT
company. The employee has to achieve their target and they will get the extra incentive or
some monetary advancement for them. This is the reason employees get motivated and work
for the company.
Background
In 1972, Malaysian-Singapore Airlines was segregated into two different airlines like
Malaysian Airline System and Singapore Airline. The first Airbus A300 Superbus flew from
Singapore to Kuala Lumpur and Jakarta on the 1st of February, 1981 (Singaporeair.com
2018). In 1989, they had strengthened their base as an airline company and declared them as
the second best airlines company in Singapore. The network was formulated more than 30
destinations across Asia and Australia (Singaporeair.com 2018). In 1998, the infrastructure of
the company changed and they comprised five world-acclaimed chefs from five countries and
improve their dining facilities. The new suite of cabin products across the travel class along
with the latest entertainment options are introduced. KrisWorld is the audio and video on
demand for all the passengers and it started in 2001 (Singaporeair.com 2018). So the
improvement will come as the time flow. The benefit is all around the process they delivered
some new in 2006, the company introduced the cabin product of business class seats
transform into full-sized beds. The design of the flights are also important in that case and
they look after the issue in 2015, where contemporary and stylish design has been introduced
and in case of more than three hours flight more than 300 beneficiaries alternatives available
for customers (Singaporeair.com 2018). The “Capital Express” service from the company is a
process that links both the capital cities of Australia and New Zealand. The process has
started from 2016 and that used to make international transportation of the company is in
high. In 2017, Singapore A380 configures 471 seats in four classes, along with the six airline
suits and more than 75 business class seats in the upper deck (Singaporeair.com 2018). There
are 44 premium economy class seats and 343 Economy class seats on the main deck. The

5COMPENSATION AND BENEFIT
feature of the airlines has evolved as the company started to globalise their market and ensure
the new technologies that can help them in their near future (Singaporeair.com 2018). These
things also help them to control the market and to control the support than associated
companies have formed their business. The engagement with the customers is there and
people from different backgrounds utilise their services as well.
Body
Theory of employee satisfaction
The theory of Herzberg can be used in that state as they process state of the
motivation of employees. The theory is considered as the "Two – Factor Theory" as there are
two factors relate to each other. The first factor is the motivational actor as the factor deals
with achievement, recognition of employees (Malik and Naeem 2013). That signifies the
positional change of the employees and their process of feeling good at that moment. The
process of responsibility is also important in that case and they want some promotion or the
growth in salary as they become tenure employee in the organisation.
Figure: Herzberg’s Two-factor Theory
(Source: Malik and Naeem 2013)

6COMPENSATION AND BENEFIT
The work pressure and additional responsibility will come in case of salary hike and
the additional work culture also maintained by employees. So, the process of motivation is
completely related with the inner satisfaction that an employee wants. This is considered as
the intrinsic motivational factors (Malik and Naeem 2013). On the other hand, Hygiene factor
is there and there are lots of extrinsic factors that consolidate the case. The aspect of pay and
benefits along with the supervision power of employees is the key mannerism that gives the
extra opportunity for employees to enhance their position (Malik and Naeem 2013). There are
diverse career opportunities for employees as well. In the case of specialisation in a particular
field, the company notice that person's ability and situation controlling power (Mishra,
Boynton and Mishra 2014). The monetary advancement is the key process in that case and
that considered as the hygiene factor. There are issues like company policy and
administration, relationship with their co-workers, job security, health and safety and the
entire working condition is the major concern in that case (Malik and Naeem 2013). The
aspect of balancing the job and their personal life in work-life balance is important in that
case. The theory signifies the change in motivation and also consider the advancement of
productivity.
Some of the major benefits that the company provides for their customers and these
facilities are recent enough and relevant too, for the sustainable development of the market.
The main benefits are highly recommended for the customers to use this brand and service.
The benefits are:
The professional development of the employee is the main attribution to their life. A
settle lifestyle has pointed out in this situation and employees are benefitted by the situation.
Employees, who want to pursue higher education can apply for the sponsorship programme
(Jehanzeb and Bashir 2013). This is the scheme that develops the professional understanding
of the employees and improves their position that ensures the upgradation of the situation.

7COMPENSATION AND BENEFIT
This policy encourages young employees to get engage with their company and that is the
reason, they want to start their career from here. Then, they used to initiate a training
programme and that will provide a boost to the employee as the employee become ready for
the advance critical situation handling position. The company has ensured their employees'
child health and also ensure the elder people related to the employee. Some of the child care
initiatives can be taken from the airline company and that helps customers to feel the place
safe and also realise that the airline provides value to every individual customer (Heracleous
and Wirtz 2012). In the case of childcare, dependent child care resources and referral
services, sick and emergency care programmes all these are important for the child care. The
process like one-day child care is another initiative that the company can take and this is the
reason child safety process has been controlled by the company (Bamber et al. 2013). In the
case of elder people, there are some limited programmes and referral services that initiated by
the company. There are some domestic issues that are important for the development of
employees. In case of domestic partner benefit, employees' unmarried partner reasons are
important and there will be a free rule needed to be implemented in that case (Heracleous and
Wirtz 2014). The sexual orientation is not a problem for the company. Employees may have
some sexual differentiation but that does not affect their job role or position. So the matter of
beneficial operation is persisted in that case and service of employees' satisfaction and
retention for them. The discount service fees include 50% discount allowed in many
KrisFlyer services. This is a kind of situation when a person changes the nominees (Lopes,
Ferraz and Rodrigues 2016). This is the situation that also considered as the process of
benefit that encourages customers for the engagement with the company. The strategic
process somehow struck and such strategies do not help in the case of innovation and
technological advancement also. The process of making better strategies for the general
advancement from competitors is the key fiction in that case, and the combination of strategic

8COMPENSATION AND BENEFIT
amalgamation broke at that point (Wu, He and Cao 2013). The change in strategic process is
important for the development of the employees’ situation and help them to ensure the
understanding. The aspect of employees’ retention and plan from the human resource team of
the company is important in that fact and that initiate better situation analysis of employees.
This is applicable to the most exclusive tier of Singapore Airlines and members of these
process have enjoyed the best acknowledgement from the company (Au and Cheng 2012).
The aspect of production innovation somehow curtails and that experience the worst situation
for the company to enhance their development. This can be an emergent situation, that
highlights contingency planning for the company. If the first plan is not working, then the
second one will take that place and that encourage the opportunity of the business. The
process of fast track security, immigration clearance at the selected airports, along with the
issue of seat preferences is there (Malik and Naeem 2013). The selection and the travelling
process is for the premium, economy on Singapore Airlines or in Silk Air airline process. The
organisational support is there and that ensure the productivity of the employees and
coordinate with their team leaders for the development of organisational productivity.
The securities are also applicable for the employees as well. The process of exploitation
and exploration process in the business make the procedure more balanced and selective in
case of pursuing the synergies in the selective process of focus. This process is also
applicable for the employees as well and that reflected through their work culture (Lee and
Hyun 2016). Redemption discounts and in each level upgradation the benefit processes are
increased and that is the reason most of the business processes are aligned in the proper
manner.
Implementation plan from the company and their packages
In case of implementation, employees benefit is the key consideration in this case and
there are different categories allocated in that aspect. Legally required payments, Life

9COMPENSATION AND BENEFIT
insurance or death benefits, Medical & health related benefit payments, Paid rest period for
employees and additional breaks all these are important in that aspect. The Payment for the
time, which have not worked as they are under any sort of medical supervision, the company
will pay. The policies are also flexible in terms of allocating over employees and they also
feel free to accept this (Vatankhah, Javid and Raoofi 2017). The value of one or three time’s
employees’ annual salary increment at one time is one of the positive moves that encourage
employees to motivate them at the right way and to increase the productivity of the
organisation. There are some varying amounts of additional coverage have given to
employees in some cases and that also considered as the extrinsic motivation to them. In the
case of social security Central Provident Fund (CPF) is one of the comprehensive moves that
ensure the future savings plan for the people working in the Singapore Airline (Tourani and
Rast 2012). The airline has some employees who have an orderly account or special account
but the processing of those accounts and their as well as the incentive have come from that
operation. The contribution of CPF is there and that ensure the social security of employees
in Singapore Airline. There is some paid time off during the working hour like rest period,
lunch period, travel packages, work prep time all these are allocated for the employees
(Suhartanto and Noor 2012). The engagement of employees within the organisation is the key
matter in that case and these are the opportunities that initiated for that reason. There are the
vacation, public holidays, sick leave, compassionate leave, maternity leave, childcare leave
all these are needed to be implemented in that situation. The processes of the community-
based system, commercial insurance plan for employees, self-insurance, and health
maintenance organisation, preferred provider organisation along with the point-of-service
plan are important in that case and that strengthen the backbone of the employees and
employees also feel the same.

10COMPENSATION AND BENEFIT
Analysis
Compare and contrast over the situation
The comparison in both the cases supports the momentum of the company and
employees are the major aspect in that case as they initiate the entire operation and formulate
the right way of meeting the process (Jehanzeb and Bashir 2013). In that situation, the
possible benefits need to be given to those loyal employees who have improved the scenario
of the organisation and deal with proper values and culture to make the process satisfied for
the customers as well. The differentiation in position and maintain a good place in the
competitive market, this is the major challenge the company has to face for the development
of the organisation (Suhartanto and Noor 2012). The workload may be a challenging for the
employees and they want to deliver their highest potential but there must be some incentive
structure as well for employees and that will encourage them to do such critical tasks.
Advantages and disadvantages of employees’ satisfaction
There are most of the advantages has come through the process rather than disadvantages,
so the company needs to ensure proper amenities so that employee work with the company
for long. In case of advantages
 The process of higher retention and lower turnover cases are happening in that case.
There are 51% of the employees are looking to leave their current job worldwide, so
maintaining them in a correct manner to decrease the turnover rate, employees
benefits and compensation is important (Vatankhah, Javid and Raoofi 2017).
 The range of productivity is higher in that case as the experience employees are there
with the organisation for long. That is the reason, experience and young employees
work together and enhance the productivity.
 The profitability of the company is also increased due to that process. The good work
culture as maintained and customers are also satisfied through the process. Company's

11COMPENSATION AND BENEFIT
profitability is the concerning aspect to maintain their good position in this
competitive business scenario and company engage their employees in that process
also.
 The absenteeism is less and sense of responsibility is there with employees
(Suhartanto and Noor 2012). This is the process that provides advantages to
employees and engages them for the better productivity of the organisation.
 Employee loyalty also increased in this process as employees find the place safe for
the working culture and operation. This is the reason Employees net promoting score
develop and they have a chance to reach the higher position.
In case of disadvantages:
 There are some issues must be there with the management and operation, and their
attitude and working culture may not the suite with the employees (Bryant and Allen
2013).
 The general working environment is not good at some time and that is the reason
employees are not satisfied enough to work with the company. This ensures the good
environment is needed from the organisation (Jehanzeb and Bashir 2013).
 In case of late salary or bonus or in case of incentive process, employees are not
convinced with the terms and conditions applied over the company.
Recommendation
Singapore Airline makes a difference in case of employees’ retention process. The
facilities provided to the employees are unique in manner and company values their
employees in a respectable manner. The issue of health and safety aspects are important in
that case and the company's accountability to engage experienced employees is the concern
recommendation in that case. The planning for that particular reason in long term and short