Kudler Fine Foods Frequent Shopper Program Essay

Total Reward Program Essay

Essay Question #3 Response:
A Total Rewards Program is a blend of monetary and non-monetary rewards offered to employees. The major dimensions of an effective Total Rewards program are compensation, benefits, work experience, culture and environment. Compensation includes an employee’s base pay, merit pay, incentives, promotion pay increases and any inflation adjustments a company may offer. Benefits are your health plans, disability income, life insurance, retirement plans, paid time off, executive benefits and any employee assistance programs. Work experience includes work-life balance incentives such as wellness programs, flex-time, employee and family assistance programs (EFAPs), and etc. Work experience also includes performance management such as your performance appraisals, goal setting and any recognition and awards. Also part of work experience is your career growth including training, professional development, coaching and mentoring. The company, organization and HR strategy are components of the Culture and Environment dimension of an effective Total Rewards program. Financial impact, customer expectations, employee interests and expectations are all also part of what makes up the Culture and Environment.

Total Rewards Managers must design and manage programs to help retain, attract and engage key talent. The Total Rewards Manager must know and understand the Human Capital strategy for the organization. With today’s economy and competition in the marketplace, employers must look for ways to reward and motivate their employees. This is very difficult as benefit costs continue to be on the rise with no end in sight. Total Rewards Managers need to be able to generate a balance between corporate dollars spent, employee appreciation and engagement. To gain the highest return on investment, Total Rewards Managers need to consider rewards that will drive behavior (contingent rewards) and the rewards that are going to set them apart from the competition (differentiators). As a Total Rewards Manager, you need to know what is going to motivate the workforce. It is important to deliver the right amount of rewards, at the right time, for the right reason. Key considerations for the Total Rewards Manager include: economic, geographic, political and regulatory factors outside the organization along with business goals, needed workforce capabilities, and performance metrics inside the organization which all affect the human capital and business decisions.

Employees seek three key components from their employment: compensation, benefits and work experience. Employees expect benefits such as health care when joining an organization. Benefits like health care are also considered a motivator for staying with an organization. Employees seek the opportunity to learn, grow and advance in their careers. This is seen as a future value of staying with an organization or not. Some employees will forgo a higher salary or better set...

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Kudler Fine Foods Service Request

4514 WordsOct 25th, 200819 Pages

Service Request
Kudler Fine Foods (KFF), a virtual organization from the University of Phoenix (2008), is interested in developing and deploying a customer tracking system through a Kudler Frequent Shopper Program (KFSP) that would provide KFF data on shopping habits of cliental and in return provides customers with high-end incentives for shopping. The project will require the determination of requirements from KFF and their client base and a system analysis. This paper follows a systems analysis process by exploring business objectives and models, current and proposed system analysis, project constraints, functional requirements, cost benefit analysis, and design requirements with the assumed delivery being to an executive management…show more content…

The measurement for success could exist by cross checking the number of attendees at promoted events with events from pre KFSP data.
Lastly, to gauge program success, KFF could also implement a suggestion program where the company takes information from customer transactions and based from that data make suggestions of like or similar foods that may appeal to that same customer. The store could use the “suggestion series” foods as a way to gauge program success by tracking the sales of the suggested foods with pre and post level timetables and inventory levels.
Project Feasibility
The feasibility analysis looks at the specific operational, technical, and economic feasibility of KFSP program. KFF expects this program, designed to track frequent shopper purchase trends and reward frequent shoppers, to increase KFF projected revenue by 4.75% according to the KFF 2007 sales plan. With net sales of $10796200, this would equal out to $512819.5 (University of Phoenix, 2008). This projected increase in revenue almost equals the net income for KFF. No information exists on startup costs for the program.
There should be minimal cost associated with hardware as most rewards programs in place use barcode or magnetic strip cards and readers. All the registers already have the necessary hardware. Software will be a small cost as well as training for the information technology (IT) staff to run the software on KFF’s networks and

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