please answer the two case questions from the Kronos case

462 PART 4 Compensating Human Resources TAKING RESPONSIBILITY Kronos Trusts Employees Enough to Give Unlimited PTO Kronos recently joined the small subset of employers training, and nudges to align with the corporate culture, who give their employees unlimited paid time off. The Some longtime employees complained because they had Massachusetts based provider of software and services for been using their vacation time as a kind of savings plan. workplace management has 5,000 employees globally, includ Instead of taking the days off, they saved them up in order ing almost 1,500 at its headquarters. Because some countries to get paid for them when they eventually left the company have legal requirements for vacation time, Kronos's unlimited Kronos's leaders reminded them that this was not the pur vacation policy applies only in the United States and Canada pose of a vacation policy. Furthermore, to address con- Kronos launched the policy because it was struggling to cerns of fairness, it took the savings of not having these fill positions at its headquarters. The company hires mostly future payments and used the funds to pay for additional technology experts, and the job market for college gradu- employee benefits, including greater contributions to retire ates is very tight in Massachusetts. At one point, 300 posi- ment plans. tions were unfilled. When recruiters asked candidates what Predictions that employees would abuse the policy did was holding them back from accepting an offer one issue not come true. Kronos continued to keep track of employ that repeatedly surfaced was vacation. Most companies, ces use of time off. The average number of days taken rose including Kronos, gave now workers about two weeks' vaca- slightly, from 14 days to 16.6. well within the range the pol- tion, adding to the days as the workers stayed on. Experi icy had in mind. Employee engagement scores rose slightly. enced job candidates balked at the offer to start at Kronos and employee turnover dropped significantly. with two weeks' vacation when they had earned their way to three or four weeks at their current job. Questions Kronos's CEO. Aron Ain, and Chief People Officer 1. What business benefits is Kronos seeking from provid- Dave Almeda considered the situation. They took into ing an unlimited Vacation benefit? account that the jobs at Kronos attract the kind of people 2. Imagine you worked in Kronos's HR department when who take responsibility for their work and may be finishing it launched this benefit. What would you say in me tasks at home or on the road, even during days they have sages explaining the new benefit to employees? designated as time off. If they were work when they were not clocked in the executives concluded, they could cer- Sur Kronos Case Study: Implementing Unlimited Vacation Workforce Institute. http://workforceinstitute.org, accessed June 19.2017: Are Ain. The tainly be trusted to get the job done. CEO of Kronos on Launching an Unlimited Vacation Policy." Marnard Some managers and employees resisted the new policy Review November December 2017. pp. 38-42: Jeremy Hobson. This CEO A few managers worried that employees would abuse the Chose to Offer His Employees Unlimited Vacation-und Says It Paying Oct policy and that the process of approving time off would be Here and December 30, 2017, http://www.wtur.org: Scott Mat. This difficult. For these managers, Kronos provided support, Inc. November 14, 2017. https://www.inc.com CEO Launched an Unlimited Vacation Policy Here's How It Worked out." MANAGING TALENT Investing in Young Workers at Credit Suisse Financial services might seem like another world from the more generous that the paid leave offered by other finan high-tech businesses that are transforming how we make cial services companies. The policy covers hourly as well purchases and gather information, but both industries as salaried employees who work at least 20 hours a week are in a talent competition for people with quantitative It applies to both mothers and fathers, as long as they are and computer skills. As many workers see more appeal in the baby's primary caregiver. They may take the leave al Silicon Valley than Wall Street, multinational financial ser any time during the first 12 months after the baby is born. vices giants like Credit Suisse are sweetening employee ben- Parents who are not the primary caregiver are eligible for a efits in an effort to lure and keep the best talent, week of paid leave plus 19 weeks of unpaid leave Credit Suisse recently aimed to make itself more The difference attractive to young workers by creati