Thinking Ethically Unit 6
Introduction
Derek Christian has a unique way with hiring, training and developing his employees. Mr. Christian offered for the company to pay for an employee’s training and development for the employee’s desired career if they choose to work for the company for at least two years (Noe, Hollenbeck, Gerhart, & Wright, 2014). This method helped Mr. Christian retain his employees and his customers were both satisfied and loyal (Noe, et al., 2014). There are many reasons why employee development programs are essential and benefit all persons involved.
Review/Analysis of the Case
1. When a company spends money on employee development, who should receive the benefit – investors, customers, employees, or someone else? What is the most ethical way to distribute the benefits? Employee development benefits all entities associated with the company. Employees benefit by the training they receive in the development program. “Employees who are well trained will have a better understanding of a business’ goals and mission, which will help them perform better for the company in the long run” (Partner PS, 2012). Employers benefit by not having to spend as much time and money to constantly having to replace an employee. “Research estimates that it costs an employer at least $18,000 in searching, reviewing, screening, interviewing, hiring, onboarding and training costs to replace one mid-level employee” (Partner PS, 2012). The savings an employer receives from not having to constantly replace an employee can be reinvested in their current employees with training programs. Customers also benefit from employee development. “When an employee is enthusiastic and committed to a business, customers will pick up on these feelings and in turn feel more confident and loyal to your business” (Partner PS, 2012). Customers receive a better product and/or better service when employees are happy at their jobs. This is where investors also benefit. If the employee is happy, the customer is
Derek Christian has a unique way with hiring, training and developing his employees. Mr. Christian offered for the company to pay for an employee’s training and development for the employee’s desired career if they choose to work for the company for at least two years (Noe, Hollenbeck, Gerhart, & Wright, 2014). This method helped Mr. Christian retain his employees and his customers were both satisfied and loyal (Noe, et al., 2014). There are many reasons why employee development programs are essential and benefit all persons involved.
Review/Analysis of the Case
1. When a company spends money on employee development, who should receive the benefit – investors, customers, employees, or someone else? What is the most ethical way to distribute the benefits? Employee development benefits all entities associated with the company. Employees benefit by the training they receive in the development program. “Employees who are well trained will have a better understanding of a business’ goals and mission, which will help them perform better for the company in the long run” (Partner PS, 2012). Employers benefit by not having to spend as much time and money to constantly having to replace an employee. “Research estimates that it costs an employer at least $18,000 in searching, reviewing, screening, interviewing, hiring, onboarding and training costs to replace one mid-level employee” (Partner PS, 2012). The savings an employer receives from not having to constantly replace an employee can be reinvested in their current employees with training programs. Customers also benefit from employee development. “When an employee is enthusiastic and committed to a business, customers will pick up on these feelings and in turn feel more confident and loyal to your business” (Partner PS, 2012). Customers receive a better product and/or better service when employees are happy at their jobs. This is where investors also benefit. If the employee is happy, the customer is