Jay Spento's Strengths

EasySpa’s Human Resource Director, Jay Spento, has struggled to keep up with the changes in the market for benefits as the day spa chain has rapidly expanded over the last 10 years. His focus has been on recruiting and hiring, marketing and other objectives to ensure the expansions were effective. There are several reasons that Jay could present to the CEO about the benefit of hiring a compensation professional. Time factor is one. As the chain continues to grow, Jay’s availability will be stretched thin. A consultant’s expectation will be solely focus on the benefits packages designed for the spa, which will ultimately free Jay to look for more expansion efforts. The consultant will focus on completing projects and meeting deadlines

Compensation is important when looking to attract talented employees. Compensation is the initial benefit that job seekers analyze when determining where to accept employment. Therefore, it is not likely that the day spa will effectively attract and retain top employees without offering competitive wages. The compensation professional should investigate local competition in their area and offer wages that are competitive enough to attract applicants. This is important to attract talent, as they are key to driving the success of any organization. If the organization fails to attract top talent, the day spa could suffer and limit the capabilities of the spa offering excellent services. Health benefits are also important for organizations to consider in the benefit package. This is a huge attraction technique because employees work to provide for the families welfare and health. If EasySpa fails to offer competitive wages, they risk losing top candidates to other employers. Employers that offer competitive wages and health benefits attract top talent that promotes the success of the

Social security offers an early retirement option that employees in the past have taken advantage of, which has resulted in a loss of monetary benefits that they could have had if they remained in the workforce (Choi, Laibson, Madrian & Metrick, 2005). This is also beginning to influence the livelihood of the retirees as life expectancy has expanded. This could result in retirees running out of money to provide for their families prior to death. This was not the case prior to medical advancements, which has extended life expectancy. 401K offers options that employers can invest in during their working years and can draw from until they are eligible to draw from SSI benefits without huge penalties. The full-retirement expectancy for employees born after 1960 is 67 years of age. Most employees do not intend to work until 67 years of age and will opt to the early retirement age of 62 years of age. This makes 401K an important factor for business managers to consider ensuring that their employees are able to provide for themselves after retirement. This will also gain loyalty from the workforce as the see the efforts of the company to ensure their livelihood even after employment. The professional should also be knowledgeable of competitor’s 401K matching incentive to ensure that they are offering comparable plans. 401K also gives the employee the option of retiring at 59 ½ years of