Employment Place of KPMG Free Samples †MyAssignmenthelp.com

Question: Discuss about the Employment Place of KPMG. Answer: Introduction: The main aim of the report is to identify different reason, which makes KPMG a popular place of employment. Relevant research and finding process is conducted to identify the relevant measures that help the company to reduce the employee turnover and raise motivation level of its workforce. The overall structure of the report mainly includes overview of KPMG and relevant evaluation of the findings about measures taken by the organization. Furthermore, adequate recommendations are also presented in the report, which could be used in increasing more productivity of its employees. The assignment mainly portrays the relevant reasons behind the popularity of KPMG among employees. Overview of the company: Founded in 1987, KPMG is mainly considered to be a professional service company which come under the big four auditors of the world (KPMG.com 2017). The company mainly specialises in providing services to its customers, ranging from tax, financial audit, and advisory services. The company employs around 188,982 employees in its vicinity, which directly allowed it to generate revenue of 25.42 billion dollars in 2016. The overall revenue generated by KPMG in 2016 was mainly conducted due to the audit services provided by the organisation. Therefore, it could be understood that KPMG focuses 40% on audit services, while the rest comprises of tax and advisory services (KPMG.com 2017). Performance: Working in KPMG is one of the biggest dreams that an individual employee could have, as it provides all the relevant facilities to its employees. The different types of benefits that is portrayed and provided by the KPMGmanagement to its employees (Bargeron, Lehn and Smith 2015). The first benefit that is provided by KPMG is the lifestyle benefits, where the employees could choose a Lifestyle option. This overall Lifestyle benefits provided by KPMG mainly allows the employees to have relevant services such as home, entertainment, cars, and accommodation. The company also provides client and super discount to its employees, which directly allow them to get discounted health insurance plan, gym facilities, mobile, internet access, computer and software (linkedin.com 2017). These facilities mainly allow the organisation to boost morale of its employees, which directly help in generating higher productivity. Company also provides adequate salary package, which makes the employees want to work in KPMG. with the overall salary package additional motor vehicles, superannuation, and other benefits are provided by the organisation. Moreover, the company also provides its employees development holidays and annually packages, which could be redeemed at the well of the employees (O'Rourke 2015). Reviewing the benefits provided by KPMG to its employees for the amenities that were provided by the organisation are identified. The company also provides flexible work options, where employees are able to work in different shifts according to their leniency. Moreover, the company also provides relevant insurance, social club access and paid parental leaves to its employees. The above defined programs are maintained by KPMG all its employees, which directly helps in motivating the candidate to work for the company. Shields et al. (2015) stated that with the help of motivated employees organisations are able to increase the productivity and generate higher revenue. There are two types of wellbeing benefits and wellbeing programs that are in maintained by KPMG, which directly allows the organisation to attract more and more talented employees to its vicinity. KPMGs aim is mainly to make its employee healthy for which the organisation provides different types of programs where informat ion and health check up conducted (Sikora and Ferris 2014). However, the review from employee depicts that overall colleagues of the organisation prominent, while the overall work culture is relatively.There is no help provided from any kind of superiors or the individuals, which could reduce the burden on the employees.Some of the employees also stated that KPMG makes it employees work more than 12 hours in time of needs, which could directly demotivate potential and current employees (linkedin.com 2017). Moreover, there are strict professional rules, which are riding activities of the employees. However, employees in KPMG do not get the relevant support from its superiors during commencement of the project. Wang et al. (2015)argued that focusing only on productivity provided by employees could increase the overall expenditure of an organisation, which could directory reflect as negative profitability. Recommendation: The evaluation of overall Benefits provided by KPMG relevant loopholes has been identified, which could directly help in improving IQ current services provided to the Employees. The additional services could eventually help increasing demand for walking in the organisation my all the relevant employees, which could help improving motivational level of the work force. The use of adequate corporate culture, where employees directly help each other with their work and gain relative experience needs to be created by KPMG. The evaluation of KPMG depicted that employees are having a relative problem related to help provided in the organisation. Therefore it could be understood that with the use of adequate implementation of different helping measures would eventually allow the company increase the employee's motivational level. Moreover, adequate career growth and chart needs to be presented to the Employees, which could help in reducing the doubt of the workforce regarding their career pa th. There are no other factors that was hampering motivational level of the employee in KPMG. Implementation of the above factors could directly make the organization a popular place for work (Goetsch and Davis 2014). Conclusion: The evaluation of the overall KPMG employee benefits mainly helped in identifying loopholes which was hindering overall motivation level of the employee. Moreover, it is also identified that KPMG provides and benefits to its employees, which directly placed the organisation and second list of LinkedIn profile. However, different types of recommendations also provided, which could allow the organisation to change its current policy and increase motivation level of its employees. Furthermore, being a service providing company KPMG needs to have highly motivated employees, which helps in improving productivity and reduces any kind of slack in its operations. References: Bargeron, L., Lehn, K. and Smith, J., 2015. Employeemanagement trust and MA activity.Journal of Corporate Finance,35, pp.389-406. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. KPMG.com. (2017).Rewards and Recognition. [online] Available at: https://home.kpmg.com/au/en/home/careers/life-at-kpmg/rewards-and-recognition.html [Accessed 3 Sep. 2017]. linkedin.com, (2017). [online] Available at: https://www.linkedin.com/pulse/linkedin-top-companies-2017-where-australia-wants-work-roughol [Accessed 3 Sep. 2017]. O'Rourke, M., 2015. Farm employee management: Getting the new employee off to a good start on day one.Ag Decision Maker Newsletter,17(1), p.2. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Sikora, D.M. and Ferris, G.R., 2014. Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), pp.271-281. Wang, P., Walumbwa, F.O., Wang, H. and Aryee, S., 2015. relationship between family-supportive supervisor and employee performance. Group Organization Management, 38, 258-287.(Original DOI.Group Organization Management,40(5), p.711.