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Learning objectives:Target a results-oriented business audience
Write and edit so that your messages are clear, concise and precise
Apply critical thinking skills and increase your ability to interpret, analyze, evaluate, conclude
and explain
Identify, assess and apply credible information sources to develop and support arguments
Your Written Proposal will include:
Cover page that includes your name, the title of the proposal, the date, and the audience to
whom you are sending the proposal
Executive Summary
The executive summary is where you present your case and give the reader the main takeaway
of your proposal. Don’t focus on covering every detail. Instead, give an overview of the main
details—your idea, the problem/need it addresses, cost, and timing—focusing on the
conclusions you want the reader to come to.
Your summary should be less than one page and should be on its own page. Be direct by
leading with your “purpose statement” (e.g. “The Fox School of Business should expand its …
“).
Definition of the problem/need
Give background information to help the reader understand the need for the idea(s) you’re
proposing
Proposed Project Details
Give in-depth, actionable details and specifics related to your proposed concept (e.g. if you’re
proposing a one-credit course, here’s where you would suggest specific learning objectives,
assignments, and maybe even a textbook)
Give any needed market analysis here (i.e. what competitors are doing, how your proposal will
compare, etc.)
Your goal in this section is to give enough detail so that your reader can visualize the final
product of what you’re proposing
Implementation Plan/Timeline
Summarize what steps need to occur, and when, to execute your ideas
Reference an appendix for a visual graphic
Budget
Summarize initial costs and, if applicable, forecast revenues
Reference an appendix for full visual breakdown
The audience-focused benefits of your solution
You can also include here benefits to other stakeholders (but make sure to be thorough and
specific regarding benefits to the proposal’s audience; recall the “you view”).
Conclusion
Briefly reiterate estate your main points – tie them together
List of APA-style references used in your document
Appendices
Include any larger graphics here (e.g. visual timeline, budget table) or …
If you’ve done a survey/questionnaire, please include your questions here
If you want to show results of any primary research you’ve done, this is the place
Format Requirements:
1500 words average ( spaced in a professional looking easy to read format )
Use 1-inch margins and 11 or 12-point font
Use brevity tools such as section headers, lists, timetables, budget charts, etc. (note, however,
that your ideas must be complete thoughts, comprehensible to your audience)
Use in-text APA citations in the body of your proposal; these must explicitly connect to your
references list at the end.
At a minimum, you should include a visual timeline (there’s a template for this in Microsoft
Word), a table or chart outlining the budget/costs, and at least one other relevant visual.
Title of proposal: Need for change when it comes to company’s employee
Benefits of TJX company
Executive Summary
Executive Summary
Purpose Statement:
This proposal is directed toward the director of Human Resources of TJX. It provides a strategic shift to the
business employee benefits package to address the current shortages and improve employee satisfaction,
retention, and productivity in my former company, TJX.
Problem/Need:
The lack of a coherent scheme of employee benefits in TJX Companies, such as healthcare, wellness programs,
and professional development opportunities, makes it hard for employees to feel healthy and for the company to
succeed in the long term. Because of the loss of critical components, officials confront the situation of
impoverishment and stress, leading to sadness and low productivity.
Solution:
Through the right set of employee benefits that will include insurance, wellness initiatives, work-life balance
programs, and professional development opportunities, the company can get the best talents, and their morale,
retention rate, productivity, and performance will be improved.
Cost and Timing:
The proposed adjustments are expected to involve first-off expenditures ranging from $60,000 to $150,000 over
a year of implementation. Still, such investments are in the long run essential making employees more satisfied
which consequently leads to better retention.
Conclusion:
Employee benefit is more than just a financial burden but a strategic move that can reward the TJX Companies
in a big way. Thus, by prioritizing the needs of its employees, the company can build and keep an efficient work
environment, attract top-drawer employees as well as position itself for future success and growth. Definition of
the problem/need
The lack of benefits in TJX Companies as employee compensation, health insurance, and sick leave is among
the workplace’s most cruel challenges. With this, the employees indirectly affect their jobs by earning and
providing for their and their families’ well-being. While working for my former company, I witnessed
employers denying their employees these essential benefits, resulting in adverse outcomes. It is the lack of these
perks that, in most cases, are followed by financial hardship and stress. Therefore, purveyors of employment
should view employee benefits as imperative and will significantly impact employees’ happiness level,
retention, and overall wellness.
Proposed Project Details
While searching for a job, it is common for the candidates to look at the list of benefits the employer will
offer. For instance, such organizations often integrate employee benefits within their offer, which is also
significant for prospective candidates. (Iqbal, 2021). Considering a reward system that includes benefits
can place you on the map regarding the hiring process. Showing that you have some regard for your
workers positively influences you to get top-class, purpose-driven, and committed employees.
In the first place, suggesting employment of medical packages, which usually include medical, dental, and
vision care, is a considerable benefit. In addition, by introducing corporate wellness programs such as gym
memberships, yoga classes, mental health counseling, and telemedicine for online consultations, the
morale, and health of employees would greatly contribute. (Nelson, 2020)
This is another area that needs to be considered to achieve work-life balance. Providing alternative
working hours, giving employees paid time off for volunteering and personal development, and having
flexible and equal maternal and paternal leave programs for both men and women are very important for
maintaining work-life balance. (Leyshon, 2023)
Professional development is a critical consideration as this is the process aiming at the complete revamp of
your benefits package. Providing tuition reimbursement programs, organizing talent development sessions,
seminars, or online courses, and implementing mentorship programs will contribute to staff development
and promotion within the company. (Leyshon, 2023)
The completeness of these is more than necessary, too. Implementing employee recognition programs that
include performance-based bonuses and incentives tied to individual or team accomplishments and
creating a culture of gratitude, which would entail regular notifications and celebration of employee
accomplishments, positively affect an employee’s morale and motivation. (Hastwell, 2023)
Employee Assistance Programs (EAPs) that provide confidential, skilled counselors, a mix of mental
health support groups, resources for stress management, and work-life balance can help your employees.
(SAMHSA, 2022)
Lastly, you must clearly define the benefits offerings, eligibility criteria, and enrollment process. You must
solicit employee feedback through surveys, focus groups, or other means to understand their specific needs
and preferences, and you should regularly update them on any changes or improvements to the benefits
package.
Implementation Plan/Timeline
The key point of this business proposal is that we have the implementation plan (with the schedule where
employee benefits changes will be made). It is named after seven stages that cover 12 months. These steps
are thoughtfully constructed to cover all the processes: evaluation and analysis, strategic planning,
budgeting and resource allocation, vendor selection and contract negotiations, communications and
training, implementation and rollout, and monitoring and evaluation. This top-down approach to the
company can be adapted and used in employee benefits change implementation without the labor force
being unnecessarily disrupted and with the main aim of employees being satisfied and retained.
•
Assessment and Analysis: Study the business’ existing payroll/ benefit packages and scrape the
data to find sections that need improvement. (Frankenfield, 2023).
•
Strategic Planning: An effective strategic plan and performance metrics for best practices reform
in employee benefits should be implemented with clearly identified objectives. (CFI, 2022).
•
Budgeting and Resource Allocation: I will be taking charge of the budget, and from its portion, I
will allocate the necessary funds to carry out the whole project. (BC Campus, 2014).
•
Vendor Selection and Negotiation: First, market research is conducted on such tools’ available
products and procedures to verify whether they can be used with other products in the healthcare sector.
(Cook, 2022).
•
Communication and Training: Prepare communication and give managers and HR staff the
required training and coaching. (University of Minnesota, 2016)
•
Implementation and Rollout: Review your organization’s healthcare contribution levels. (ProiettiFranceschilli, n.d.).
•
Evaluation: Periodically review whether the updated benefits system achieves the expected goals
and amend the program immediately. (Soken-Huberty, 2023).
Budget
Specifying the indicated staff benefits modulation may be quite expensive, with the exact costs dependent
on the actual changes in the benefits arrangement. Below is a breakdown of the potential expenses. Below
is a breakdown of the potential costs:
Assessment and Analysis: Collecting data, if necessary, a consultant to hire, and an analysis of data may
cost between $5,000 and $10,000.
Strategic Planning: Arranging a strategic plan may necessitate more internal resources and, in some
instances, outsourcing consultancies, which resonates relief varying from $10,000 to $20,000.
Budgeting and Resource Allocation: The design of the implementation budget, the allocation of material
and other necessary resources, and probably recruitment of new staff to boost the implementation process
may cost between $5000 – $15000.
Vendor Selection and Negotiation: The vendors’ research fees, contracting costs, and other indirect costs
associated with implementing new benefits will be approximately between $10,000 and $30,000.
Communication and Training: Developing communication materials, holding training sessions, and
amending the staff handbook are all necessary, and only an estimated investment of between $5,000 and
$15,000 has been considered.
Implementation and Rollout: USD 20000 to $50000 will be needed to reprogram computer systems, enroll
employees, and assist workers in corresponding with them.
Monitoring and Evaluation: The sustained expense for evaluating the improved benefits offerings, which
include employee survey tools and retrospective data analysis, is estimated to range between $5,000 and
$10,000 yearly.
The initial estimates for the full cost of this project are expected to be approximately between $60,000 $150,000.
The audience-focused benefits of your solution
It is also noted here that worker benefits, like other expenses, usually do not generate much income for
companies. Providing employee benefits can be an excellent source of inspiration for the employees,
indirectly helping to improve the morale, productivity, and loyalty of the staff. These advantages may be
significant in making the company prosper over the long term and be sustainable, provided difficult
quantification. The next step would be to consider the implications of the options suggested to workers,
investors, consumers, providers, the community, and government, among other stakeholders. These
analyses will highlight the groups’ chances, making this movement more attractive and thus more
successful.
Conclusion
Through the plan, we highlighted the importance of employee benefits package overhaul as the focus area
to tackle the issues today and build a foundation for improvement and employee productivity and morale.
The organization will be competitive in attracting and retaining excellent teams and keeping current
employees by offering a comprehensive healthcare package, wellness initiatives, work-life balance
persuading, and human development schemes. The adoption of strategies such as communication, strategic
planning, and control over time is needed to ensure a successful change process. Taking into consideration
all the possible beneficiaries like shareholders, consumers, suppliers, the community, and all relevant
authorities; the paper further expounds on the need to strike a balance between social impact and
sustainability. Benefits are not only an investment into the employees’ salary but rather a tactical strategic
document that allows the company to move forward and its shareholders to expand their influence. into the
employees’ salary but rather a tactical strategic document that allows the company to move forward and its
shareholders to expand their
REFERENCES
BC Campus. (2014, August 14). 12. Budget Planning – Project Management. Opentextbc.ca.
CFI . (2022, October 27). Strategic Planning. Corporate Finance Institute.
https://corporatefinanceinstitute.com/resources/management/strategic-planning/
Cook, B. (2022, June 7). The complete guide to vendor selection process | Tipalti. Tipalti.com. https://tipalti.com/accountspayable-hub/vendor-selection-process/
Frankenfield, J. (2023, August 9). Data analytics: What it is, how it’s used, and 4 basic techniques. Investopedia.
https://www.investopedia.com/terms/d/data-analytics.asp
Hastwell, C. (2023, March 2). Creating a culture of recognition. Great Place to Work.
https://www.greatplacetowork.com/resources/blog/creating-a-culture-of-recognition
Iqbal, S. (2021, December 22). The advantages of offering employee benefits | HR blog. Www.myhrtoolkit.com.
https://www.myhrtoolkit.com/blog/advantages-offering-employee-benefits
Leyshon, J. (2023, February 3). 12 ways to support a better work-life balance for your employees. Sage Advice United
Kingdom. https://www.sage.com/en-gb/blog/hr-support-better-work-life-balance-workplace/
Nelson, N. (2020, December 10). What type of health care benefits should you offer your employees?
Www.wolterskluwer.com. https://www.wolterskluwer.com/en/expert-insights/what-type-of-health-care-benefitsshould-you-offer-your-employees
Proietti-Franceschilli, C. (n.d.). From implementation to rollout – 5 steps to success: Introduction. Sensirion Connected
Solutions. https://sensirion-connected.com/newsroom/blog/implementation-to-rollout-introduction/
SAMHSA. (2022, July 18). Provide Support. Www.samhsa.gov. https://www.samhsa.gov/workplace/employerresources/provide-support
Soken-Huberty, E. (2023, June 14). 10 reasons why monitoring and evaluation is important. Tools4dev.
University of Minnesota. (2016, March 22). 8.2 types of training. Umn.edu; University of Minnesota Libraries Publishing
edition, 2016. This edition is adapted from a work originally produced in 2011 by a publisher who has requested that
it not receive attribution. https://open.lib.umn.edu/humanresourcemanagement/chapter/8-2-types-of-training-2/
Appendices
COST ANALYSIS TABLE
Items
Estimated Cost Range
Assessment and Analysis
$5,000 – $10,000
Strategic Planning
$10,000 – $20,000
Budgeting and Allocation
$5,000 – $15,000
Vendor
Selection/Negotiation
$10,000 – $30,000
Communication and
Training
$5,000 – $15,000
Implementation and Rollout
$20,000 – $50,000
Monitoring and Evaluation
$5,000 – $10,000 (yearly)
Total
$60,000 – $150,000
VISUAL TIMELINE
i
Employee Comparison chart
Employee
Benefits
Healthcare
Coverage
Current
Package
Proposed Changes
Basic medical
insurance with
limited
coverage.
Employee-oriented healthcare comprises
medical, dental, and vision insurance
policies for employees and their dependents.
Wellness
Programs
No structured
wellness
initiatives are in
place.
We are introducing our corporate wellness
initiatives, which include gym access, yoga
classes, therapy, and telemedicine-based
online consultations.
Retirement
Savings
Limited or no
retirement
savings options.
Employer contributions to retirement
savings, financial training, and some options
like stock options or profit-sharing could be
possible ways to contribute to retirement
savings.
Work-Life
Balance
Limited
flexibility in
working hours.
We provide adapted working time, allowing
employees to pick the hours they would like,
paid time off for volunteering and personal
development, and flexible maternity and
paternity leave programs.
Professional
Development
Limited
opportunities for
skill
development.
Implementing tuition reimbursement
programs, skill development workshops,
round-table seminars, online courses,
and mentorship can help in this regard.
Employee
Recognition
Informal
recognition
programs, if
any.
Wage policy should be based on
performance, ensuring bonuses for
individual and team performance, the
team reaches its targets, and a culture of
appreciation with strong acknowledgment
of employee achievements.
Employee
Assistance
Programs
(EAPs)
No structured
EAPs in place.
Addition of EAP centers, where
employees can receive counseling
through a private counselor and also offer
mental health support groups, stress
management resources, and work-life
balance assistance
Communication Limited
and Training
communication
regarding
benefits.
B
Implementation of comprehensive
communication materials and training
sessions for managers and HR
