SLIDE ONE:
INTRODUCE KPMG
SLIDE TWO:
KPMG LPP is a Canadian firm that is overseen by KPMG International. The firm has
over 155,000 employees working in 155 different countries around the world.
KPMG was formed in 1987 when Peat, Marwick, Klynveld and Goerdeler merged
their respective firms. These were the four founding members: Piet Klynveld, the
founding member of the accounting firm, who founded Kraayenhof & Co in
Amsterdam in 1917, William Barclay Peat who founded the Peat & Co firm in
London, James Marwick who founded the Marwick, Mitchell & Co in New York City
in 1897, and Dr. Reinhard Goerdeler who was the first president of the International
Federation of Accountants and chairman of KPMG. Since founding, more then 115
firms across the country have joined each other to create what is now KPMG LLP
Canada. KPMG gives Audit, Tax and Advisory services, and help clients lower risks
and capitalize on opportunities.
SLIDE THREE:
The Big Four are the four largest international professional services networks,
offering audit, assurance, tax, consulting, advisory, actuarial, corporate finance, and
legal services. They handle the vast majority of audits for publicly traded companies
as well as many private companies.
SLIDE FOUR:
Due to KPMG’s success over the years as an employer they have received numerous
awards such as:
Canada’s Top 100 Employers
Canada’s Best Diversity Employers
Best Employers for New Canadians
Greater Toronto’s Top 95 Employers
Canada’s Top 25 Family Friendly Employers
Canada’s Greenest Employers
Canada’s Top Campus Employers
SLIDE FIVE:
Through the effective combination of flexible benefits, vacation and personal timeoff, enriching job engagement and extensive community involvement KPMG is
keeping it’s employees motivated to be productive and happy at work by improving
job satisfaction and providing ample rewards. Through these positive
reinforcements employees feel as through their hard work is paying off and they are
being rewarded by the company. “Employers want employees to behave in ways
that most benefit the organization. Therefore, they look for ways to reinforce
positive behavior”. Through flexible options and engaging activities, KPMG has
increased employee job satisfaction and this leads employees to be motivated to do
the right kind of work, in the right way, for the company.
SLIDE SIX:
The motivation process at KPMG comes from a strong performance review process
shown here. This process reviews, helps and encourages outstanding performance
and development as employees move through the stages. This process helps guide
the objectives in which KPMG wants their employees to value and strive for. The
process helps employees achieve goals, recognize strengths and weakness and show
them the skills they need to advance further within the company. This helps them
achieve career aspirations and additionally be recognized and rewarded for desired
behavior. These continuous and consistent performance reviews benefit the
organization by giving KPMG many chances to reinforce positive behavior and
extinguish negative ones.
SLIDE SEVEN:
This performance review process at KPMG plays into the goal setting theory as well
by helping employees set a goal that may motivate them to do better in the future.
Goal setting theory claims “intentions to work towards a goal are a major source of
work motivation”. KPMG is using the management by objectives system where
managers and employees jointly set performance goals that are tangible, verifiable,
measurable, and that are periodically reviewed using the system outlined in the
slide.
SLIDE EIGHT:
Social change is a big part of the KPMG family, regardless of whether it is in the
office or in the personal lives of their employees. KPMG believes that even the
smallest thing can make a positive change. Their National Experience Community
Leadership program helps employees get a better understanding first hand of how
they can make a difference in the community. Being part of the community is
expected from all members of the firm and employees are expected to play an active
role in giving back to their communities. KPMG’s community involvement program
strives to build values for their employees and to help build great relationships and
community within the company. KPMG uses this as a way to build engagement for
employees. They believe that this helps increase communication and community
and will creative a positive social environment for employees.
SLIDE 9:
One of the most significant ways that KPMG motivates it’s employees is through a
flexible benefits package that will cater to the needs of nearly any employee. Rather
than providing life-style specific benefits that only certain employees will benefit
from, KPMG’s benefit plan covers a wide span of employees’ needs. KPMG’s health
and financial benefits are both rated as above average. Employee salaries are
reviewed every 12 months and employees are rewarded with raises for effective
behavior. Due to the consistency in their review program, employees know if they
act accordingly their behavior will be rewarded. Additionally, if an employee refers
a friend or family member to the company as a new employee, they receive $1000.
This is an effective way for KPMG to motivate their employees to recommend them
as an employer.
KPMG also allows employees to participate in profit-sharing. This can help an
employee feel like their effort in the company is being contributed back to them in
the form of sharing within the profits. The companies success pays back directly to
the employee and this can help increase the employees sense of being a part of the
organization. KPMG also offers excellent compensation in regards to disability,
retirement and more.
Not only is KPMG’s financial benefits and compensation an outstanding factor in
motivating employees, its health and family benefits are extensive and perhaps play
an even more significant role in satisfying and motivating employees. The health
plan offered by KPMG is incredibly flexible depending on the needs of each
individual employee, allowing for adjustable premiums and levels of coverage. With
extensive dental coverage that even supports orthodontics, KPMG’s benefits are top
notch. With other extensive coverage of eye care, prescription drugs (alternative or
traditional), in-vitro fertilization, fitness programs, weight management programs
and more KPMG is satisfying employees by supporting them with these benefits.
Employees will feel as through they are “taken care of” by their employer. This helps
improve their home life as well, creating a more stable home-life balance.
SLIDE 10:
KPMG is helping motivate employees by increasing the quality of their work life
balance. Employees are offered 3 weeks a year of paid vacation, and that includes
starting employees. Additionally employees are allowed 7 days a year to take a
personal day. 6 months unpaid leave are allowed for employees who may be
experiencing a difficult time with issues outside of work. 100% of pay is offered for
the first 4 weeks of paternal/maternity leave along with 100% of pay for 4 weeks
after an adoption. Employees are offered flexible work hours, shorter work weeks if
required, a compressed work week, reduced summer hours and more through the
Earned Days Off program. This helps keep employees motivated by alleviating the
struggle of expecting employees to balance work/home life without the help of their
employer.
SLIDE 11:
Through a complex plan that combines satisfying benefits, community involvement,
performance review plans, work/life balance and more KPMG has successfully
created a organizational environment where employees strive for the greater
success of the company. Employees come to work happy, satisfied, and ready to do
what is required of them and more. KPMG is an example of a company who
understands the importance of strong organizational culture and climate and
creating an environment where employees are satisfied and thus motivated,
effective, and productive