The role of Human Resource Management must constantly be refined to add greater value to an organization . HRM has a responsibility to employees to provide for their long-term development and a commitment to continuously afford employees with opportunities for personal and professional advancement. Today, many companies are providing incentives for employees to stay with the firm and allowing them to share in the growth of the company . One major concern employers often have is whether or not the resources committed to employee development will benefit business performance. That concern however, should not discourage corporations from offering assistance to employees. If a business has the time, wherewithal and the know-how to aid and assist its employees, it should, by all means, do so.

Companies often place emphasis on offering finite compensation to employees when they should actually be placing importance on the infinite rewards that could be given . While increasing monetary compensation or offering stock options may be of importance to some,

other things such as offering day care at the office, allowing employees flextime scheduling, or proposing telecommuting as a way of working can be worth much more than money in the eyes of workers. Childcare is a major concern of workers today . Although many people are interested in working for companies that provide childcare, they are often hard-pressed to find a good job that also provides care for their children. Flextime has been shown to be effective in relieving work-family conflict among employees . With the high percentage of dual income families and single parent homes, workers could be very attracted to a job offering this type of incentive. Telecommuting also offers advantages to those working fa!

milies. Parents who need to be home with the children may telecommute on days their presence is not necessary in the office. This allows them the freedom to do what they need to do in the home, but also to get done their workload for the day at their own pace. Other infinite compensation that employers do not place much value on are qualities such as trust, patience, understanding, and compassion. If an employee values these things, no amount of money will keep them satisfied at a company that takes them for granted and does not understand their wants and needs. Dozens of companies have conducted internal cost-benefit studies, which tend to link work-life programs to improved employee satisfaction, productivity and attendance .

Stopper, William G. & James Walker. "Developing Human Resource Leaders" Human Resource Planning Tempe: 2000.

Stopper, William G. "Reengineering Levi Strauss & Co.: We Met the Enemy and It was HR" Human Resource Planning Tempe

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