Employee Retention of Kimberly-Clark : Kimberly-Clark Corporation (NYSE: KMB, BMV: Kimber) is an American corporation that produces mostly paper-based consumer products. Kimberly-Clark brand name products include "Kleenex" facial tissue, "Kotex" feminine hygiene products, "Cottonelle", Scott and Andrex toilet paper, Wypall utility wipes, "KimWipes" scientific cleaning wipes, and "Huggies" disposable diapers. Based in Irving, Texas, it has approximately 56,000 employees. Kimberly-Clark UK holds a Royal Warrant from Queen Elizabeth II and the Prince of Wales in the United Kingdom.
With products sold in more than 150 countries, Kimberly-Clark knows how to turn paper into money. Founded over a century ago, the company began as a manufacturer of basic paper products like newsprint and writing paper. But Kimberly-Clark has sought new and innovative uses for paper over the years, inventing products such as disposable feminine hygiene pads, diapers, and facial and toilet tissues. Today, the company is one of the world’s top manufacturers of these and other health and hygiene items. Recent developments have found Kimberly-Clark exploring new product areas such as medical supplies as well as expanding its presence in Eastern Europe, Latin America and Asia.
The company’s 2008 revenue was about $19.4 billion, an increase from about $18.3 billion the previous year. It has nearly 153,000 employees in its operation areas of 37 countries. Kimberly-Clark is divided into four business groups: consumer tissue, personal care, health care, and K-C professional and other. Consumer tissue makes paper towels, facial tissues, napkins and toilet paper under the Kleenex, Scott, Cottonelle, Andrex and Viva brands to name a few. Personal care is responsible for many well-known baby and childcare brands, including Pull-Ups, Little Swimmers, GoodNites and Huggies. No longer merely a diaper, the Huggies brand name today adorns a whole array of items, including baby wipes, disposable training pants, swim pants and a line of baby and toddler toiletries. Personal care also manufactures well-known adult care brands like Kotex feminine hygiene products and incontinence items under the Poise and Depend names.
Consumer products multinational Kimberly-Clark devised a program called "Go to Market," which
would save hundreds of thousands of dollars by making the company’s supply chain more simple and
efficient. Obviously, such a program relies on employees from all areas of the organization, and
Kimberly-Clark communicators were determined to teach its people the program—15,000 of them
in three months, to be exact. Here’s how they did it.
It was a key moment in our change initiative. We were meeting with our management team to
present our plan, which included an ambitious goal. “We’re going to train our 15,000 North
American employees in three months,” we told them.
“We’ve never done anything like that before,” they responded. “It’s hard to believe it’s even possible.”
And that’s when we realized the challenge in front of us: Not only are we going to have to do
something that’s never before been done at Kimberly-Clark, we’ll have to do it without a hitch.
The challenge was to mobilize Kimberly-Clark’s North American employees around an effort
called “Go To Market.” A major portion was a supply-chain initiative, designed to improve
efficiency and create standardization from our suppliers’ suppliers all the way down the line to
our retailers and end users. Analysis had shown that there were tremendous improvements and
cost-savings opportunities that were tantalizingly within reach. They were ours for the taking if
we could get employees fully engaged and motivated, and do it fast. That was the big “if.”
In the earliest stages of Go To Market, key advocates had been making the rounds in
Kimberly-Clark. Armed with information-packed PowerPoint presentations, they offered a
definition and description of the technical side and backed it all up with numbers. It was an
excellent presentation and instrumental in coalescing our leaders around the idea of supply-chain
improvement. At the executive level, at least, folks were united and determined.
Medical Care
Kimberly-Clark offers three national medical plans: Health Reimbursement Account (HRA) Preferred Provider Organization (PPO) and Exclusive Provider Organization (EPO). Some locations offer a local Health Maintenance Organization (HMO) in place of or in addition to the EPO. Each year, you can choose a plan to meet your health care needs. From the day you are hired, you and your dependents are eligible for medical coverage with no waiting periods or pre-existing condition exclusions.
HRA: This option has the lowest employee contribution with the same deductibles as the PPO plan but higher out-of-pocket maximums. Kimberly-Clark gives you an annual allocation to your HRA to help you pay for covered medical and prescription expenses with no deductibles, copayments or other expenses to satisfy first, plus 100 percent coverage of nationally recommended preventive care. After the allocation in the HRA is depleted and deductible met, you receive 80 percent coverage in-network (60 percent out-of-network). If the HRA balance is not used during the year, the remaining allocation rolls over to the next plan year plus you receive a new annual allocation (if you remain in the HRA option). This plan has a national provider network.
PPO: This option has a higher contribution than the HRA plan with the same deductibles and lower out-of-pocket maximums. There are copays for office visits, copays/coinsurance for prescription drug benefits, and coinsurance for hospital-based services. You receive 90 percent coverage in-network after meeting the deductible (70 percent out-of-network). This plan has a national provider network.
EPO: This option has the highest contributions with no deductible and no out-of-pocket maximum. There are copays for office visits and copay/coinsurance for prescription drug benefits. You receive 100 percent coverage for inpatient hospital care after the copay. This plan functions like an HMO with a national provider network. There is no benefit for out-of-network services unless it is an emergency.
HMO (only offered at some locations): This option has no deductible. There are copays for office visits and prescription drug copays. You receive 100 percent coverage within the network for hospital and surgical services after the copay. Annual out-of-pocket maximums will vary by specific HMO. This plan uses a local provider network.
Dental Plan
Kimberly-Clark provides a dental plan for you and your dependents. At some Kimberly-Clark locations, you may have a choice between a standard fee-for-service indemnity plan and a Dental Maintenance Organization.
Vision Care
The Kimberly-Clark Vision Care Plan provides coverage for a routine eye examination, glasses or contacts, and other miscellaneous eye care products and services at a copay, allowance or discount.
Time Off
New employees (if hired before December 1) are eligible for vacation in the first year - the amount varies by hire date. The year after you're hired, you will receive two weeks of vacation. Additional weeks of vacation are earned depending upon your length of service.
Kimberly-Clark also provides 10 paid holidays a year, and you can receive additional vacation days by purchasing Flex Days. You can buy up to 40 hours of additional time off per year, beginning with the calendar year after your year of hire. In addition, emergency leave is provided for times when you must be away from work due to unexpected personal needs.
Retirement Benefits
Kimberly-Clark offers a retirement savings plan that allows you to make before-tax, Roth 401(k), and after-tax contributions. You manage your account and choose how to invest the contributions within the investment options available. When you make contributions to the plan, Kimberly-Clark adds to your savings through company matching contributions. Kimberly-Clark may also make profit sharing contributions.
Educational Assistance
Education plays an important part in keeping up with today's changing marketplace. Kimberly-Clark recognizes how important education is to you by providing an education assistance program. Kimberly-Clark provides you with an annual allotment of $5,250 for your eligible educational expenses like tuition and books.
With products sold in more than 150 countries, Kimberly-Clark knows how to turn paper into money. Founded over a century ago, the company began as a manufacturer of basic paper products like newsprint and writing paper. But Kimberly-Clark has sought new and innovative uses for paper over the years, inventing products such as disposable feminine hygiene pads, diapers, and facial and toilet tissues. Today, the company is one of the world’s top manufacturers of these and other health and hygiene items. Recent developments have found Kimberly-Clark exploring new product areas such as medical supplies as well as expanding its presence in Eastern Europe, Latin America and Asia.
The company’s 2008 revenue was about $19.4 billion, an increase from about $18.3 billion the previous year. It has nearly 153,000 employees in its operation areas of 37 countries. Kimberly-Clark is divided into four business groups: consumer tissue, personal care, health care, and K-C professional and other. Consumer tissue makes paper towels, facial tissues, napkins and toilet paper under the Kleenex, Scott, Cottonelle, Andrex and Viva brands to name a few. Personal care is responsible for many well-known baby and childcare brands, including Pull-Ups, Little Swimmers, GoodNites and Huggies. No longer merely a diaper, the Huggies brand name today adorns a whole array of items, including baby wipes, disposable training pants, swim pants and a line of baby and toddler toiletries. Personal care also manufactures well-known adult care brands like Kotex feminine hygiene products and incontinence items under the Poise and Depend names.
Consumer products multinational Kimberly-Clark devised a program called "Go to Market," which
would save hundreds of thousands of dollars by making the company’s supply chain more simple and
efficient. Obviously, such a program relies on employees from all areas of the organization, and
Kimberly-Clark communicators were determined to teach its people the program—15,000 of them
in three months, to be exact. Here’s how they did it.
It was a key moment in our change initiative. We were meeting with our management team to
present our plan, which included an ambitious goal. “We’re going to train our 15,000 North
American employees in three months,” we told them.
“We’ve never done anything like that before,” they responded. “It’s hard to believe it’s even possible.”
And that’s when we realized the challenge in front of us: Not only are we going to have to do
something that’s never before been done at Kimberly-Clark, we’ll have to do it without a hitch.
The challenge was to mobilize Kimberly-Clark’s North American employees around an effort
called “Go To Market.” A major portion was a supply-chain initiative, designed to improve
efficiency and create standardization from our suppliers’ suppliers all the way down the line to
our retailers and end users. Analysis had shown that there were tremendous improvements and
cost-savings opportunities that were tantalizingly within reach. They were ours for the taking if
we could get employees fully engaged and motivated, and do it fast. That was the big “if.”
In the earliest stages of Go To Market, key advocates had been making the rounds in
Kimberly-Clark. Armed with information-packed PowerPoint presentations, they offered a
definition and description of the technical side and backed it all up with numbers. It was an
excellent presentation and instrumental in coalescing our leaders around the idea of supply-chain
improvement. At the executive level, at least, folks were united and determined.
Medical Care
Kimberly-Clark offers three national medical plans: Health Reimbursement Account (HRA) Preferred Provider Organization (PPO) and Exclusive Provider Organization (EPO). Some locations offer a local Health Maintenance Organization (HMO) in place of or in addition to the EPO. Each year, you can choose a plan to meet your health care needs. From the day you are hired, you and your dependents are eligible for medical coverage with no waiting periods or pre-existing condition exclusions.
HRA: This option has the lowest employee contribution with the same deductibles as the PPO plan but higher out-of-pocket maximums. Kimberly-Clark gives you an annual allocation to your HRA to help you pay for covered medical and prescription expenses with no deductibles, copayments or other expenses to satisfy first, plus 100 percent coverage of nationally recommended preventive care. After the allocation in the HRA is depleted and deductible met, you receive 80 percent coverage in-network (60 percent out-of-network). If the HRA balance is not used during the year, the remaining allocation rolls over to the next plan year plus you receive a new annual allocation (if you remain in the HRA option). This plan has a national provider network.
PPO: This option has a higher contribution than the HRA plan with the same deductibles and lower out-of-pocket maximums. There are copays for office visits, copays/coinsurance for prescription drug benefits, and coinsurance for hospital-based services. You receive 90 percent coverage in-network after meeting the deductible (70 percent out-of-network). This plan has a national provider network.
EPO: This option has the highest contributions with no deductible and no out-of-pocket maximum. There are copays for office visits and copay/coinsurance for prescription drug benefits. You receive 100 percent coverage for inpatient hospital care after the copay. This plan functions like an HMO with a national provider network. There is no benefit for out-of-network services unless it is an emergency.
HMO (only offered at some locations): This option has no deductible. There are copays for office visits and prescription drug copays. You receive 100 percent coverage within the network for hospital and surgical services after the copay. Annual out-of-pocket maximums will vary by specific HMO. This plan uses a local provider network.
Dental Plan
Kimberly-Clark provides a dental plan for you and your dependents. At some Kimberly-Clark locations, you may have a choice between a standard fee-for-service indemnity plan and a Dental Maintenance Organization.
Vision Care
The Kimberly-Clark Vision Care Plan provides coverage for a routine eye examination, glasses or contacts, and other miscellaneous eye care products and services at a copay, allowance or discount.
Time Off
New employees (if hired before December 1) are eligible for vacation in the first year - the amount varies by hire date. The year after you're hired, you will receive two weeks of vacation. Additional weeks of vacation are earned depending upon your length of service.
Kimberly-Clark also provides 10 paid holidays a year, and you can receive additional vacation days by purchasing Flex Days. You can buy up to 40 hours of additional time off per year, beginning with the calendar year after your year of hire. In addition, emergency leave is provided for times when you must be away from work due to unexpected personal needs.
Retirement Benefits
Kimberly-Clark offers a retirement savings plan that allows you to make before-tax, Roth 401(k), and after-tax contributions. You manage your account and choose how to invest the contributions within the investment options available. When you make contributions to the plan, Kimberly-Clark adds to your savings through company matching contributions. Kimberly-Clark may also make profit sharing contributions.
Educational Assistance
Education plays an important part in keeping up with today's changing marketplace. Kimberly-Clark recognizes how important education is to you by providing an education assistance program. Kimberly-Clark provides you with an annual allotment of $5,250 for your eligible educational expenses like tuition and books.
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