Avon

Avon has various benefit packages that drive their recruitment and fuel employees job

satisfaction. Avon retains top talent by offering benefits that meet financial, emotional and health

demands of their employees. The benefits increase workers loyalty, thus Avon retails its workers

for many years. Besides, the medical covers improve staff wellness and presence at the

workplaces as they do not enquire sick leaves. Less sick leaves mean an enhanced productivity

as the employees are active, healthy and are present at the workplaces all the time. Besides, the

benefits increase the staff morale. Employees feel valued and happy through the perks and

benefits offered to them, so they feel indebted to the company and increases their performance to

portray gratitude.

Avons policies and benefits are highly family friendly. The benefits program at the

company includes; paid time off, pet insurance, parental leave, tuition reimbursement, childcare

backup and adoption help. The child care backup is highly family friendly especially to working

mothers who struggle to retain their job performance after childbirth. Parental leave also caters

for both the parent and the children, minimizing the stresses associated with parenting. Such

family friendly benefits ensures holistic support to the employees, who are largely women

Avon has high-cost workers benefits, which should be controlled but maintain the same value.

To retain the employees and keep productivity, Avon should not give its employees such costly

benefit package. One of the ways to cut the cost of benefits is to come up with company owned

child centres. The child care back-up and parental leave can be abolished and replaced with

daycares near workplaces. Avon day care centres should cater for the working mothers children

at no cost, which would be a major relive to the. Besides, the pad leaves to working parents

would decrease as small children are the main reason a working mother would seek a leave. As
compared to the cost of paid leaves, child care back-up and parental leaves, child care centres

would be a lesser costly approach to offering family-friendly benefits. Besides, the emotional

burden lifted by such child care centres surpasses the high cost of the current benefits. Therefore,

such an alternative is more helped; to the employees

While diversity is a major challenge to many corporations, Avon has embraced employees from

all communities, races, religious affiliations and gender. Due to its support for women, Avon is

referred to as the company for women. Besides, there is a Global Inclusion Office (GIO) that

caters for all issues regarding inclusion and diversity in the enterprise. There is diversity in

Avons marketplace and workplaces. Besides, all employees are given equal chances to grow I

the companys talent fostering. Sales representatives at Avon are offered various economic

opportunities to realize growth. Women are empowered at Avon where the UNs Equality Means

Business principle is practised. In 2015, 6 percent of Avons employees were women, a gender

that is adequately represented at the top levels.

Avon could utilize a less costly employee benefits programme. First, the benefits that matter

most to Avon workers should be identified and enacted. In particular, the benefits that offer most

emotional fulfilment should be considered. For working mothers, there should be an option to

work from home as well as a flexible schedule. These benefits are highly acceptable to women

employees due to their familial obligations. Employees should also be encouraged to offer

voluntary work to qualify for paid leave

Intel offer the following benefits to its employees

1. Health and wellness insurance-this includes extended health care, health insurance, dental

insurance, vision insurance, durability insurance and private health plan.

2. Financial and retirement benefits-these include employees compensation, pension scheme,

group savings plan, and performance bonus and equity options.

3. Family and parenting benefits-these are flexible time, paternity and maternity leaves, job

sharing, child care, extended unpaid leave and work from home

4. Vacation and time off benefits-these ae bereavement leave, sick leave and paid time off or

vacation.

5. Perks and benefits-these include massage, employee assistance program, gym membership,

employee discount, free lunch and snacks and company car.

6. Professional support-this include apprentice programs, job training and diversity program.

Intel employees benefits increase the morale of employees resulting in increased productivity.

However, the increased productivity comes at a cost to the company. Therefore, the company

pays the cost of good performance through the benefits it offers to its employees. However, the

average cost of employee benefits ranges from 18-28 percent of the total cost of salary. In this

regard, alterations of benefits cost would significantly affect the cost of compensation. At Intel,

the benefits may appear costly to the organization, but the cost is usually returned by the

increased employees productivity, company loyalty and job satisfaction. Even when medical

coverage is increasingly expensive, Intel still ensures that the health coverage cost is lower than

the increase in whole compensation. Therefore, Intel cannot worry about the cost of medical

cover going up. Ultimately, the positive effect of benefits surpasses the cost of these benefits,

making the Intels employees benefits a strategic application as high-quality workers are

attracted by the benefits

For Intel employees to understand the value of offed benefits, they should be offered what they

need most. Besides, Intel should communicate the total value of benefits to employees. The use

of modern technology in delivering the compensation packages is effective in making workers

comprehends each package. The communication method should make the benefits both

consumable and meaningful for the employees to increase the employers value. Besides, Intel

should offer an engaging experience in benefits consumption through user-friendly means.

Consumer-centric enrollment and use methods through mobile phones would be attractive to

employees. Intuitive and convenient platforms are vital in ensuring the employees understand the

value of various benefits offered by Intel. Besides, employees will get more satisfaction and

value from the benefits as they can easily access and consume them. Employees can dread

enrollment available benefits if keeping up with their data is a hassle, thus the need to ease the

process

From the employees viewpoint, believe that some of the benefits are unnecessary. Vacation and

time off benefits should be replaced with shorter sabbaticals, which can increase staff retention

and enable Intel to compete with other companies. While there are various ways to design

sabbaticals, the current design is far too long for employees. Currently, employees are given

vacations after seven years, which should be changed to 5 years to increase staff loyalty. Now

employees feel that seven years is a far long duration to wait to get one month rest.