In today’s business perspective, money is not enough to rule what talent would end up like. Some employees are offered a significant amount of money to stay, but such an approach does not seem to sway from family life. For organizations that want to hire exceptional workers, the key lesson is to stop buckling under the promise of money to candidates. Instead, organizations should seek hidden approaches and reasons that make individuals depart jobs. Most workers, especially in the current generation, values being treated like humans but not bought like commodities. The paper focus to discuss innovative employee benefits practices in organizations like Google ad Cisco
Google corporate is an American entity established by Larry Page and Sergey Brin in 1998. The company handles more than 70% of online searches in the world, and this places it at the heart of internet users’ experience. Google engages I internet-related services and products like cloud computing, software, online searches, and advertising. As of the year 2019, Google had about 118800 full-time works, and this number has been increasing since the company started.
Google wants to make its employees feel better at the workplace, thus offering innovative benefit practices like on-site nurses, physicians, or medical services to keep workers healthy. Employees are covered with travel insurance and emergency covers. For parents, there are maternity benefits of up to 18 weeks; there are death benefits to deceased workers, global education leave programs for employees to pursue further training, and better job prospects. Working at Google provides individuals with a sense to contribute to the world’s population as the company offers an innovative workplace culture. Employees spend 20% of their tie make innovative ideas that they are passionate about, and this has seen the emergence of products like Google alerts, maps, or news born out of it.
Cisco
Cisco system is an American technology corporation that operates globally and is best known for computer networking. The company was established in 1984 in San Francisco by two former Standard university scientists. Cisco has been in operation for more than 35 years. Cisco’s major business includes making and selling networking tools, software, and high-technology service or products. As of the year 2019, the company had over 75000 employees and an $11.6 billion net income. Cisco’s company key rivals are Broadcom, Dell technologies, Huawei, Lenovo, VMware, ASUS, IBM, HP, Microsoft, and others.
Cisco’s top innovative employee benefits practices are a competitive compensation plan, generous worker stock purchase program, tuition reimbursement, and annual bonuses. Cisco rewards employees for performance but not seniority; there is reimbursement for lab fees, tuition, and books, for course. The most famous benefits include paid holidays, casual dress atmosphere, life insurance for the disabled, paid sick leaves, educational training. Like other American corporations, Cisco sponsor health benefits through the payment of insurance premiums. Also, there are employer-give pension plans to secure stable cash flow, and with defined pension plans, the company helps workers save and invest for retirement.
To conclude, innovative employee benefits practices are vital to keeping workers motivated and productive. Companies employ these programs differently, and art help maintain talent in a competitive market. However, some of the benefits appear similar across different organizations like health perks, training programs, and paid holidays. The paper has focused on innovative employee benefits practices in Cisco and google company.