1. The importance of employee benefits as a strategic element of fulfilling the target of HRM is to create class workers and to keep turnovers at a minimal. Although many benefits are not officially required, it is significant for companies to keep up with struggle and know how to get and keep their employees. Working as a Human Resource Manager I must know what motivates and attracts quality workers, with most the paycheck is just not enough, they also require benefits or perks to stay or come with a company. Using benefits as a strategic component helps enhance the effectiveness, morale, productivity and achievement of goals. Employees tend to be more motivated to work when they feel they are attended to. When they can feel that they have benefited from the organization, they become loyal to an employer and will stay from moving to other organizations. Savings due to retention overthrown the benefit costs thus make the organization a workplace with more income. Through employee benefits, goals to fulfill goals of HRM are achieved in efficient and effective ways. I wouldn’t want to run the company as a dictator and one must make their employees happy as rewards for all their hard work to help you achieve the company goals. The company wouldn’t lose out of this if set up properly. If profit or production is not high enough then rewards and benefits couldn’t be offered. The employee would have to have terms but both side benefits as long as work is being produced. 2. The employee benefits motivation tools are used by Genenetech and Zappos by providing the employees flexibility rewards for longevity, lunches/dinner, ease, and creating a happy environment. Both companies are very successful when it comes to low turnover and maintaining a productive environment. The importance of workers benefits being used as a planned factor of satisfying the areas of HRM because it lets a business to reduce the revenue rate, or agree on a business top safety record. Once a company has a good