About Amway Korea Ltd

Amway Korea was the 22nd local subsidy to be established in 1988 out of Amway’s 58 global subsidies, and started operation in May 1991. With the continuous trust and support from Korean consumers, Amway Korea achieved steady growth by closely abiding the laws on door-to-door sales and transparent business methods which in turn provides ABOs an opportunity for success.

Facts & Figures

Industry Consumer Good and Services
Number of employees 375
Number of active countries 1

The Research

Certification is only awarded to the best employers around the world: companies that demonstrate the highest standards of employee offerings. The Top Employers Institute’s research assesses all critical areas of the Human Resources environment, certifying organisations that can demonstrate they are continuously optimising employee conditions and leading the way in the development of their people.

The employee offerings of Amway Korea Ltd

This is a selection of the Employee Offerings that this company offers to (some of) its employees.

Communication Channels

  • Suggestions box/email
  • Employee surveys

Learning and development programs

  • Internship programmes
  • International exchange programmes
  • Competency-based training programmes
  • Peer support programmes
  • Soft skill training programmes (e.g. feedback, time management, communication)
  • On-the-job training
  • Conferences/congresses/seminars (internal/external)
  • Workshops (internal/external)
  • Online training programmes (always available)
  • 180- and/or 360-degree feedback
  • (Peer) coaching
  • Mobile Learning
  • e-Learning (module)
  • Coaching
  • Simulations and learning games
  • Communities of Practice
  • Collaborative Learning Experiences (e.g. Action learning group/Team-based learning)

Compensation and benefits

  • Salaries
  • Variable compensation
  • Pension
  • Long-term incentives
  • Employee discounts on company services/products
  • Employee referral bonus
  • Shift premiums
  • Meal subsidies/canteen services
  • Subsidy Medical Insurance
  • Loan/Loan Repayment
  • Overpay

Flexible Working Conditions

  • Flexi-time working
  • Term-time working
  • Time off in lieu (TOIL)/Time-for-time
  • Employer contribution for child care
  • Onsite nursing/feeding/mothers’ room

Networking Activities

  • Sports events (e.g. sports day)
  • Organising weekly drinks or other social event (by staff association)
  • Online chat/instant messaging
  • Personal online profile/social media
  • Seasonal social events
  • Special informal sessions with Executive Management

Onboarding Activities

  • Pre-Employment package (after contract is signed)
  • Step-by-step On-boarding programme (hard copy or online)
  • Employee handbook that specifies HR policy and regulations (hard copy or online)
  • Use of internal/external social media (networks) to chat with current employees
  • Meeting with HR to explain procedures
  • Check-in meetings at specific intervals
  • Meeting with manager regarding job role, tasks,expectations
  • A role-specific introductory training programme
  • A buddy is assigned to the new employee
  • Post-hire assessment
  • Announcement/introduction by management
  • A tour around the organisation
  • Meeting with CEO/Executive Management
  • (Social) Networking events for new employees
  • Internal social media (network) experience sharing
  • Team lunch/dinner
  • Induction course (covering the organisation’s mission,vision, values)
  • Code of Conduct

Career and succession management

  • Job rotation
  • Training programme
  • Coaching
  • Special assignment
  • Secondment
  • Job enrichment
  • International mobility (expatriation or short-term assignment)

Secondary benefits

  • Laptop
  • Mobile Telephone
  • Telephone allowance
  • Company car
  • On-site parking

Well-being programs

  • Safety programme
  • Stress management
  • Ergonomic support
  • Personal support line
  • Employee debt support
  • EAP (Employee Assistance Programme)
  • Preventative Occupational Health programme
  • Confidential adviser
  • Maintaining salary level above legal requirements
  • Maintaining employee contractual rights above legal requirements
  • Health screening programme
  • Weight loss programme
  • Rewards or bonuses for achieving or completing certain health and wellness goals/programmes
  • Nutritional information programmes