What is the implementation process of employee welfare plan?

With the rise of the Internet, the recruitment of talents by enterprises has gradually become a competition for talents. In the situation that the supply of professional labor market is in short supply, all major enterprises try their best to find the needed swift horse. Therefore, in recent years, the way for enterprises to recruit new people is no longer just to attract employees with fixed wages. On the contrary, many non-fixed salaries have gradually become an important reference when employees choose to invest in enterprises, that is, from the perspective of general contracting, that is, wages (including bonuses) and benefits are considered together. For example, in addition to the original group insurance, severance pay and other projects, in addition to the rise of network concept stocks, employee dividend shares have gradually become a must-kill weapon to retain core employees.

The welfare planning made by enterprises for employees has changed from the paternalistic role (passive) to the motivational role (active). Here we can discuss the main factors for enterprises to implement employee welfare plans:

First, reduce the tax burden of employees:

The salary adjustment of company employees every year is always the focus of public attention. The reason is not because of the employees' contribution to the company in the past year, but whether the salary increase this time meets their expectations and they decide to stay or find another job. However, will the salary increase really increase the annual net income of employees? On the other hand, a salary increase represents an increase in income (that is, open source). However, the salary increase will inevitably have budget restrictions, and employees may adjust the annual income tax rate upward and increase the tax burden because of the salary increase. If an enterprise can plan employee benefits (that is, reduce expenditure) from the relief of employee tax, it can not only double the salary increase, but also fully meet the needs of employees.

Second, increase the advantages of enterprise recruitment:

Generally, when deciding whether to join another company, the factors considered by job seekers are mostly the company's popularity, whether the job itself is challenging, salary and benefits, and so on. Generally speaking, the popularity of enterprises can often attract outstanding members, and then create rich profits, so as to give back to the society and start the popularity of enterprises; The challenges of work and salary and welfare can be incorporated into employee welfare planning. From this perspective, job seekers are not always looking for jobs for money. Therefore, as long as enterprises plan welfare reasonably, they can not only avoid external vicious poaching, but also make the most efficient use of personnel budget.

Third, strengthen the retention intention of core employees:

When enterprises gradually transform non-core competitive business to outsourcing, the reduction of internal staff can be expected. At this time, the core personnel in the organization are the elites who will create value, enhance the core competitiveness and create higher added value in the future. According to the 80-20 Law, the internal resources of an organization should be allocated to 20% of the members who create 80% of the profits of the enterprise, so we should focus on the welfare of key people (including financial and non-financial). Establishing a welfare plan that conforms to the characteristics of enterprises can not only moderately improve the morale of employees, but also retain key employees to work hard for the company.

Fourth, avoid seniority debt:

At the end of the year and the beginning of the year, the biggest headache for business owners is to raise wages, which is indeed a dilemma. If the salary increase is too large, it will cause a heavy burden on the operating costs of enterprises. If the salary increase is too small, it is likely to trigger an "immigration tide". Indeed, "salary increase" is not just an increase in monthly salary on the books. Others, such as the increase in the wages of labor and medical insurance, the increase in the amount of pension payment (with the implementation of individual retirement accounts in the future, this amount will inevitably greatly increase the burden on employers), and the calculation basis of employee pension and overtime pay has been improved a lot. Don't business owners have any other magic weapon as a way to compensate their employees except salary increase? At this time, competitive employee welfare planning came into being. The most common are employee dividends and shares, retirement and medical insurance, housing and car loans and education subsidies. Although the salary level of some enterprises that implement competitive employee welfare planning may not be the best in the industry, the biggest reason why job seekers are eager to invest is that the value they create far exceeds the salary increase value of ordinary enterprises.

The direction of future employee welfare planning

Generally speaking, the welfare planning of enterprises can be divided into two categories: in-kind payment and monetary payment, and in-kind payment such as study, New Year's Eve, employee travel, etc. Money payments, such as Medicaid, housing loans and school loans, all fall into this category. But in addition to the effect of salary, whether the welfare planning meets the individual needs of employees is a factor that needs further consideration. Under such circumstances, selective and personalized "optional employee benefits" came into being.

As the name implies, "optional employee benefits" is to comprehensively consider the position, performance and contribution of employees to determine their welfare amount, and the amount and quantity are presented in the form of points. Enterprises decide to give certain points to specific employees every year, so that employees can plan their own welfare buffet within the range of points they can use.

Enterprises can refer to the opinions of employees when designing optional welfare menus, so that employees can plan welfare projects according to their own wishes and increase their sense of identity with the company. Moreover, the company can fully communicate with employees and design wages as benefits, which can not only reduce personal taxes, but also greatly reduce the company's seniority liabilities.

Advantages and disadvantages of implementing optional employee benefits;

1. For employees:

Advantages: the optional welfare system conforms to the expectation theory and meets individual needs; When people choose the welfare combination, this system can convey information such as trust, maturity and openness, thus enhancing the sense of mission of employees.

Disadvantages: unable to purchase in large quantities, rising costs and relatively shrinking income. On the other hand, ordinary people are resistant to change and innovation, and adopting this method can easily lead to communication problems and contradictions with original commitments.

Therefore, at the beginning of the implementation of optional welfare system, it is necessary to fully communicate and gain the trust of employees to ensure the smooth implementation of optional welfare.

2. For commercial organizations:

Advantages: the optional welfare system can cut costs, and employers do not have to provide benefits that employees do not need, so the utility increases.

Disadvantages: The implementation of optional welfare system may generate additional management costs and increase workload.

Therefore, when it is implemented in the future, properly regulating the amount and frequency of purchase will effectively save the administrative costs of relevant personnel.

However, even the best welfare planning, if there is no performance appraisal system that conforms to the principle of fairness and justice, the welfare system with good intentions will often be greatly discounted. Therefore, enterprises should strive to be rigorous in the design of performance appraisal in order to achieve a perfect state. In the future, the performance management system and the welfare system will be integrated, so that the welfare quota of future employees will be closely linked to performance, thus retaining core talents and improving the quality and efficiency of personnel.

In the long run, enterprises should not only move towards salary incentive in the future, but also determine the performance salary of employees with performance management to improve the overall operating performance of enterprises. Employees-oriented enterprises should also move towards employee compensation and benefits, and take employee tailor-made benefits as the blueprint for planning, so as to retain the core talents needed by enterprises and obtain a win-win situation. = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = The purpose and basic working method of enterprise welfare work is to provide various working conditions and living security, so as to ensure that employees can work with peace of mind. In modern enterprise management, salary and welfare are separated into two relatively independent functional contents because of their different fundamental purposes. The purpose of salary is to motivate. Fixed salary, floating salary and bonus are linked to performance, and salary is completely determined by performance. Welfare is different. The fundamental purpose of welfare is to ensure that employees can work with peace of mind. By providing a variety of working conditions and living security, such as medical insurance, employee vacation system, etc., employees can better devote themselves to their work and ensure their peace of mind. Fundamentally speaking, welfare work is carried out around this purpose. Basic working methods 1. Grasping the needs and opportunities welfare work is not only to provide employees with old-age insurance, pay housing provident fund, and issue allowances. Welfare work is more important to understand what employees need. What employees need is to provide them with an environment and conditions to ensure their peace of mind. Because the market environment is changing, the external conditions and internal environment of enterprise competition are also changing, so the welfare needs of employees will of course change. What kind of welfare conditions need to be provided to employees in the new environment? This requires market research and employee survey, which is a very important step in welfare work, that is to say, to do welfare work, we must first grasp the needs and opportunities of employees. 2. Develop projects and resources (1) and formulate new welfare projects. Such as supplementary medical insurance, life insurance, staff fitness club, etc. When doing welfare projects, we should formulate welfare policies according to the actual needs of enterprises. What society and government require is only a basic guarantee, which may not be suitable for your enterprise, nor may it completely meet the requirements of your enterprise. If the management level, market position or comprehensive strength of an enterprise is better, the corresponding welfare should also be better. The gap between enterprise welfare and traditional or government-required social welfare should be handled by the enterprise's own welfare managers, so new projects should be developed. The more projects, the wider the welfare coverage. These aspects can also be done by fully developing various resources, and not all of them can be done by themselves. For example, traditionally there are five types of social insurance. Besides these insurances, are there any other insurances that need to be covered? Like endowment insurance, it is a matter of retirement; Co-ordination of serious illness or medical insurance will only work if employees are sick; Maternity insurance is useful for female workers in a certain period of time; Work-related injury insurance will only be used when a work-related injury occurs. The meaning behind insurance is that when an accident happens, you need a support. With insurance, you don't have to worry about these unexpected things. From this perspective, in addition to the needs of providing for the aged, employees certainly have the need to prevent personal accidents. This welfare project needs to be done by the enterprise itself. Because the coverage of work-related injuries is very limited, there will definitely be the possibility of accidental injuries to employees at other times. It is a common practice for enterprises to provide life insurance for employees now, but this is not required by the government. (2) Developing new administrative resources The government has a special social welfare institution, namely the Social Insurance Department, which can help enterprises to do some insurance work. Want to do personal accident insurance, enterprises can't do it. You must cooperate with the insurance company and let them do it. If you feel that management is troublesome, you can also let welfare consulting companies or intermediary personnel service agencies handle these matters. Therefore, in addition to developing projects by themselves, enterprises can also find suitable administrative resources to help them do these tasks. (3) We can seek many social resources to help the operation or implementation of the work with specific security effects, such as social insurance offices, welfare consulting companies and various insurance companies. However, whether it is done well, whether employees are satisfied or not, and whether the purpose of welfare protection has been achieved are matters of enterprise welfare management. In other words, enterprise welfare management should understand the demand and ensure the effect, which is the focus of the work. The working methods and standards in this respect mainly include: ◆ market benchmarking-standardization ◆ profit maximization and cost control ◆ employees' satisfaction with enterprise welfare management policies 1. The purpose of enterprise welfare management: welfare is carried out around enterprise management activities, and the implementation of enterprise management strategy welfare management policy is the program in enterprise welfare management. Enterprises need to have a policy in all aspects of management. As independent enterprises, they should make their own policies. In the field of human resource management, they have their own implementation strategies in terms of company employment, company salary and company welfare. These strategies are summed up to form a relatively stable programmatic and guiding document, which is the policy. Welfare also needs welfare management policies. Welfare policy is conducive to the implementation of some basic management concepts into the company's business strategy, and even some guarantees in business work and some requirements in business management into specific welfare work. Therefore, the formulation of welfare policy is a crucial task. If the welfare policy is well done, the daily welfare work will be very orderly and effective. 2. Inclusive welfare policies mainly include the objectives, principles, strategies, operations and processes of welfare management and their respective responsibilities and authorities in welfare management. (1) Objectives The objectives of general welfare work include two aspects: first, the purpose of welfare work itself is to provide security for employees to work with peace of mind, and second, the implementation of legitimate rights and interests. The formulation of welfare management policy should not only achieve the goal of welfare work itself, but also ensure the effectiveness of management, cost control, social benefits and legal requirements. Because welfare is not just a company's business, like social insurance, it is done by the whole world as a whole, which is a legal requirement. To do welfare management, we must first ensure that enterprises abide by the law. If you pay less old-age insurance, or you don't pay medical insurance, in fact, the enterprise is illegal to a certain extent and does not protect the legitimate rights and interests of employees. (2) Principles ◆ Abide by laws and regulations ◆ Maximize limited costs and benefits ◆ Simplify administrative work ◆ Relationship and balance among laws, enterprises and employees' personal interests. The last point needs explaining. Legal requirements represent the interests of the whole society and the whole country. If you ask how to treat the interests of the country, enterprises and individuals, everyone may say, of course, the interests of the country are the greatest, the interests of enterprises are the second, and then the interests of individuals. However, in practice, some people may be confused about this problem. For example, managers who work for an enterprise will make decisions from the perspective of the enterprise, which will harm the legitimate interests of employees. For example, if you work overtime one day a week or occasionally, this is something that enterprises can ask employees to do. However, it is illegal to work overtime continuously. Managers are not unaware of this, but only for the benefit of the enterprise. When doing welfare management, we must find a balance between the three, and we must know what the important order of the three is. (3) Strategy As mentioned just now, how to do a good job in welfare work is the so-called strategy. The commonly used strategies are: ◆ Budget formulation and control. Welfare budget is very important, and the formulation and control of welfare budget is an important means and measure of welfare management. Give full play to the role of social welfare. All enterprises should give full play to the role of social welfare. Although medical insurance and serious illness co-ordination provided by society are rarely used, it is unwise to give up. ◆ Use a consulting company. To give full play to the role of social welfare, we must make effective use of various social resources, such as consulting companies and various insurance companies. ◆ employee communication. Welfare is for employees. If a lot of money is spent and employees don't feel it, the role of welfare will be greatly reduced, which is a feature of human resources work. What we do is human work, which is both objective and psychological. Therefore, on the one hand, we should develop projects and implement policies; On the other hand, communication is one of the key means and methods for employees to feel and appreciate after doing it. Written communication or policy propaganda is often used in welfare management. (4) Welfare policies mainly include operation and process: ◆ Annual timetable. In an operating year, what major welfare events need to be done, how to do them, when to make a welfare budget, etc., must be planned. For example, sometimes employees' welfare standards will be updated, when this standard will be formulated, who will review it, when it will take effect, etc., and so on, and an annual timetable needs to be made. ◆ The roles of employees and managers and the functions of human resources and welfare managers. What role managers should play in welfare management, employees themselves will also play a role. Usually managers are less involved in this aspect, and more are human resources departments. In the past, employees directly consulted the human resources department when they encountered any problems. Nowadays, enterprises are becoming more and more electronic, and employees can help themselves in many things, so they can also be given a role, and some problems can be solved by themselves. (5) The authority, responsibility and division of labor of the board of directors of the enterprise. For example, the extraction of welfare funds, especially how much incentive funds outside the government regulations can be used for employee welfare, may be something that the board of directors needs to make decisions. Another example is to make a major plan and develop new welfare projects. The board of directors usually has to review and approve such major decisions. ◆ Employee Welfare Management Committee. If it is done in detail, there will generally be a welfare management Committee, which will be attended by employee representatives, people from the human resources department and some department heads. In the management committee, both the human resource manager and the welfare manager often participate in welfare work, and they all have certain roles and authorities, which should be clearly stipulated in the welfare policy so that everyone can know what they want to do. Because once it is clear, the role in daily management will be clear, and no one will do what should be done, otherwise someone will abuse their power. The implementation and maintenance of enterprise welfare policy After the welfare policy is formulated, how to effectively implement it, make it a living policy and play a guiding role in daily welfare work? The more important points are: the matching of welfare policy and welfare budget, which is the most crucial point. Like salary management, salary management has salary budget, and welfare management also has welfare budget. What is the specific content of welfare budget? Generally speaking, 40%-60% of the total salary of employees have welfare funds. How to use these funds, which departments to use each year, what to do and how much to spend, the authority of each department should be clear in the budget, including some new projects and one-time projects. Welfare is a very sensitive matter. Once a standard is set, it is best not to change it in the next year, so when making a budget, you must make a reasonable plan. The approval of welfare policies and even welfare budgets by the board of directors and management should be approved by the board of directors and management, not just the welfare manager or human resources manager. This is not authoritative, and sometimes the relevant departments may not necessarily implement it. Participation of trade unions and workers' congresses In the whole process of formulating welfare budget or welfare policy, it is best to have representatives of trade unions or workers' congresses to truly represent the needs of employees. In practice, trade unions will also play a more important role. Trade unions have a duty to do a good job in some aspects of employee welfare. It is very important for relevant departments to implement the whole modern enterprise management system, and the competent department of welfare work should be the human resources department. The implementation of enterprise welfare work is relatively much simpler than salary management, but there are also some practical requirements and operational points. = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = company welfare trend housing welfare

As providing housing benefits for employees has become an important way to attract and retain employees, providing housing benefits has become a welfare trend widely adopted by enterprises. According to the survey data, in China, 24% of foreign representative offices, 37% of wholly foreign-owned enterprises and 47% of Sino-foreign joint ventures provide housing benefits for employees. Enterprises provide housing benefits in different forms, mainly cash subsidies, housing loans, personal savings plans, interest subsidy plans and the provision of company apartments and dormitories. Supplementary pension benefits

Providing employees with supplementary pension plans is another major benefit of enterprises. On the one hand, this trend meets the needs of social security, on the other hand, it is also one of the main ways to attract talents. This plan can provide reasonable retirement benefits for employees. At present, the characteristics of the supplementary pension benefits implemented by Chinese companies are: there is no difference in the same enterprise welfare policy in different regions, and the payment is mainly borne by the company, and the employees do not bear the expenses. However, at present, the investment channels of pension funds of various enterprises are limited, and they are limited to buying various insurances from some insurance companies or depositing them in banks. Input of training expenses

According to the forecast of Cambridge Talent Service Company this spring, 75% of foreign companies spend less than 5% of their sales revenue on training every year. The internal training budget is 1.300 yuan per person per year, the internal training time is 1.2 days per year, the external training budget is 2000 yuan per year, and the external training time is 6 days per year. The training fee of enterprises is rising every year, and the per capita training fee and time expenditure of high-tech enterprises rank first. In terms of bonuses, most companies implement double pay at the end of the year. More than 68% companies issue letter sales awards, of which 52% companies issue sales awards once a year, 8% companies issue them twice a year, and 40% companies issue them once a month. The assessment contents of the sales award include: sales indicators, accounts receivable, plan completion, customer data collation and customer relationship. Future development trend of salary management

Pay attention to personal ability

What will be the development trend of enterprise salary management in China in the next few years? Ms. Li Chongji, general manager of Wyatt Consulting, said: "In short, it is the development from' paying for work' to' paying for individuals'. The focus of this trend is to pay more attention to the personal ability of employees. "According to Ms. Li, under the pay-per-person salary system, the organizational structure of enterprises has developed from elevated to flat, and in the basic salary structure, broadband structure will replace the traditional hierarchical structure. The advantage of this competency-based salary system lies in that it expands a variety of career development channels for employees, recognizes the different values of employees at different levels of the enterprise organization, strengthens the "how" to complete the work, and helps to promote the flow between organizations. However, it is a great challenge for human resource managers to establish and operate this kind of salary system in enterprises. Because this salary system involves all aspects of human capital management, such as job design, training and development, performance management and so on. It requires the HR department to invest a lot of resources and energy.