What benefits do state-owned enterprises have?

Question 1: What are the benefits of state-owned enterprises? The benefits of each state-owned enterprise are different. Generally speaking, five insurances are industrial injury, unemployment, pension, medical care and maternity, and one gold is housing accumulation fund.

There are cases where foreign college students and state-owned enterprises sign a five-year contract to get an account. When signing the contract, there should be a mutual service period agreement, which will stipulate the detailed service period and the amount of breach of contract.

Question 2: What are employee benefits? When looking for a job, many people don't know from what aspects to understand the salary and benefits of an enterprise, nor do they know what aspects the general employee benefits include. Now give you a summary:

First, the basic monthly salary and commission.

This is your basic salary. The minimum basic wage in Shenzhen has just risen to 1 100 yuan/month. Every company will make it clear to the employees it recruits. It should be noted that: 1 The average company's monthly salary is before tax. If you were paid after tax in your previous company, the amount of after-tax salary required by your resume must be clearly stated in the interview to avoid future troubles. 2. Many enterprises have stipulated performance pay, which may also be a trap, that is, take a certain proportion (usually 30%) of the salary negotiated with you as performance pay, and determine how much to pay according to the results of performance appraisal. However, in practice, many enterprises have become a means of reducing wages in disguise. 3. If you are a salesperson, the basic salary is more of a basic salary concept, and you should pay more attention to the quality of the platform and the commission ratio.

Second, cash subsidies.

Many enterprises give cash subsidies to employees, the most common of which are three kinds: meal supplement, bus subsidy and communication subsidy. General business trips and daily taxis are also reimbursed, but there are also cases. For example, some companies' taxi subsidies are stipulated according to their responsibilities and grades, and they are paid in one lump sum, that is, no matter how much you actually use this month. This system is actually very unreasonable, and it is easy to cause the phenomenon that the more people handle affairs, the more money they have to pay.

Other subsidies, such as marriage, childbirth, funeral subsidies, fuel subsidies for driving, rental housing subsidies, etc. , accounting for a small proportion.

Third, holiday gifts.

Out of respect for China's traditional habits and in line with China's national conditions, most enterprises will provide their employees with holiday gifts or gifts, most commonly during the Spring Festival, Dragon Boat Festival and Mid-Autumn Festival, so as to at least make employees feel humanized. On the one hand, local enterprises and Taiwan-funded enterprises are doing better, while foreign-funded enterprises and Hong Kong-funded enterprises may ignore them.

Nowadays, many companies with good corporate culture will give their employees birthday gifts or hold birthday parties, which is also good and makes people feel very warm.

Fourth, the year-end bonus

Year-end awards account for a large proportion of employees' income in many enterprises, sometimes even accounting for 30%-50%. Some enterprises directly stipulate double pay, three pay or more at the end of the year, and some enterprises pay employees according to their performance. These are all considerable incomes.

However, it is not good for many enterprises to use the year-end bonus as a means to retain people. For example, in an enterprise I have experienced, the year-end bonus of the previous year had to be distributed bit by bit until July of the following year before it was finally distributed. Waiting is a pity. It is a pity to leave for half a year this year, which is not good and violates the original intention of the year-end award.

Verb (short for verb) insurance

General enterprises buy social insurance for their employees according to law, which generally includes pension, medical care, unemployment insurance, work injury and maternity insurance, plus housing provident fund, collectively referred to as five insurances and one gold. But in practice, many enterprises can save money, so it is good to buy three insurances. Not to mention that even the whole of Shenzhen has not started to buy houses with public funds. In order to avoid paying insurance, many enterprises will sign yin-yang contracts with their employees. The salary reflected in the contract is generally the local minimum wage. In this case, employees should carefully weigh the consequences, and your retirement salary may be very small in the future.

Some enterprises will help employees buy collective commercial insurance, generally accident insurance, which is a benefit only available to a few high-quality enterprises.

6. Paid annual leave

According to the Labor Contract Law, enterprises should give paid annual leave to employees who have worked for one year, which is generally 1 year for 5 days. Enterprises generally give middle managers or employees with outstanding contributions more days of annual leave according to the actual situation, but generally at the expense of voluntary overtime.

Seven. Tourism, expansion and training

Generally, companies organize employees to travel once or twice a year to relieve work pressure, enhance enterprise cohesion and the feelings among employees, and sometimes in the form of outdoor expansion.

Enterprise training is divided into internal training or external training. Generally, the cost of external training is relatively high. Some enterprises will require employees to fill in the training contract to ensure how long it can be filled out, otherwise the training fee will need to be refunded. This is usually cautious. It can also be divided into vocational skills training and external skills training. Vocational skills training is easy to understand, and external skills training is generally: academic training, foreign language training, certificate training, etc. ...& gt& gt

Question 3: What are the main welfare distributions of state-owned enterprises? Just a few competitions and year-end awards, because the salary is not high at ordinary times, it is really not high.

Subsidies and so on. Spring Festival, May 1st, 11th, Spring Festival and New Year's Day are usually paid back, 2000+, and there is the high temperature fee for summer vacation, right?

If the enterprise benefits well, it will pay double or triple wages or something. Other subsidies will be distributed in kind, such as the usual Mid-Autumn Festival moon cakes and supermarket cards.

Question 4: What is the difference between wages and benefits of state-owned enterprises and private enterprises? What's the difference between private enterprises and state-owned enterprises? State-owned enterprises are iron rice bowls, and private enterprises may be laid off at any time? Is this the biggest difference? Sometimes we may feel unfair. Working in state-owned enterprises, getting to and from work on time five days a week, earning 10 thousand yuan a month, without much pressure, and various welfare benefits, while working in private enterprises has great pressure every day and little salary. It is extremely abnormal and unfair that the wages of monopoly state-owned enterprises are so high and the wages and benefits of private enterprises are so low. Working in state-owned enterprises is unfair. Working in a private enterprise does not mean that you are incompetent and of poor quality. Under such a huge income gap, it is not a question of personal ability, but there are some defects and mistakes in the social system.

Question 5: What benefits should employees enjoy? Salary is no longer the only purpose pursued by employees. The promotion of employee welfare is not only paid more and more attention, but also the connotation of employee welfare will become more and more personalized and diversified. Under this change, enterprises must make corresponding adjustments to their own welfare and salary systems, so the concept of flexible welfare system came into being, which will provide another direction for enterprises to think and develop.

At present, employee benefits in enterprises generally include:

1. Bonus.

2. Bonuses: refer to year-end bonuses, competition bonuses, research and invention bonuses, special merit bonuses, long-term service bonuses, fuel material saving bonuses and other non-recurring bonuses.

3. Legal or commercial insurance.

4. Save money during Spring Festival, Dragon Boat Festival and Mid-Autumn Festival.

5 Medicaid, education subsidies for employees and their children.

6. Employees charge service fees (various tips, etc.). ) directly from the customer.

7. Wedding, funeral and holiday gifts, condolences or libation, etc. Sent by employer.

8. Compensation for occupational disasters.

9. Labor insurance and the insurance premium paid by the employer for the insured to join commercial insurance.

10. Travel expenses, travel subsidies, communication expenses, accommodation expenses and meals.

1 1. Work clothes, operation supplies and their vouchers.

12. Other welfare items designated or approved by the directors of the enterprise.

The above employee benefits can be divided into statutory welfare expenses (such as statutory insurance, occupational accident subsidies, and one-child expenses). ) and welfare expenses designed by non-statutory enterprises (such as group accident insurance, employee travel, male paternity leave, annual health examination, etc.). Basically, employee welfare has a negative effect on employee morale, and its main purpose is to ensure and stabilize employees.

In practice, many enterprises usually have the following problems in the planning and implementation of employee welfare system:

1. Employee needs are not easy to grasp: the evaluation standard of any welfare system planning effect should be the effect after implementation, and the appearance of the effect is the sensitivity of employees to welfare matters. If a well-intentioned welfare project fails to meet the needs of employees, it will only waste resources and even cause resentment among employees. But under the independent public social value, it is difficult to grasp the individual needs of employees. In practical work, as far as employees travel, it is the same pain for many human resources workers to find a tourist attraction that employees have never been to before or that most employees are willing to go to, or which one to buy during three holidays.

2. The standard of welfare is usually easy to be high, but it is difficult to be low: welfare is usually set when everyone is happy, but when the company has limited budget or financial difficulties, it is difficult to reduce it. For example, in previous years, three gifts were 2,000 yuan. This year, due to the economic downturn, it is difficult for the company to drop below 2,000 yuan. Although the company's operation will have ups and downs, the welfare projects set when the operation is good will usually become an unavoidable nightmare when the operation is in a downturn.

3. Welfare budget is not easy to prepare: because employees' preferences are hard to grasp, it is usually difficult to grasp the possible budget of each optional welfare item in the early stage of planning, so there may be cases where funds are eventually written off or the implementation results exceed the budget.

4. Fairness cannot be balanced: the discussion of "fairness" is the most feared thing in welfare affairs. For example, an optional benefit, can I return it if I don't participate? Can contract employees participate in the company welfare plan? Should new employees and old employees enjoy different welfare benefits? Such problems often consume considerable energy of contractors.

5. Waste of special personnel: It is absolutely impossible for one or two people to undertake the real implementation of various welfare plans, but welfare matters do not happen every day. Too many manpower arrangements are a waste, and it is impossible for temporary guest helpers to handle all the work professionally. It is really not easy to arrange welfare plan executors under the requirement of streamlining everything now.

When a single supporting welfare system is implemented, because each employee has different needs, when the welfare system can't meet the employees, there will be no incentive factors, resulting in no change in work performance. When the flexible welfare system is implemented, it can meet the different needs of each employee, realize the positive influence of the welfare system on employees, and produce the promotion of incentive factors and the relative improvement of work performance. In this way, it is a valuable choice to establish a flexible employee welfare system.

Flexible benefits are also called "buffet benefits" (cafeteria ...>& gt

Question 6: Will employees of state-owned enterprises have welfare housing distribution in the future? The welfare housing distribution system has been abolished, but it is possible to buy a larger house with very little money.

Question 7: What are the advantages and disadvantages of enterprise welfare? 10 The welfare planning made by enterprises for employees has changed from the paternalistic role in the past to the inspiring and active role. Its main functions are:

First, reduce the tax burden of employees.

Every year, the salary adjustment of company employees is always the focus of 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 the annual income tax rate may be raised because of the salary increase, increasing the tax burden. If an enterprise can plan employee benefits (that is, reduce expenditure) from the reduction of employee tax, it can not only have the effect of double salary increase, but also fully cut into 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 to give back to the society and start the popularity of enterprises; Both job challenges and salary benefits can be included in employee welfare planning. From this perspective, job seekers are not always looking for jobs for money. Therefore, as long as enterprises do a good job in welfare planning, 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.

It can be expected that when the business without core competitiveness is gradually transformed into outsourcing, the staff within the organization will be reduced. At this time, the core personnel within the organization are the elites who will create value, enhance the core competitiveness of enterprises 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% members who create 80% profits of the enterprise. Therefore, it is very important to pay attention to the welfare of key personnel (including financial personnel and non-financial personnel) in the organization. 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 most nerve-racking problem for business owners is the issue of salary increase. This is really a dilemma. Excessive salary increase will cause a heavy burden on the operating costs of enterprises. If the salary increase is too small, it is likely to lead to immigration. Indeed, a salary increase is not just an increase in the monthly salary on the books. Other insurance wages such as labor insurance and health insurance are raised, and the amount of pension payment is increased (with the implementation of individual retirement accounts in the future, this part of the amount is bound to greatly increase the burden on employers), and the calculation basis of employee pension and overtime pay is increased. Don't business owners have other magic weapons as a way to reward employees except salary increase? At this time, competitive employee welfare planning came into being, such as 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 reason why job seekers rush to invest the most is that the value they create far exceeds the salary increase value of ordinary enterprises.

The planning direction of future employee benefits is: staring at

Employee benefits are selective, personalized and optional.

As the name implies, "optional employee welfare" is to determine the welfare amount by comprehensively considering the position, performance and contribution of employees, and the amount is 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 that can be used.

Enterprises can refer to employees' opinions when designing optional welfare menu, so that employees can plan welfare projects according to their own wishes and increase their sense of identity with the company. Companies can also fully communicate with employees and design employees' salaries 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 a welfare combination, this system can convey information such as trust, maturity and openness. , thus enhancing the sense of mission of employees ..... >; & gt

Question 8:' Are there any specific regulations on wages and benefits of state-owned enterprises? Research on Salary System of State-owned Enterprises

Before studying the salary system, we should first understand several basic problems about enterprise salary. First of all, the so-called work remuneration (employee remuneration) refers to various forms of so-called remuneration that employees get because of employment relations. Employee compensation includes two parts: (1) direct monetary remuneration paid in the form of wages, salaries, bonuses and bonuses; (2) Benefits paid in various indirect monetary forms, such as insurance and holidays paid by employers.

With the gradual deepening of the reform of state-owned enterprises and the gradual establishment of modern enterprise system, the disadvantages of the current salary system in state-owned enterprises are increasingly apparent: the labor remuneration of workers is out of touch with the amount of labor; The rational flow of talents has brought about the brain drain in key positions and the lack of stability in the employment of workers. Say goodbye to the traditional "equalitarianism" and embark on the "equalitarianism" under the modern enterprise system;

At present, the current situation and main problems of the salary system of state-owned enterprises are as follows:

1, the salary system is not competitive.

The salary level of state-owned enterprises is generally low, the gap between the salary of operators and the average income of employees is far below the international standard, the salary gap of employees is small, the incentive and restraint effect is very poor, and the salary structure has not yet got rid of the planned economy salary model. For example, in 2002, in the salary design of Blue Whale Enterprise Group in a city, because the designed salary was not competitive, only more than 20 employees were streamlined out of more than 800 employees in the whole factory, which made the salary not play a real role and the employees had great opinions. In the case of no way, the enterprise rearranged more than 20 employees, which made the salary system invalid. Due to the low income of state-owned enterprise operators, the flow of management talents between state-owned enterprises and non-public enterprises is seriously unbalanced. A large number of state-owned enterprise operators flow to foreign capital, joint ventures, private enterprises and township enterprises, and state-owned enterprises have almost become the cradle for non-public enterprises to cultivate talents.

2. The salary level is too single.

The salary system design of state-owned enterprises mainly revolves around "people's administrative level", that is, a person's income and other benefits are mainly related to his administrative level. Once a certain administrative level is not reached, wages will not rise. This not only ignores the differences brought about by different positions taking on different job responsibilities, but also obliterates the differences in the value of different positions, which discourages employees from engaging in high-skill, high-knowledge and high-ability work. In order to increase income, employees pay close attention to management positions. In order to increase promotion opportunities, some enterprises set up a large number of deputy posts, resulting in different positions and crowded management positions. For example, when a water supply company implemented the salary design of post salary, because it did not get rid of the influence of planned economy, the salary design did not reflect the industry characteristics and technical characteristics, which made it in trouble. Under the guidance of the municipal labor and social security department, the salary was redesigned reasonably, and factors such as production, technology and labor contribution participated in the distribution, which made the salary better reflect the differences, mobilized the enthusiasm of employees and successfully implemented the salary system.

3. The egalitarianism in wage distribution is serious.

In many state-owned enterprises, bonuses have become a very important part of employee compensation. Whether the bonus is standardized or not often determines whether the salary system has incentive value. If the bonus is not based on fair and effective assessment and is not linked to the performance of employees, it will lose its original meaning and function and become a superficial article. Because the job responsibilities are not clear, there is no close relationship between salary and personal performance, which leads to "it is the same to do more and do less, and it is the same to do good or bad". The more excellent employees are, the higher the proportion of complaints is, the salary has not played an incentive role, and the phenomenon of pot rice is serious.

4. The salary distribution is not systematic.

The dissatisfaction of employees in state-owned enterprises is mainly manifested in internal fairness, external competitiveness and personal incentives. There is no good answer internally, and there is no clear salary concept of why salary is needed. In state-owned enterprises, the size of administrative positions, the level of academic qualifications and professional titles, and the length of service have a decisive impact on wages. Due to the lack of understanding of the value and importance of different positions, egalitarianism or seniority is caused; The problem of external competitiveness is that wages are out of line with market prices. In most state-owned enterprises, the salary level is "one high and one low", that is, the salary level of employees in general positions is higher than the labor market price, while the salary level of employees in key and important positions is generally lower than the labor market price, and the salary is not competitive with the outside world, resulting in a large number of outstanding talents; The lack of personal incentives for state-owned enterprises' salary is manifested in the following aspects: state-owned enterprises still adopt the traditional performance appraisal method with empirical judgment as the main body, employees' personal income and contribution are not close, and equalitarianism exists in different degrees, which can not effectively promote employee circumference ... >>

Question 9: Can state-owned enterprises issue benefits? As we all know, the property right subject of state-owned enterprises is all citizens, and the wealth created by state-owned enterprises should be shared by all citizens. On the other hand, employees of state-owned enterprises and management of state-owned enterprises jointly created enterprise surplus. Now back to the topic, how much benefits should employees of state-owned enterprises pay to be reasonable?

That's how the residual ownership is divided. From what has been discussed above, this question should not be difficult to answer:

Let state-owned enterprises set up independent trade unions to represent the interests of employees of state-owned enterprises, and let independent trade unions of state-owned enterprises and representatives of property rights of state-owned enterprises-they are elected by the people behind them, with special emphasis on elected people-negotiate and distribute the wealth created by state-owned enterprises, such as how much profit is handed over to the state and what proportion is distributed to employees of state-owned enterprises.

Question 10: What should I pay attention to when handling welfare enterprises? Physical condition is:

First, civil affairs, disabled persons' federations, streets, towns and administrative villages can bid, but other economic entities do not bid.

Two, the bid for welfare enterprises must place more than 35% disabled production workers with certain working ability.

Third, the disabled people placed in factories must be appraised by people's hospitals at or above the county (city) level, which conforms to the notice of the Ministry of Civil Affairs, the Ministry of Labor, the Ministry of Health and the China Disabled Persons' Federation on printing and distributing the Interim Provisions on the Recruitment of Disabled Workers by Social Welfare Enterprises (Min < 1989 > Fu Zi No.37).

Four, the main products produced by the new welfare enterprises must conform to the national industrial policy, flammable, explosive and toxic mines do not agree in principle.

Five, the new welfare enterprises must have enterprise feasibility report.

Six, the new welfare enterprises must apply by the organizer, to the county (city) civil affairs bureau to receive the "new welfare enterprise application form", after the county, city, province civil affairs, national tax, local tax department for examination and approval, the local civil affairs bureau approved the new office, and then go through the relevant registration procedures for industry and commerce, taxation and so on.

Seven, the organizer with the relevant documents to the provincial civil affairs department to receive the "social welfare enterprise certificate".

Company registration procedure

The company registration procedure includes two specific procedures: one is the application registration procedure of the company, and the other is the approval registration procedure of the company by the company registration authority.

Where laws and administrative regulations stipulate that the establishment of a company must be submitted for examination and approval, the examination and approval procedures shall be handled according to law before the company is registered; Where laws and administrative regulations restrict the business scope of the company, it shall be approved according to law. Therefore, the company registration procedure sometimes includes the third procedure, that is, the establishment of approval procedures or approval procedures.

(a) the company to apply for registration procedures

The procedure of company applying for registration refers to the procedure of company applying for registration with the registration authority. According to the Regulations on the Administration of Company Registration, the company's application for registration is divided into three types: establishment registration, change registration and cancellation registration, and the registration procedures are also divided into three types accordingly:

1, apply for establishment registration.

The establishment of a company shall apply for pre-approval of its name.

(1) Registration of establishment of a limited liability company. To establish a limited liability company, a representative designated by all shareholders or an agent entrusted by all shareholders shall apply to the company registration authority for registration of establishment. To establish a wholly state-owned company, the institution or department authorized by the state as the applicant shall apply for establishment registration. Where laws and administrative regulations stipulate that the establishment of a limited liability company must be approved, it shall apply to the company registration authority for establishment registration within 90 days from the date of approval; Where an application for registration of establishment is overdue, the applicant shall report to the examination and approval authority to confirm the validity of the original approval document or submit it for approval separately.

To apply for the establishment of a limited liability company, relevant documents and certificates shall be submitted to the company registration authority.

(2) Registration of the establishment of a joint stock limited company. To establish a joint stock limited company, the board of directors shall apply to the company registration authority for registration of establishment within 30 days after the founding meeting.

To apply for the establishment of a joint stock limited company, relevant documents and certificates shall be submitted to the company registration authority.

(3) Registration of the establishment of branches. Where a company establishes a branch, it shall apply to the company registration authority for registration within 30 days from the date of making the decision; If it is necessary to report to the relevant departments for examination and approval according to laws and administrative regulations, it shall apply to the enterprise registration authority for registration within 30 days from the date of approval. The business scope of the branch shall not exceed the business scope of the company. To establish a branch, relevant documents and certificates shall be submitted to the company registration authority: ① Application for Registration of the Establishment of a Branch signed by the legal representative of the company; ② A copy of the Articles of Association and the Business License of Enterprise as a Legal Person stamped by the company registration authority; (3) Certificate of use of the business premises; (4) Other documents required by the company registration authority. If there are items in the business scope that must be approved by laws and administrative regulations, the approval documents of the relevant state departments shall be submitted.

2, apply for change of registration procedures

Company change registration refers to the company's change of name, domicile, legal representative, business scope, enterprise type, registered capital and operating period, and the registration of shareholders of a limited liability company or promoters of a joint stock limited company. Where a company changes its registered items, it shall apply to the competent authority of the original company for registration of change. Without approval to change the registration, the company shall not change the registered items without authorization, otherwise it shall bear corresponding legal responsibilities.

3. Apply for cancellation of registration.

According to Article 36 of the Regulations on the Administration of Company Registration, the company's application for cancellation of registration shall be handled by the company liquidation organization, and it shall apply to the original company registration authority within 30 days from the date of liquidation ..... >>