How to pay social security for small and micro enterprises in Changsha

Insurance Bian Xiao helps you answer, and more questions can be answered online.

First, the concept of small and micro enterprises

Small and micro enterprises are the collective names of small enterprises, micro enterprises, family workshop enterprises and individual industrial and commercial households proposed by economist Professor Lang Xianping in 20 1 1. February, 2065438 1 day, the executive meeting of the State Council was devoted to the research and deployment to further support the healthy development of small and micro enterprises, and clearly pointed out that small and micro enterprises are the main channel to provide new jobs, the main platform for entrepreneurs' entrepreneurial growth and an important force for scientific and technological innovation. A large number of small and micro enterprises are the "capillaries" of the national economy and play an irreplaceable role in increasing employment, promoting economic growth and technological innovation.

Second, the concept of social insurance.

Talent resource is the first resource for enterprise development, and it is also the "lifeline" of many small and micro enterprises in China at this stage. The management of small and micro enterprises must pay more attention to talent management and make human resource management play an increasingly important role in enterprises. Human resource management indirectly affects the development of enterprises, among which social insurance management is an important part. Social insurance is the most important part of the social security system, which refers to a social and economic system in which the state provides income or compensation to workers who have difficulties in life due to birth, old age, illness, death, disability and unemployment, including endowment insurance, medical insurance, work injury insurance, unemployment insurance and maternity insurance. According to the laws of our country, all employees must participate in social insurance in principle. Social insurance requires enterprises and employees to share responsibility, and the contribution rate of enterprises accounts for 30% of the total wages of employees. This has a great influence on the human resource management of enterprises, especially small and micro enterprises.

Third, the impact of social insurance on human resource management of small and micro enterprises.

The operation of small and micro enterprises can not be separated from the macro environment. In the current situation of China's macroeconomic downturn, the survival and development of small and micro enterprises are also facing certain challenges. From 2065438 to May 2006, the Economic Daily-China Postal Savings Bank Small and Micro Enterprise Operation Index was 45.9, which was 0.3 point lower than last month, and the decrease was 0.2 point higher than last month, indicating that the market operation of small and micro enterprises is still not optimistic this month. The key to the breakthrough development of small and micro enterprises lies in innovation, and the key to innovation lies in talents. Compared with large and medium-sized enterprises, the biggest drawback of small and micro enterprises in human resource management and talent introduction is that the social security system is not perfect. Often an employee's social security payment and compensation for a small accident can bring a fatal blow to a small and micro enterprise. In order to make small and micro enterprises develop for a long time, stabilize the talent team, and let the talent team innovate with peace of mind and concentrate on development, the managers of small and micro enterprises can no longer follow the old management model, and must set up human resources management departments and formulate appropriate human resources management plans. Only when the human resource management department plays its due role can the human and material resources in the enterprise be fully allocated and utilized, the talents can be fully utilized, and the enterprise can maximize the benefits on the basis of controlling costs. Managers must base themselves on reality and face the future, standardize the human resources management of small and micro enterprises, and solve the "worries" of the talent team of small and micro enterprises.

(A) Analysis of the main resistance to the promotion of social insurance system in human resources management of small and micro enterprises

First, it increases the human resource management cost of small and micro enterprises. The implementation of social insurance is a highly professional job, which requires enterprises to be equipped with corresponding personnel to manage the social security registration, payment and declaration of employees, which not only increases the labor cost, but also increases the government burden outside the work of enterprises, and also increases the transportation expenses and material expenses. As far as the actual situation in China is concerned, the social security supporting system is imperfect, the handling points are scattered, the services are not in place, the procedures are complicated and lack of standardization, which increases the social security cost of small and micro enterprises. Second, small and micro enterprises lack standardization and fairness in human resource management. As a public policy, social insurance exists as a policy object in implementation, and it is in a dominant position relative to employees and human resource managers in the specific process. No matter the policy object or the procedure subject, there will be relevant laws, policies and company regulations to regulate their behavior. However, due to the welfare of social security policy and the consideration of cost saving by small and micro enterprise owners, there are many irregularities in the process of insurance payment for small and micro enterprises, such as false reporting and concealment. Third, small and micro enterprises have not formulated actual human resource management strategies. The full implementation of social insurance is of great significance to the development of enterprises in all walks of life in China, especially to small and micro enterprises. Private small and medium-sized enterprises have their own disadvantages, such as small development scale and advanced equipment, which cannot be bridged, and it is difficult to attract high-end technical talents, which has also become the main factor restricting the development of enterprises. The high-level talent team generally has long-term vision and rich theoretical knowledge, which makes enterprises have to consider one more factor while attracting high-end talents. After the reform of China's enterprise insurance system, there have been unified and clear provisions. Generally, the rate of paying social insurance is 30% of the total wages of employees. For large and medium-sized enterprises, this rate may not need to be considered, but it is a heavy burden for small and micro enterprises, which makes many small and micro enterprises unable to bear the excessive economic burden. Affected by the above factors, on the one hand, small and micro enterprises must attract high-end talents to promote their own development; On the other hand, due to economic pressure, attracting high-end talents faces many realistic economic problems.

(B) Incentive analysis of social insurance system in human resource management of small and micro enterprises

First, fundamentally stimulate the enthusiasm of the talent team. Any enterprise will formulate a series of incentive systems to stimulate the enthusiasm of employees. Second, incentives generally include material incentives and spiritual incentives. A perfect social insurance system can be said to be an important aspect of material incentives and the most basic measure to protect employees' interests. Social insurance system is an important content of human resource management and an important measure to stimulate employees' work enthusiasm. Second, standardized and perfect social insurance can improve the health factors of the talent team. Social insurance system is related to the interests of both small and micro enterprises and employees. From the perspective of employees themselves, a perfect social insurance system not only protects the interests of employees, but also ensures that employees have no worries about safety in production. Recognizing that the production benefits of enterprises are closely related to their own interests, we should increase the integration between employees and enterprises to fundamentally ensure production efficiency without the rigid rules and regulations of small and micro enterprises. Third, social insurance is conducive to reducing the burden on small and micro enterprises. Social insurance protects and regulates all aspects of enterprise employment, and disperses the expenses of work-related injuries and maternity borne by enterprises. Part of the benefits originally paid by enterprises will be paid by insurance funds, which will greatly reduce the human resource burden of small and micro enterprises and make the economic benefits of enterprises get greater and longer-term growth.