How To Make Good Use Of Welfare As A "Double-Edged Sword"

　 1. welfare What is it?

Employee welfare refers to the supplementary currency which is paid by the enterprise for the purpose of improving the living standards of employees and their families, enhancing employees' loyalty to the enterprise and stimulating their enthusiasm for work besides relatively stable monetary wages. Material object Or service allocation. It usually includes the following types:

basic subsidy Dietary subsidies, housing subsidies, working age subsidies, transportation subsidies, communication fees subsidies, holiday condolences, single child fees, travel subsidies, basic outpatient free medical care, etc.

Holidays: statutory holidays, public holidays, Spring Festival holidays, marriage leave, maternity leave, lactation leave, funeral leave, sick leave, work-related injury leave, family leave, annual leave, etc.

Sociology guarantee Social insurance (endowment insurance, medical insurance, work-related injury insurance, unemployment insurance), commercial insurance, housing provident fund, retirement subsidy, enterprise annuity, etc.

Labor protection: work clothes, free medical examination, high temperature allowance, heating cost and so on.

Special subsidies for workers: service age allowance, big fake subsidy and full attendance award.

Key personnel subsidies: housing subsidies, service age subsidies, car subsidies.

Middle and upper level management subsidies: interest free loans for home purchase, interest free loans for car purchases, subsidies for vehicle costs, public health care, etc.

Expatriate permanent staff allowance: home cost, follow up fee and so on.

Special circumstances: industrial injury allowance, major accident injury or disease allowance, death allowance during the working period, family hardship allowance and so on.

Rewards: legal tax savings, equity, options, profit sharing, training and so on.

Other benefits: water and electricity subsidy, child care plan, geriatric nursing plan, health service plan, counseling service (psychological assistance program for workers, financial consultation, marriage counseling, psychological consultation, etc.), children scholarships, book cards, tours, etc. {page_break}

　　 2, is welfare a health factor or is it a health factor? Excitation Factor?

According to the two factor theory, there are two factors that affect employee's work attitude: one is the factor that makes employees feel satisfied with their work, it is called incentive factor; the other is the factor that makes employees dissatisfied with their work, which is called health care factor. Motivational factors include satisfaction and dissatisfaction. Health care factors include only dissatisfaction and no dissatisfaction.

The author's observation shows that employees' dissatisfaction with welfare is often manifested in the following four kinds of welfare items:

Basic subsidies. Catering subsidies, transportation subsidies, communication subsidies and other projects, the grass-roots employees generally pay more attention, if the peer enterprises generally provide and enterprises do not provide, it is also easy to cause employees dissatisfaction.

Holidays. Public holidays and statutory holidays are difficult for many domestic enterprises. Manufacturing enterprises, such as overtime work, holidays and overtime work, are relatively common in the peak season. Although employees can accept the reality, they are mostly dissatisfied.

Social security. In this type of welfare, at present, most enterprises can pay social insurance according to the state regulations, which is easier for employees to dissatisfied with the fact that the base paid by enterprises is generally relatively low. Lack of housing benefits can easily cause dissatisfaction among employees, especially young employees.

Labor protection. Work clothes and safety protection equipment are still highly valued by employees with working environment problems. If the enterprise does not pay enough attention or attention to it, it will easily cause employees' panic.

In these four kinds of benefits, enterprises can achieve the health care function of welfare if they can compare with most of their counterparts. If it is "people have me without", it is easy to cause employees' dissatisfaction. The author's observation in recent years has found that many small and medium enterprises' welfare is mainly concentrated on these four kinds of benefits.

As domestic enterprises pay more and more attention to employee benefits, many large scale enterprises not only cover the above four welfare benefits, but also set up individualized incentives for different groups of enterprises. Five welfare items, such as workers' special subsidy, key personnel subsidy, middle and upper level management subsidy, expatriate permanent resident subsidy, special case subsidy, etc., can play an effective incentive role for specific groups in practice. Through these five kinds of benefits, enterprises not only achieve "people have I have", but also achieve "people have me superior". In particular, under the current economic situation, housing subsidies, car subsidies, interest free housing, interest free car purchases and other projects can enhance the purchasing power of employees in housing, automobile and other core consumption, and meet the needs of senior managers and key talents in enterprises.

Enterprises that perform well on employee benefits have done "people without me". Welfare programs such as legal tax saving, child care plan, elderly care plan, health service plan, consulting service and so on can reduce the burden on employees. Equity, options, profit sharing and so on can help improve employee's initiative and enthusiasm, and have strong incentive.

Therefore, from the perspective of welfare projects, compared with the majority of enterprises in the industry, if the "people have I have", the welfare of the enterprise will bring employees' dissatisfaction; if the "people have me", the welfare of the enterprise will not bring employees' dissatisfaction; on the basis of the above two levels, if we can achieve "people without me", it will bring the staff's high satisfaction and welfare will also have an incentive effect. {page_break}

　　 3, how to make good use of welfare as a "double-edged sword".

Welfare is a double-edged sword. Welfare expenditure often occupies a very small proportion in the remuneration of enterprises. In practice, if the health care function can not be achieved, the employees' dissatisfaction will naturally outweigh the gains. But if we can meet the needs of employees and exceed the expectations of employees, we will naturally be able to play an incentive role.

In practice, enterprises should generally consider the welfare planning and implementation of enterprises according to their own financial payment ability, development orientation, the status quo of the industry's salary and welfare, the supply and demand situation of the labor market, and the state's policies and regulations, including the implementation of location, welfare budget, welfare menu, welfare package, etc.

(1) implementation of positioning. Comparing the level of welfare expenditure with the level of the industry, it can be roughly divided into four categories. Leading type, expenditure level exceeds most enterprises in the industry; follow up type, expenditure level is close to the average level of the industry; lagging behind, the level of welfare expenditure is lower than that of most enterprises in the industry; the mixed type employs different welfare strategies for different positions.

(2) welfare budget. Compared with wages, welfare is indirect salary. The budget of welfare is limited by the salary budget of the whole enterprise, and the proportion of welfare in salary is always in a certain range.

(3) welfare menu. Employees are increasingly individualized in the provision of welfare projects for enterprises, which requires enterprises to provide a complete menu that covers all employees' reasonable welfare needs.

(4) welfare package. Different types of employees provide targeted welfare packages, which is welfare packages. Welfare packages need to focus on the needs of employees at different levels, so that they can be individualized.

The welfare of enterprises should first play the role of health care, which is necessary. Under the enterprise's cost permit, enterprises can promote the project of "people have my superiority" or "people without me", so as to realize the incentive function of welfare projects. The welfare of enterprises is not the more, the better, but to be able to personalize the needs of employees.

Besides, in the planning and practice of welfare, we should also focus on the following four points:

(1) humanization. Humanized management is the mainstream of management in today's times. Through humanized welfare projects, enterprises can enhance their sense of happiness and bring loyalty and gratitude to their employees. For example, holiday consolation money may not be expensive, but it can make employees feel the love of the company.

(2) value orientation. Usually, the core talents and senior managers of enterprises are the decisive force of enterprise value creation. They are often inclined objects of enterprise welfare projects. Many enterprises have set up the service age subsidy, hoping that employees can work together with the company for a long time. Value orientation is what kind of behavior the enterprise expects employees to have, and it encourages employees to develop the right behavior habits through positive incentives.

(3) personalization. Under the premise of limited budget, it is possible to cover the needs of different levels and different types of job staff, and firmly grasp the main needs of specific types of employees. For example, the basic needs of employees at the grass-roots level, such as food, housing and other basic needs, are the most important factors in their welfare. Enterprises can provide them with real benefits by providing food subsidies and accommodation subsidies.

(4) innovation. The welfare practice of enterprises needs innovation. Welfare projects such as flexible benefits, profit sharing and psychological assistance have been increasingly welcomed by employees in recent years. Enterprises need to maintain an open vision and listen to the aspirations of employees to solve the needs of employees through innovative welfare products. But this innovation is not to re invent a welfare, but to be bold and absorb the innovative welfare products externally, and better meet the needs of employees through combinatorial optimization, content optimization and target object optimization. {page_break}

　 4, how to embody distinct corporate culture in welfare?

Corporate culture is the deduction of enterprise management philosophy, and welfare as a part of salary distribution is serving the business practice of enterprises. The welfare of enterprises should be consistent with the corporate culture and reflect the value orientation of enterprises. Because the corporate culture often has the characteristics of the times, the welfare of enterprises should also reflect the trend of the times. In practice, in order to enable the welfare of the enterprise to embody the distinct corporate culture, we need to pay attention to the following five points:

First of all, we should examine the corporate culture in the formulation of the welfare system. This kind of examination is to assess whether the welfare measures are consistent with the business philosophy, enterprise spirit and core values of the enterprise. Corporate welfare measures are designed to motivate employees who are consistent with their corporate culture. When the welfare system is deliberated, it is best to have employees who are responsible for the corporate culture function to ensure that the orientation of welfare measures is consistent with the company's corporate culture.

Secondly, enterprises should focus on retaining those welfare measures with their own characteristics. A company's welfare measures are more interesting. They have a Carnival Party at the end of the year. All employees and their families in the enterprise are invited to participate. This activity is the biggest activity of the company every year. Through activities, the family members of the employees get their sense of belonging when they are revelling. A welfare measure of another company is also more interesting. When Yangcheng Lake hairy crabs are listed on the market every year, the owners of the company will take a group of Yangcheng Lake hairy crabs to make hairy crab feast from the origin, and the employees and their families in the company can participate in it.

Third, do not neglect vulnerable groups in enterprises. The grass-roots employees of the enterprises are not only low paid, but also have relatively low welfare. They are the most easily dissatisfied groups. Enterprises can set up targeted service projects for these vulnerable groups to achieve "people have me, people do not have me", "spend small money, do great things".

Fourth, we should pay attention to the propaganda of welfare system and measures. Many employees do not understand the purpose of providing benefits for enterprises, and many companies provide good benefits for employees but do not pay much attention to publicity. The welfare of enterprises is a manifestation of corporate social responsibility and a good deed, which is conducive to the gratitude of employees through publicity.

Fifth, the quality of welfare projects is more important than quantity. Most enterprises can not provide high welfare for employees, and the welfare budget of enterprises is often limited. Against this background, enterprises should avoid all aspects and pay too much attention to the number of welfare projects. Enterprises offer more cost-effective programs and are more likely to get employees' approval.

Conclusion: the welfare of the enterprise belongs to the indirect remuneration of employees. If used properly, it can achieve very good incentive effect. If the implementation is not good, it is easy to bring employee's dissatisfaction. In practice, enterprises should comprehensively consider the welfare planning and implementation of enterprises according to their own financial payment ability, development orientation, the status quo of the industry's salary and welfare, the supply and demand situation of the labor market, the state's policies and regulations, and lay stress on creating a distinct corporate culture to embody the characteristics of the enterprise.