摘要
随着法定福利体系在法律上的逐渐完善,企业对员工福利也更加重视,企业
内部的福利体系逐渐完善。再加上市场竞争更加激烈,企业的竞争成为人才的
&39;
竞
争,企业在吸引优秀人才方面,福利体系也成为企业提高自身优势的突破点,福
利费用也逐渐呈现増长趋势。而当今人才个性化更加明显,普惠性的福利体系无
法发挥激励作用,难以满足员工的多样化需求,自助式福利体系随之而产生。
本文以XX公司作为研宄对象,以自助式福利体系作为研宄内容,采用文献
研宄法、案例研究法、问卷调查法、实地调查法等研宄方法,将论文分为五个部
分展开研宄。XX公司目前的福利内容主要包括法定福利、企业福利两大类,通过
对公司所有员工进行问卷调查,发现大部分员工都认为公司目前的福利无法满足
自己的需求,不能保障自己的工作与生活,感受不到企业对员工的关怀,认为公
司福利不具有较高的价值;在福利费用方面,大部分员工不太确定福利费用在薪
酬中所占比例是否合理,努力与福利是否相当,认为公司福利费用水平缺乏差异
性;福利信息满意度方面,主要问题表现在缺乏福利反馈渠道,以及不太确定公
司的福利是否完全透明;福利类别方面,XX公司福利项目缺乏个性化,员工自主
选择性较低、满意度较低。总体来看,公司福利项目比较传统、固化,员工满意
度较低,无法发挥福利的激励作用。而员工对于福利项目的需求则是多种多样的,
比较希望公司能够采取自助式福利项目,也会视情况为自助式福利体系中超出福
利标准的部分承担费用。基于权变理论,XX公司引入自助式福利体系是非常有必
要的;而且公司在资金、技术、员工认可度方面,实行自助式福利体系也具有可
行性。由于XX公司是刚开始实行自助式福利,因此应当选择操作简单、成本较
低的混合匹配型自助式福利。首先要确定福利点数、自助式福利菜单选项,同时
还应当在自助式福利体系中设置明确的约束机制以及严格的成本控制。实施方案
时,应当先从全员培训开始,通过过渡实施、修正完善,最后才开始正式实施,
同时为了方案实施的保障措施,还要提供姐织保障、制度保障、技术保障、资金
保障。
自助式福利已经成为未来福利方式的趋势,研究XX公司自助式福利方案的
设计,对于增加企业核心竞争力具有重要意义。该选题有助于丰富人力资源管理、
薪酬管理、企业管理等学科的理论,还能够为XX公司及其他企业的自助式福利
设计提供理论指导,具有一定的理论价值。同时,该研宄是基于调查及理论的基
I 础上展开的,所设计出的自助式福利方案具有一定的科学性,能够达到降低员工
流失率、吸引优秀人才、提高员工满意度的效果,最终将会提升XX公司在市场
上的核心竞争力,具有重要的现实价值。
关键词:自助式福利,福利体系满意度,福利需求,XX公司
II Abstract
With the gradual improvement of the statutory welfare system, the enterprises pay
more attention to the welfare of employees. The welfare system in the enterprise
gradually improved. In addition, the market competition becomes fiercer. The enterprise
competition has become the competition of talents. The welfare system has become the
breakthrough point for enterprises to improve their own advantage sin attracting talent.
The welfare expense has been gradually increasing. Today, the individual talent is more
obvious. Inclusive welfare system cannot play the role of incentives. It is difficult to
meet the diverse needs of employees. Flexible-benefits system is created.
This paper takes the XX Company as the research object, takes the
flexible-benefits system as the research content, and uses the literature research method,
the case study method, the questionnaire survey method, the field survey method and
other research methods. The paper is divided into five parts. At present the welfare of
the XX Company includes statutory welfare and corporate welfare. Adopting the
questionnaire survey of the employees in the company, it finds that many staffs think
the current welfare system cannot meet their needs, cannot guarantee their work and life,
cannot feel the care from the company, and think the company9 welfare cannot have a
higher value. In the welfare expenses, many staffs cannot sure whether the proportion of
welfare in the payment is reasonable, whether the hard work and welfare is suitable, and
they think the welfare expenses lack diversity. In the welfare information, the main
problems is lacking the feedback of welfare,and not sure whether the company’s
welfare completely transparent. In the welfare category, the welfare programs of the XX
Company lack personality, low employee autonomy and low satisfaction. In general, the
welfare projects of the XX Company are more traditional, solidified, lower employee
satisfaction, and cannot play the role of incentives. The demand of welfare programs for
employees is varied. The employees except the company can adopt the flexible-benefits
program, and are willing to pay the expenses for the flexible-benefits system beyond
welfare standards depending on the situation. Based on the contingency theory, it is
necessary to introduce the flexible-benefits system for the XX Company. It is also
feasible to implement the flexible-benefits system in the capital, technology, and the
III employee recognition. Because XX Company is beginning to implement the
flexible-benefits system, it should choose the hybrid matching flexible-benefits system
with simple operation and low cost. First of all, it should determine the welfare points,
and the menu options of the flexible-benefits system. At the same time, it should set up
a clear restraint mechanism and restrict cost control. It should start from training all
workers, then the transitional implementation, amendment and improvement, finally
begin the formal implementation. In order to guarantee the implementation of the
program, it should provide the security of organization, system, technology, and capital.
Flexible-benefits have become the trend of the future welfare. The research on the
design of flexible-benefits plan of XX Company&39;s is of great significance to increase the
core competitiveness of enterprises. This topic is helpful to enrich the theory of human
resource management, salary management, enterprise management, but also can provide
theoretical guidance for XX Company and other enterprises flexible-benefits. It has a
certain theoretical value. At the same time, the study is based on investigation and
theory, so the flexible-benefits plan has a scientific. It can reduce employee turnover
rate, attract talent, improve employee satisfaction, and finally will enhance XX
Company&39;s core competitiveness in the market. It has important practical value.
Key words: flexible-benefits, satisfaction of welfare system, the demand of
welfare, XX Company
IV 目录
m m i
Abstract Ill
第1章绪论 1
1.1研宄背景及意义
1
1丄1研宄背景
1
1.1.2研宄意义
2
1.2研宄综述
2
1.2.1国外研宄综述
3
1.2.2国内研宄综述
4
1.3研究内容与创新之处
5
1.3.1 研宄 _
5
1.3.2创新之处
6
1.4研宄目的与方法
6
1.4.1 研宄 _
6
1.4.2研宄方法
6
1.5研究思路与技术路线
7
第2章概念阐释和理论基础
9
2.1自助式福利的内涵
9
2.1.1自助式福利的概念
9
2.1.2自助式福利的产生
9
2.1.3自助式福利的功能
10
2.2自助式福利的理论基础
11
2.2.1需求层次理论
11
2.2.2双因素理论
12
2.2.3期望理论
12
2.2.4公平理论
13
2.2.5权变管理理论
13
V 第3章XX公司福利现状分析
15
3.1 XX公司的基本情况简介
15
3.1.1公司简介
15
3.1.2人力资源现状
15
3.2 XX公司福利内容
17
3.2.1法定福利内容
:
17
3.2.2企业福利内容
18
3.3 XX公司员工福利体系满意度分析
18
3.3.1福利体系质量满意度
19
3.3.2福利费用的满意度
20
3.3.3福利f目息的满意度
21
3.3.4福利类别的满意度
23
3.4 XX公司员工福利需求分析
24
3.4.1 XX公司现有福利项目对员工福利需求满足状况
24
3A2员工所需要的其他福利项目
25
3.4.3自助式福利需求调查
26
3.5 XX公司员工福利存在的问题
27
3.5.1福利项目比较固化
27
3.5.2福利体系的满意度较低
28
3.5.3无法满足员工需求的多元化
29
第4章XX公司自助式福利体系设计方案
31
4.1必要性与可行性分析
31
4.1.1必要性分析
31
4.1.2可行性分析
31
4.2设计目标、原则及思路
32
4.2.1设计目标
32
4.2.2设计原则
32
4.2.3设计思路
33
4.3 XX公司自助式福利方案的内容
34
4.3.1福利点数的确定
34
4.3.2自助式福利菜单选项设计
36
4.3.3明确的约束机制
40
VI 4.3.4严格的成本控制
..43
4.4 XX公司自助式福利体系方案的实施
43
4.4.1全员培训
43
4.4.2过渡实施
44
4.4.3修正完善
44
4.4.4正式实施
44
4.5 XX公司自助式福利体系方案实施的保障措施
45
4.5.1组织保障
45
4.5.2制度保障
46
4.5.3技术保障
47
4.5.4资金保障
47
第5章XX公司自助式福利方案实施的预期效果及结论
49
5.1自助式福利方案实施的预期效果
49
5.1.1正面效果
49
5.1.2负面效果
50
5.2结论 51
参考文献
53
^ ^ 57
^ m 6i
攻读学位期间研究成果
63
VII 第1章绪论
_
第1章绪论
1.1研究背景及意义
1.1.1研究背景
一般来讲,企业设立福利的目的是为例能够吸引并留住优秀人才,激励员工
工作积极性。然而,目前的企业福利在大部分员工看来已经成了一件理所当然的
事,例如医疗保险、养老保险、带薪休假、班车等,而并不认为福利也是企业提
供给员工的生活保障或者激励。而且,对于大部分公司而言,福利只是企业经营
为了符合法律法规要求的一种成本,是为了规范企业运营并严格遵守国家规定而
设立的一项报酬内容。员工在享受福利的时候并不会认为企业是花费了大量的心
思来激励员工、留住员工、吸引员工,企业在设