我国企业弹性福利计划应用研究
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摘要
在全球金融危机的影响下,企业面临着更加严峻的竞争环境。保持核心竞争力成为企业第一要务。对于任何一个企业来说保持企业的核心竞争力,保证企业战略目标的实现,首先要做到的就是吸引和保留人才,充分调动员工工作积极性,而企业福利在强化企业与员工的感情纽带、吸引和留住优秀员工方面具有薪酬工资所不具备的独特功能。
现阶段,我国企业面临的一个棘手问题就是传统的企业福利具有单一性、缺乏灵活性,不具备激励性,无法满足员工的多样化需求,导致员工对企业福利的感知度不高,甚至不满意。种种现象表明,我国企业福利体系急需改革,寻求新的福利体系成为企业关注的焦点。弹性福利计划由于其灵活性满足了员工多样化的需求,作为一种新型的更加人性化的福利制度,成为企业的最佳选择。因此对弹性福利计划研究有非常重要的现实意义。
企业弹性福利计划的研究有着广泛的理论基础,需要层次理论、双因素理论、期望理论和公平理论,都为本论文的研究提供了充分的理论依据。探讨企业福利的设计不仅需要考虑福利体系本身,而且也要综合考察企业的外部环境和内部环境等影响因素,才能够确保本企业福利更加科学合理。
本论文通过定性与定量相结合的方法,分析了我国企业福利的现状,研究了我国企业福利的影响因素及其发展的主要因素。通过引入弹性福利计划的相关理论和有关机构调查统计数据,探讨了将弹性福利计划引入我国企业福利建设中来的必要性和可行性,以及可能存在的问题,在揭示目前我国企业福利的发展存在的主要问题的同时,提出我国企业构建和实施弹性福利计划的可行性建议。
In the global financial crisis, enterprises are facing ever more severe competitive environment. To maintain the core competitiveness has become the most important task. For any business , attracting、retaining talent, and fully mobilizing the enthusiasm of employees play the core role and to ensure the realization of corporate strategic goals. The enterprise welfare has unique role in strengthening the emotional ties between enterprise and its employees ,but the wages do not have.
At present, the traditional enterprise welfare of China's enterprises has an intractable problem. Its unity, lack of flexibility and incentive prevent it from meeting the diverse needs of employees, lower the staff perception of enterprise welfare or even increase dissatisfaction. These phenomena show that the welfare system needs reform and enterprises begin to focus their attention on seeking new social welfare system. Flexible benefits,a new more humane welfare system become the best choices for enterprises because of its flexibility.
Flexible benefits of enterprises has a very broad-based theoretical foundation. This paper provides a theoretical basis of some empirical studies through the hierarchy of needs theory, two-factor theory, reviewing , summarizing and integrating with expectancy theory and equity theory progress.To explore the design of enterprise benefits not only need to consider the welfare system itself, but also comprehensive survey of enterprises in the external environment and internal environment, the level of development in various fields such as corporate welfare development in the promotion of the existence or the constraints which can ensure the business flexibility and benefits a more rapid and development.
In this paper, we study the factors affecting the welfare of Chinese enterprises and their development the status Chinese enterprises through a combination of qualitative and quantitative methods of analysis of the welfare . By introduing flexible benefits related to the theory and relevant agencies survey data,we discussed the necessity and feasibility as well as possible problems in the welfare system construction of China's enterprises .In revealing the main problem of the development of the current existence of the welfare of China's enterprises, the author provides a proposal on how to build a complete set of enterprise benefits .
现阶段,我国企业面临的一个棘手问题就是传统的企业福利具有单一性、缺乏灵活性,不具备激励性,无法满足员工的多样化需求,导致员工对企业福利的感知度不高,甚至不满意。种种现象表明,我国企业福利体系急需改革,寻求新的福利体系成为企业关注的焦点。弹性福利计划由于其灵活性满足了员工多样化的需求,作为一种新型的更加人性化的福利制度,成为企业的最佳选择。因此对弹性福利计划研究有非常重要的现实意义。
企业弹性福利计划的研究有着广泛的理论基础,需要层次理论、双因素理论、期望理论和公平理论,都为本论文的研究提供了充分的理论依据。探讨企业福利的设计不仅需要考虑福利体系本身,而且也要综合考察企业的外部环境和内部环境等影响因素,才能够确保本企业福利更加科学合理。
本论文通过定性与定量相结合的方法,分析了我国企业福利的现状,研究了我国企业福利的影响因素及其发展的主要因素。通过引入弹性福利计划的相关理论和有关机构调查统计数据,探讨了将弹性福利计划引入我国企业福利建设中来的必要性和可行性,以及可能存在的问题,在揭示目前我国企业福利的发展存在的主要问题的同时,提出我国企业构建和实施弹性福利计划的可行性建议。
In the global financial crisis, enterprises are facing ever more severe competitive environment. To maintain the core competitiveness has become the most important task. For any business , attracting、retaining talent, and fully mobilizing the enthusiasm of employees play the core role and to ensure the realization of corporate strategic goals. The enterprise welfare has unique role in strengthening the emotional ties between enterprise and its employees ,but the wages do not have.
At present, the traditional enterprise welfare of China's enterprises has an intractable problem. Its unity, lack of flexibility and incentive prevent it from meeting the diverse needs of employees, lower the staff perception of enterprise welfare or even increase dissatisfaction. These phenomena show that the welfare system needs reform and enterprises begin to focus their attention on seeking new social welfare system. Flexible benefits,a new more humane welfare system become the best choices for enterprises because of its flexibility.
Flexible benefits of enterprises has a very broad-based theoretical foundation. This paper provides a theoretical basis of some empirical studies through the hierarchy of needs theory, two-factor theory, reviewing , summarizing and integrating with expectancy theory and equity theory progress.To explore the design of enterprise benefits not only need to consider the welfare system itself, but also comprehensive survey of enterprises in the external environment and internal environment, the level of development in various fields such as corporate welfare development in the promotion of the existence or the constraints which can ensure the business flexibility and benefits a more rapid and development.
In this paper, we study the factors affecting the welfare of Chinese enterprises and their development the status Chinese enterprises through a combination of qualitative and quantitative methods of analysis of the welfare . By introduing flexible benefits related to the theory and relevant agencies survey data,we discussed the necessity and feasibility as well as possible problems in the welfare system construction of China's enterprises .In revealing the main problem of the development of the current existence of the welfare of China's enterprises, the author provides a proposal on how to build a complete set of enterprise benefits .
引文
[1]Baker,A.Flex your Benefits.Personnel Journal,1988,Vol.67(5):54-61
[2]翰威特.弹性补贴基础,1998
[3]Byads,L.L.,& Rue,L.W.,Human Resource Management,Richard D.Irwin,Inc.1994
[4]约翰M.伊万切维奇.人力资源管理.北京:机械工业出版社,2004
[5]Beverly Beuermann.Offering managed care in flex plans.Best's Review.Life-Health Insurance Edition.1993(2):36
[6]段昆.美国企业雇员福利计划评介.经济管理,2003(1)
[7]张璐.弹性福利方案.企业研究,2002(16):26-28
[8]仇雨临.员工福利与退休计划.清华大学出版社,2009
[9]赵曙明.人力资源管理研究.北京:中国人民大学出版社,2001
[10]支晓强,蒋顺才.企业激励制度.北京:中国人民大学出版社,2004
[11]宿春礼.中小企业人力资源国际化管理模式.北京:光明日报出版社,2005
[12]成思危,马建新。人力资源管理与开发.北京:石油工业出版社,2004.
[13]2005年中国企业员工保险福利现状调查报告[R].中人网.2005.
[14]Rosenbloom,J.S.& Hallman,G.V.,Employee Benefit Planning,Englewood Cliffs,N.J.1991:Prentice-Hall.
[15]DeCenzo,D.A.& Holoviak S.J.,Employee benefits,Prentice-Hall,Inc.1990
[16]Byads,L.L,& Rue,L.W.Human Resource Management(Richard D.Irwin,Inc,1991)
[17]Duggan,P.,(1992),"A New Age for Flexible Benefits",Risk Management,Vol.39(3),95-99
[18]Barber,A.,Dunham,R.& Formisano,R..The impact of flexible benefits on employee satisfaction:A field study.Personnel Psychology,1992(45):55-75
[19]Becker,B.,Huselid,M.,Pickus,P.& Spratt,M..HR as a source of shareholder value:Research and recommendations.Human Resource Management,1997(36):39-47
[20]Koys,D.The effects of employee satisfaction,organizational citizenship behavior,and turnover on organizational effectiveness:A unit-level,longitudinal study.Personnel Psychology,2001,54,1,101-114
[21]毛晓梅.保险业瞄准“企业员工福利”市场.政策瞭望.2003(10)
[22]欧明臣.自助餐式的员工福利——弹性福利制.中国人力资源开发.2003(7)
[23]Jon J.Meyer,The future of flexible benefit plans,Employee Benefit Journal,2000Vol.25:3-7.
[24]Tremblay,M.,Sire,B.& Pelchat,A.A study of the determinants and of the impact of flexibility on employee benefit satisfaction,Human Relations,1998Vol.51(5):.667-687
[25]Williams,Margaret L,Stanaley B Malos,ets.Benefit system and benefit level satisfaction:an expanded model of antecedents and consequences.Journal of Management,2002.
[26]George F.Dreher,Benefit Coverage And Employee Cost[J],personnel Psychology,1998(4).
[27]David Thurlow,Abeginner,Sguide to Flexible Benefits[J],Atkinson Bolton Consulting Ltd.2003.
[28]Winer N.Determinants and behavioral consequences of pay satisfaction:A comparison of two models,Personnel Psychology,1980Vol.33:741-757
[29]Arthur,J.Effects of human resource systems on manufacturing performance and turnover.Academy of Management Journal,1994,3:670-687
[30]Becker,B.,Huselid,M.,Pickus,P.& Spratt,M.HR as a source of shareholder value:Research and recommendations.Human Resource Management,1997(1):39-47
[31]蒋燕.对自助式福利计划的剖析.商场现代化.2006(9)
[32]梁晓梅.企业福利制度弹性化趋向.中国人才.1996(8)
[33]林奕专.知识型员工自助式薪酬构成要素偏好研究.2003
[34]孙蓓.浅谈如何构建竞争性薪酬体系——论弹性福利制.时代金融.2006(12)
[35]赵继红.加晋公司内部激励机制的建立与完善.2002
[36]Boselie,P.& Paauwe,J.Human resource management en prestatieverbetering:Een overzicht van 10 jaar onderzoek.Tijdschrift voor HRM,2004,2:9-30
[37]Rabin,B.R."Benefits Communication:Its impact on employee benefits satisfaction under flexible programs",Benefits Quarterly,1994Vol.10(4):67-83
[38]Jon J.Meyer.The future of flexible benefit plans.Employee Benefit Journal,2000,Vol.25:3-7.
[39]Den Hartog,D.& Verburg,R.High performance work systems,organisational culture and firm effectiveness.Human Resource Management Journal,2004 14,1:55-78.
[40]王伟玲.弹性福利:强化企业向心力.人才资源开发.2005(8)
[41]庄琦.如何以弹性福利改进福利结构.青年记者.2009(3)
[42]王焱.浅议弹性福利计划实施中的问题及对策.新疆金融.2009(8)
[43]周爱丽.如何设计自助餐式福利计划.中国劳动.2005(7)
[2]翰威特.弹性补贴基础,1998
[3]Byads,L.L.,& Rue,L.W.,Human Resource Management,Richard D.Irwin,Inc.1994
[4]约翰M.伊万切维奇.人力资源管理.北京:机械工业出版社,2004
[5]Beverly Beuermann.Offering managed care in flex plans.Best's Review.Life-Health Insurance Edition.1993(2):36
[6]段昆.美国企业雇员福利计划评介.经济管理,2003(1)
[7]张璐.弹性福利方案.企业研究,2002(16):26-28
[8]仇雨临.员工福利与退休计划.清华大学出版社,2009
[9]赵曙明.人力资源管理研究.北京:中国人民大学出版社,2001
[10]支晓强,蒋顺才.企业激励制度.北京:中国人民大学出版社,2004
[11]宿春礼.中小企业人力资源国际化管理模式.北京:光明日报出版社,2005
[12]成思危,马建新。人力资源管理与开发.北京:石油工业出版社,2004.
[13]2005年中国企业员工保险福利现状调查报告[R].中人网.2005.
[14]Rosenbloom,J.S.& Hallman,G.V.,Employee Benefit Planning,Englewood Cliffs,N.J.1991:Prentice-Hall.
[15]DeCenzo,D.A.& Holoviak S.J.,Employee benefits,Prentice-Hall,Inc.1990
[16]Byads,L.L,& Rue,L.W.Human Resource Management(Richard D.Irwin,Inc,1991)
[17]Duggan,P.,(1992),"A New Age for Flexible Benefits",Risk Management,Vol.39(3),95-99
[18]Barber,A.,Dunham,R.& Formisano,R..The impact of flexible benefits on employee satisfaction:A field study.Personnel Psychology,1992(45):55-75
[19]Becker,B.,Huselid,M.,Pickus,P.& Spratt,M..HR as a source of shareholder value:Research and recommendations.Human Resource Management,1997(36):39-47
[20]Koys,D.The effects of employee satisfaction,organizational citizenship behavior,and turnover on organizational effectiveness:A unit-level,longitudinal study.Personnel Psychology,2001,54,1,101-114
[21]毛晓梅.保险业瞄准“企业员工福利”市场.政策瞭望.2003(10)
[22]欧明臣.自助餐式的员工福利——弹性福利制.中国人力资源开发.2003(7)
[23]Jon J.Meyer,The future of flexible benefit plans,Employee Benefit Journal,2000Vol.25:3-7.
[24]Tremblay,M.,Sire,B.& Pelchat,A.A study of the determinants and of the impact of flexibility on employee benefit satisfaction,Human Relations,1998Vol.51(5):.667-687
[25]Williams,Margaret L,Stanaley B Malos,ets.Benefit system and benefit level satisfaction:an expanded model of antecedents and consequences.Journal of Management,2002.
[26]George F.Dreher,Benefit Coverage And Employee Cost[J],personnel Psychology,1998(4).
[27]David Thurlow,Abeginner,Sguide to Flexible Benefits[J],Atkinson Bolton Consulting Ltd.2003.
[28]Winer N.Determinants and behavioral consequences of pay satisfaction:A comparison of two models,Personnel Psychology,1980Vol.33:741-757
[29]Arthur,J.Effects of human resource systems on manufacturing performance and turnover.Academy of Management Journal,1994,3:670-687
[30]Becker,B.,Huselid,M.,Pickus,P.& Spratt,M.HR as a source of shareholder value:Research and recommendations.Human Resource Management,1997(1):39-47
[31]蒋燕.对自助式福利计划的剖析.商场现代化.2006(9)
[32]梁晓梅.企业福利制度弹性化趋向.中国人才.1996(8)
[33]林奕专.知识型员工自助式薪酬构成要素偏好研究.2003
[34]孙蓓.浅谈如何构建竞争性薪酬体系——论弹性福利制.时代金融.2006(12)
[35]赵继红.加晋公司内部激励机制的建立与完善.2002
[36]Boselie,P.& Paauwe,J.Human resource management en prestatieverbetering:Een overzicht van 10 jaar onderzoek.Tijdschrift voor HRM,2004,2:9-30
[37]Rabin,B.R."Benefits Communication:Its impact on employee benefits satisfaction under flexible programs",Benefits Quarterly,1994Vol.10(4):67-83
[38]Jon J.Meyer.The future of flexible benefit plans.Employee Benefit Journal,2000,Vol.25:3-7.
[39]Den Hartog,D.& Verburg,R.High performance work systems,organisational culture and firm effectiveness.Human Resource Management Journal,2004 14,1:55-78.
[40]王伟玲.弹性福利:强化企业向心力.人才资源开发.2005(8)
[41]庄琦.如何以弹性福利改进福利结构.青年记者.2009(3)
[42]王焱.浅议弹性福利计划实施中的问题及对策.新疆金融.2009(8)
[43]周爱丽.如何设计自助餐式福利计划.中国劳动.2005(7)