MPGZ公司彈性福利優(yōu)化設計
發(fā)布時間：2019-01-03 08:23
【摘要】：近年來,伴隨著我國經(jīng)濟增速放緩,企業(yè)的人工成本不斷上漲,我國勞動力市場呈現(xiàn)前所未有的挑戰(zhàn),人口紅利已經(jīng)消逝,勞動年齡人口數(shù)量不斷下降,勞動力結構也不盡人意,企業(yè)面臨招聘困難與勞動力成本增長的雙重壓力。 在此經(jīng)濟背景之下,為了獲得競爭優(yōu)勢,企業(yè)需要更好地吸引與保留人才。彈性福利是一種人力資源管理的創(chuàng)新,在國外越來越多的企業(yè)采用了彈性福利制度。在實施彈性福利制度時,員工將有權選擇自己享有的福利項目,通過增加這種選擇權以及福利管理中的不斷溝通,可以提升員工滿意度,同時比較有效地控制人工成本上漲,達到企業(yè)與員工需求的平衡。 筆者較為詳細地梳理了彈性福利的理論基礎及國內(nèi)外彈性福利研究現(xiàn)狀,特別是汲取了近年來國外該領域的研究成果中的精華。本文以MPGZ公司為案例,參考國際知名人力資源咨詢公司發(fā)布的2014年企業(yè)員工福利狀況調(diào)研報告及2013年企業(yè)員工敬業(yè)度調(diào)研報告,對比公司所處行業(yè)、地域內(nèi)競爭企業(yè)的福利現(xiàn)狀,在找出公司福利管理中存在的主要問題之后,針對現(xiàn)有員工展開彈性福利需求調(diào)查,并根據(jù)調(diào)查結果,緊扣公司戰(zhàn)略要求與人力資源戰(zhàn)略定位,有針對性地設計了公司的彈性福利優(yōu)化方案。特別是在彈性福利溝通方面,設計出與企業(yè)文化、管理理念相一致的彈性福利溝通機制,同時該機制與現(xiàn)有公司管理機制融為一體,為彈性福利順利實施提供保障。本文嘗試使用部分彈性福利項目外包的設計,一方面發(fā)揮規(guī)模效應,降低企業(yè)成本,另一方面,利用成熟人力資源咨詢公司的現(xiàn)有彈性福利選擇平臺,減輕企業(yè)新開發(fā)平臺的工作壓力。 本文創(chuàng)新之處在于文章內(nèi)容緊跟國際知名人力資源咨詢公司提供的企業(yè)福利市場行情與發(fā)展趨勢,緊扣解決MPGZ公司存在的實際問題,設計了與MPGZ公司企業(yè)文化、管理制度緊密結合的彈性福利優(yōu)化方案。希望本文拋磚引玉,引起對于彈性福利本土化更深層次的探討。
[Abstract]:In recent years, with the slowdown of economic growth in China and the rising labor costs of enterprises, China's labor market presents unprecedented challenges, the demographic dividend has disappeared, and the number of working-age population has been declining. The structure of labor force is also unsatisfactory, and enterprises face the double pressure of recruitment difficulties and labor cost growth. Under this economic background, in order to gain competitive advantage, enterprises need to attract and retain talents better. Flexible welfare is an innovation of human resource management. More and more enterprises abroad adopt flexible welfare system. In implementing the flexible welfare system, employees will have the right to choose the benefits they enjoy. By increasing this option and continuous communication in welfare management, employees' satisfaction can be improved, and the increase in labor costs can be controlled more effectively. To achieve the balance between the needs of the enterprise and the staff. The author makes a detailed analysis of the theoretical basis of elastic welfare and the present situation of elastic welfare research at home and abroad, especially draws on the essence of foreign research results in this field in recent years. This paper takes MPGZ Company as a case, referring to the survey report on employee welfare in 2014 issued by international famous human resources consulting company and employee engagement survey report in 2013, and compares the industry in which the company is located. After finding out the main problems existing in the welfare management of the competitive enterprises in the region, the flexible welfare needs of the existing employees are investigated, and according to the survey results, the strategic requirements of the company and the strategic positioning of human resources are closely followed. The flexible welfare optimization scheme of the company is designed. Especially in the aspect of flexible welfare communication, the flexible welfare communication mechanism which is consistent with corporate culture and management concept is designed. At the same time, the mechanism is integrated with the existing company management mechanism, which provides the guarantee for the smooth implementation of flexible welfare. This paper tries to use part of the flexible welfare project outsourcing design, on the one hand, exerting the scale effect, reducing the enterprise cost, on the other hand, using the existing flexible welfare choice platform of the mature human resources consulting company. Reduce the work pressure of the new development platform. The innovation of this paper lies in the fact that the content of the article closely follows the market situation and development trend of enterprise welfare provided by international famous human resources consulting companies, and closely solves the practical problems existing in MPGZ Company, and designs the corporate culture with MPGZ Company. Flexible welfare optimization scheme with close combination of management system. It is hoped that this paper will lead to a deeper discussion on the localization of elastic welfare.
【學位授予單位】：廣東工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F416.72
本文編號：2399120
[Abstract]:In recent years, with the slowdown of economic growth in China and the rising labor costs of enterprises, China's labor market presents unprecedented challenges, the demographic dividend has disappeared, and the number of working-age population has been declining. The structure of labor force is also unsatisfactory, and enterprises face the double pressure of recruitment difficulties and labor cost growth. Under this economic background, in order to gain competitive advantage, enterprises need to attract and retain talents better. Flexible welfare is an innovation of human resource management. More and more enterprises abroad adopt flexible welfare system. In implementing the flexible welfare system, employees will have the right to choose the benefits they enjoy. By increasing this option and continuous communication in welfare management, employees' satisfaction can be improved, and the increase in labor costs can be controlled more effectively. To achieve the balance between the needs of the enterprise and the staff. The author makes a detailed analysis of the theoretical basis of elastic welfare and the present situation of elastic welfare research at home and abroad, especially draws on the essence of foreign research results in this field in recent years. This paper takes MPGZ Company as a case, referring to the survey report on employee welfare in 2014 issued by international famous human resources consulting company and employee engagement survey report in 2013, and compares the industry in which the company is located. After finding out the main problems existing in the welfare management of the competitive enterprises in the region, the flexible welfare needs of the existing employees are investigated, and according to the survey results, the strategic requirements of the company and the strategic positioning of human resources are closely followed. The flexible welfare optimization scheme of the company is designed. Especially in the aspect of flexible welfare communication, the flexible welfare communication mechanism which is consistent with corporate culture and management concept is designed. At the same time, the mechanism is integrated with the existing company management mechanism, which provides the guarantee for the smooth implementation of flexible welfare. This paper tries to use part of the flexible welfare project outsourcing design, on the one hand, exerting the scale effect, reducing the enterprise cost, on the other hand, using the existing flexible welfare choice platform of the mature human resources consulting company. Reduce the work pressure of the new development platform. The innovation of this paper lies in the fact that the content of the article closely follows the market situation and development trend of enterprise welfare provided by international famous human resources consulting companies, and closely solves the practical problems existing in MPGZ Company, and designs the corporate culture with MPGZ Company. Flexible welfare optimization scheme with close combination of management system. It is hoped that this paper will lead to a deeper discussion on the localization of elastic welfare.
【學位授予單位】：廣東工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F416.72
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1 王旭紅;MPGZ公司彈性福利優(yōu)化設計[D];廣東工業(yè)大學;2014年
，本文編號：2399120
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