本文關(guān)鍵詞：中國EI銀行成都分行彈性福利制度分析　出處：《西南財經(jīng)大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 國有企業(yè) 彈性福利制度

【摘要】：隨著我國經(jīng)濟的發(fā)展,人民生活水平和物質(zhì)水平的提高,員工不再單純的追求薪資作為報酬,員工更重視除了薪資以外的福利。近年來,員工福利向著能夠明顯滿足員工動態(tài)化和個性化的需求這一趨勢發(fā)展。要看企業(yè)是否能吸引和留住人才,企業(yè)的福利制度是否完善成為企業(yè)是否有吸引力的關(guān)鍵因素之一。一直以來,我國大多數(shù)國企依然實施的是傳統(tǒng)的福利制度,但是隨著整個社會的日益進步和發(fā)展,員工已經(jīng)對這種福利制度開始抱怨。而且,隨著整個社會對員工福利的重視,企業(yè)的員工福利支出占整個員工報酬的比重越來越重。而且,員工福利的作用不再僅僅局限于提供給員工基本的生活保障,更多的作用體現(xiàn)在員工福利成為企業(yè)之間開展競爭的一個重要指標(biāo)。 在美國等西方發(fā)達國家,企業(yè)對福利的重視程度一直比較高。相比之下,我國的企業(yè)都是近年來才開始重視員工福利,所以導(dǎo)致員工福利在整個企業(yè)的各個體系中相對來說不夠完善。大多數(shù)企業(yè)仍采用傳統(tǒng)的、單一的福利制度,福利發(fā)放具有批量發(fā)放的特點,采取的單一化模式。這就造成了在企業(yè)員工中一種常見的現(xiàn)象：想要的福利沒看到,得到的福利卻是不需要的福利。通常企業(yè)會根據(jù)自身發(fā)展情況和經(jīng)濟實力,采取固定化的模式,為各層級員工提供不同類型的補貼和津貼等福利。雖然這種福利模式已經(jīng)廣泛使用了很多年,從企業(yè)的角度來說,企業(yè)認為員工應(yīng)該感到滿意。但從員工的個人需求的角度來說,員工已經(jīng)不滿足于這種傳統(tǒng)的福利模式,員工更多的把企業(yè)的這種福利當(dāng)做是固定薪酬的一部分。這樣一來,企業(yè)為此付出了相當(dāng)高的成本。但是,雖然企業(yè)對員工福利的投入很大,但員工卻沒有得到激勵,員工福利制度出現(xiàn)了越來越多的問題,這種傳統(tǒng)的福利模式顯然已經(jīng)很難調(diào)動員工的積極性。 為適應(yīng)企業(yè)日新月異的發(fā)展需要.企業(yè)急需改變目前的傳統(tǒng)福利制度.急需改革一種新的員工福利制度,彈性福利制度就是在這一要求下產(chǎn)生的。彈性福利制度能夠提供多樣化的福利項目,進而能夠發(fā)揮福利的激勵作用,使福利成本產(chǎn)生最大化的效用。所以,在國有企業(yè)引進具有顯著優(yōu)勢的彈性福利制度將是未來國有企業(yè)福利制度改革的創(chuàng)新點。本文將以中國EI銀行成都分行為國有企業(yè)的一個縮影,對國有企業(yè)實施彈性福利制度的背景和如何設(shè)計國有企業(yè)的彈性福利制度進行了分析。針對中國EI銀行成都分行在彈性福利制度運用方面的課題,結(jié)合筆者在中國EI銀行成都分行的工作經(jīng)驗,以及MPA學(xué)習(xí)期間掌握的理論方法,進行改進研究。 首先,本文闡述了研究國有企業(yè)實施彈性福利制度的背景和意義、以及如何設(shè)計國有企業(yè)彈性福利制度研究的思路與方法。 其次,對涉及彈性福利制度的文獻知識進行了梳理,對國外企業(yè)實施彈性福利制度的經(jīng)驗進行了借鑒分析,為本文的研究提供理論和實踐基礎(chǔ)。同時,對我國企業(yè)沒有普遍實施彈性福利制度的原因進行了剖析,并根據(jù)原因提出了改進的措施和建議。 再次,以上述文獻綜述為基礎(chǔ),針對研究對象中國EI銀行成都分行的福利制度現(xiàn)狀進行了剖析,分析存在的問題及原因。為了使得本文研究能夠為具體實踐提供幫助,以中國EI銀行成都分行為我國國有企業(yè)的樣本,試圖將彈性福利制度運用到中國EI銀行成都分行的福利制度改革中,闡述了實施彈性福利制度的優(yōu)點,以及如何設(shè)計中國EI銀行成都分行的彈性福利制度,提出了設(shè)計的具體步驟和方法,進一步完善和改進福利制度。 最后,基于上述的分析研究,得出本文研究的主要結(jié)論：國有企業(yè)面對傳統(tǒng)的福利制度帶來的各種弊端,通過將彈性福利制度運用到中國EI銀行成都分行的福利制度中,有效改進和完善中國EI銀行成都分行福利制度。本文的結(jié)論對中國EI銀行成都分行實施彈性福利制度研究具有借鑒意義。在本文最后,闡述了研究過程中存在的不足以及后續(xù)研究的方向。
[Abstract]:With the development of China's economy, people's living level and the material level, people no longer pursue salary as a reward, pay more attention to employees in addition to salary than welfare. In recent years, the welfare of the staff to meet staff can obviously dynamic and personalized needs of the development of this trend. To see whether the enterprise can attract and retain talent the welfare system is perfect, the enterprise has become one of the key factors of the enterprise is attractive. Since the majority of state-owned enterprises in China is still the implementation of the traditional welfare system, but with the whole society increasingly progress and development, employees have begun to complain of the welfare system. Moreover, with the whole society pay more attention to the welfare of the employees. Employee welfare spending accounted for an increasing proportion of the whole staff more. Moreover, the role of employee benefits is no longer confined to provide basic staff Life security and more function are an important indicator of the competition between the employees and the enterprises.
In the United States and other western developed countries, the degree of attention of welfare has been relatively high. In contrast, China's enterprises in recent years began to pay attention to employee benefits, resulting in various employee welfare system of the whole enterprise relatively inadequate. Most enterprises are still using the traditional, single welfare system, welfare has the characteristics of mass distribution, single mode to take. This resulted in the employee in a common phenomenon: want welfare benefits is not seen, do not need the benefits. Normally the enterprise according to their own development and economic strength, take a fixed pattern, provides various types of subsidies and allowances and other benefits to all levels of employees. Although this welfare model has been widely used for many years, from the perspective of the enterprise, the enterprise that employees should be satisfied. But from the staff The needs of the individual perspective, employees are not satisfied with the traditional welfare model, employees more the welfare enterprises as a part of the fixed salary. As a result, enterprises pay a very high cost. However, although large enterprises in employee welfare investment, but the staff did not get excited, the employee welfare system appear more and more problems, the traditional welfare model is clearly difficult to mobilize the enthusiasm of the staff.
In order to meet the needs of enterprise development. Enterprises need to change rapidly change the traditional welfare system reform at present. A new employee welfare system, elastic welfare system is produced in this requirement. Elastic welfare system can provide a variety of welfare programs, and then be able to play incentive effect of welfare, the welfare cost maximization the utility. So, will be the innovation of state-owned enterprises reform of the welfare system of the future flexible welfare system has a significant advantage in the state-owned enterprises. The introduction of a microcosm of this paper will be divided into state-owned enterprises in Chengdu EI bank Chinese, analyzed the implementation of flexible benefits system of state-owned enterprises and state-owned enterprises in the background of how to design a flexible welfare system for EI Bank branch in Chengdu China elastic welfare system application subject, combined with the author's work in the Chengdu branch of EI bank Chinese Experience, as well as the theoretical methods mastered during the MPA study, to improve research.
First of all, this paper expounds the background and significance of studying the flexible welfare system of state-owned enterprises, and how to design ideas and methods for the flexible welfare system of state-owned enterprises.
Secondly, the literature knowledge involving elastic welfare system are summarized, the implementation of flexible benefits system for foreign enterprises experience for reference and analysis, provide theoretical and practical basis for the research of this paper. At the same time, the enterprises of our country have generally implemented flexible benefits system causes are analyzed, and puts forward some measures and suggestions for improvement according to the reasons.
Again, on the basis of literature review, the welfare system as research object in EI bank Chengdu branch Chinese analyzed, analyzing the problems and reasons. In order to make the research can provide help for the practice, to Chinese EI bank Chengdu branch as the state-owned enterprise of our country sample, trying to use elastic welfare system to EI Chinese bank Chengdu branch of the welfare system reform, expounds the advantages of the implementation of flexible benefits system, and how to design the EI bank Chengdu branch Chinese elastic welfare system, put forward the concrete design method and the step, to further improve and improve the welfare system.
Finally, based on the above analysis, the main conclusions of this paper: state-owned enterprises are facing various malpractices of the traditional welfare system, by applying elastic welfare system to EI China bank Chengdu branch of the welfare system, effectively improve and perfect the Chinese EI bank Chengdu branch of the welfare system. The conclusion of this paper research on implementation of flexible benefits the system of EI Chinese bank Chengdu branch has the reference significance. At the end of this paper, the author points out the problems in the process of the research and the direction of future research.

【學(xué)位授予單位】：西南財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F832.33;F272.92

【參考文獻】

相關(guān)期刊論文 前10條

1 王長勇;;國有企業(yè)彈性福利制度建設(shè)淺議[J];中國港口;2006年11期

2 李芬;;馬斯洛《動機與人格》述評[J];哈爾濱學(xué)院學(xué)報;2006年07期

3 張晉云;;點數(shù)化的彈性福利計劃——一種新的激勵機制[J];河北理工大學(xué)學(xué)報(社會科學(xué)版);2006年02期

4 孫偉,黃培倫;公平理論研究評述[J];科技管理研究;2004年04期

5 黃攸立;傅宇;姚辰松;;淺談彈性福利計劃的發(fā)展[J];科技管理研究;2007年04期

6 洪偉峻;國企福利體系的彈性化[J];中國勞動;2005年03期

7 魏振香;李偉娟;;淺析我國企業(yè)的激勵管理[J];人才開發(fā);2009年01期

8 于立;再論國有企業(yè)改革新思路[J];天津社會科學(xué);1998年05期

9 劉書偉;;員工福利的發(fā)展趨勢分析[J];商場現(xiàn)代化;2011年12期

10 歐明臣;自助餐式的員工福利——彈性福利制[J];中國人力資源開發(fā);2003年07期

，

本文編號：1403645