MPGZ公司弹性福利优化设计
发布时间：2019-01-03 08:23
【摘要】：近年来,伴随着我国经济增速放缓,企业的人工成本不断上涨,我国劳动力市场呈现前所未有的挑战,人口红利已经消逝,劳动年龄人口数量不断下降,劳动力结构也不尽人意,企业面临招聘困难与劳动力成本增长的双重压力。 在此经济背景之下,为了获得竞争优势,企业需要更好地吸引与保留人才。弹性福利是一种人力资源管理的创新,在国外越来越多的企业采用了弹性福利制度。在实施弹性福利制度时,员工将有权选择自己享有的福利项目,通过增加这种选择权以及福利管理中的不断沟通,可以提升员工满意度,同时比较有效地控制人工成本上涨,达到企业与员工需求的平衡。 笔者较为详细地梳理了弹性福利的理论基础及国内外弹性福利研究现状,特别是汲取了近年来国外该领域的研究成果中的精华。本文以MPGZ公司为案例,参考国际知名人力资源咨询公司发布的2014年企业员工福利状况调研报告及2013年企业员工敬业度调研报告,对比公司所处行业、地域内竞争企业的福利现状,在找出公司福利管理中存在的主要问题之后,针对现有员工展开弹性福利需求调查,并根据调查结果,紧扣公司战略要求与人力资源战略定位,有针对性地设计了公司的弹性福利优化方案。特别是在弹性福利沟通方面,设计出与企业文化、管理理念相一致的弹性福利沟通机制,同时该机制与现有公司管理机制融为一体,为弹性福利顺利实施提供保障。本文尝试使用部分弹性福利项目外包的设计,一方面发挥规模效应,降低企业成本,另一方面,利用成熟人力资源咨询公司的现有弹性福利选择平台,减轻企业新开发平台的工作压力。 本文创新之处在于文章内容紧跟国际知名人力资源咨询公司提供的企业福利市场行情与发展趋势,紧扣解决MPGZ公司存在的实际问题,设计了与MPGZ公司企业文化、管理制度紧密结合的弹性福利优化方案。希望本文抛砖引玉,引起对于弹性福利本土化更深层次的探讨。
[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.
【学位授予单位】：广东工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F416.72
本文编号：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.
【学位授予单位】：广东工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F416.72
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1 王旭红;MPGZ公司弹性福利优化设计[D];广东工业大学;2014年
，本文编号：2399120
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