中国EI银行成都分行弹性福利制度分析

发布时间：2018-01-10 03:19

本文关键词：中国EI银行成都分行弹性福利制度分析　出处：《西南财经大学》2014年硕士论文　论文类型：学位论文

【摘要】：随着我国经济的发展,人民生活水平和物质水平的提高,员工不再单纯的追求薪资作为报酬,员工更重视除了薪资以外的福利。近年来,员工福利向着能够明显满足员工动态化和个性化的需求这一趋势发展。要看企业是否能吸引和留住人才,企业的福利制度是否完善成为企业是否有吸引力的关键因素之一。一直以来,我国大多数国企依然实施的是传统的福利制度,但是随着整个社会的日益进步和发展,员工已经对这种福利制度开始抱怨。而且,随着整个社会对员工福利的重视,企业的员工福利支出占整个员工报酬的比重越来越重。而且,员工福利的作用不再仅仅局限于提供给员工基本的生活保障,更多的作用体现在员工福利成为企业之间开展竞争的一个重要指标。在美国等西方发达国家,企业对福利的重视程度一直比较高。相比之下,我国的企业都是近年来才开始重视员工福利,所以导致员工福利在整个企业的各个体系中相对来说不够完善。大多数企业仍采用传统的、单一的福利制度,福利发放具有批量发放的特点,采取的单一化模式。这就造成了在企业员工中一种常见的现象：想要的福利没看到,得到的福利却是不需要的福利。通常企业会根据自身发展情况和经济实力,采取固定化的模式,为各层级员工提供不同类型的补贴和津贴等福利。虽然这种福利模式已经广泛使用了很多年,从企业的角度来说,企业认为员工应该感到满意。但从员工的个人需求的角度来说,员工已经不满足于这种传统的福利模式,员工更多的把企业的这种福利当做是固定薪酬的一部分。这样一来,企业为此付出了相当高的成本。但是,虽然企业对员工福利的投入很大,但员工却没有得到激励,员工福利制度出现了越来越多的问题,这种传统的福利模式显然已经很难调动员工的积极性。为适应企业日新月异的发展需要.企业急需改变目前的传统福利制度.急需改革一种新的员工福利制度,弹性福利制度就是在这一要求下产生的。弹性福利制度能够提供多样化的福利项目,进而能够发挥福利的激励作用,使福利成本产生最大化的效用。所以,在国有企业引进具有显著优势的弹性福利制度将是未来国有企业福利制度改革的创新点。本文将以中国EI银行成都分行为国有企业的一个缩影,对国有企业实施弹性福利制度的背景和如何设计国有企业的弹性福利制度进行了分析。针对中国EI银行成都分行在弹性福利制度运用方面的课题,结合笔者在中国EI银行成都分行的工作经验,以及MPA学习期间掌握的理论方法,进行改进研究。首先,本文阐述了研究国有企业实施弹性福利制度的背景和意义、以及如何设计国有企业弹性福利制度研究的思路与方法。其次,对涉及弹性福利制度的文献知识进行了梳理,对国外企业实施弹性福利制度的经验进行了借鉴分析,为本文的研究提供理论和实践基础。同时,对我国企业没有普遍实施弹性福利制度的原因进行了剖析,并根据原因提出了改进的措施和建议。再次,以上述文献综述为基础,针对研究对象中国EI银行成都分行的福利制度现状进行了剖析,分析存在的问题及原因。为了使得本文研究能够为具体实践提供帮助,以中国EI银行成都分行为我国国有企业的样本,试图将弹性福利制度运用到中国EI银行成都分行的福利制度改革中,阐述了实施弹性福利制度的优点,以及如何设计中国EI银行成都分行的弹性福利制度,提出了设计的具体步骤和方法,进一步完善和改进福利制度。最后,基于上述的分析研究,得出本文研究的主要结论：国有企业面对传统的福利制度带来的各种弊端,通过将弹性福利制度运用到中国EI银行成都分行的福利制度中,有效改进和完善中国EI银行成都分行福利制度。本文的结论对中国EI银行成都分行实施弹性福利制度研究具有借鉴意义。在本文最后,阐述了研究过程中存在的不足以及后续研究的方向。
[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.

【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33;F272.92

【参考文献】