弹性福利计划实施的问题与对策(国外英语资料).docVIP

弹性福利计划实施的问题与对策(国外英语资料) Problems and Countermeasures of implementing flexible benefits program Zeng Tao / Huang Ruilin, CC [Topic name] human resources development and management [Topic number] F102 [2008 05] issue copy With the development of market economy and the marketization of talent management, the traditional lifelong arranged welfare system can not meet the needs of employees, and is also not conducive to the production and management of enterprises. In order to attract, motivate and retain talents, flexible benefits are an effective solution. Since the adoption of flexible welfare in the United States in 1970s, the system has matured in the western developed countries. Our country already has the foundation of carrying out the flexible welfare, but because the enterprise faces various difficulties in the process of implementation, it has not been widely applied. This paper analyzes the defects of the flexible benefits program and the problems existing in the implementation, and discusses the solutions. First, the concept and advantages of the flexible benefits program (I) the concept of an elastic welfare scheme; Flexible welfare system means that enterprises establish different welfare combinations for each employee on the basis of full participation of employees, and make corresponding changes periodically with their interests, hobbies and needs. Each employee may determine the proportion of the welfare package and the welfare items in the portfolio according to the actual circumstances of his work and life. The individual form of welfare payment is an important characteristic of flexible benefits. The welfare form, like a buffet, allows employees to freely select items they like, so they are called self-help benefits. Flexible benefits include core benefits and flexible choice benefits, as shown in table two (Table 1). Table 1 Contents and contents of flexible benefits program The core of the welfare pension, medical, work injury, unemployment insurance;