The welfare distribution of employees is essentially the benefits that employees can get in the secondary distribution of the company. Too low or too high employee benefits will have a negative effect on the development of enterprises. Reasonable welfare distribution can mobilize the enthusiasm of employees, on the contrary, unreasonable welfare distribution will make employees have no motivation to work, which will eventually lead to the brain drain of the company.
Mr. Zhang, president of Dongguan * * Communication Company, believes in a classic saying: To be kind to customers, we must first be kind to employees. He knows that the company's services must be reflected by employees, and employee dissatisfaction may eventually affect the service to customers. ?
He has always been proud of the company's humanized governance! However, a series of recent situations have broken Zhang's narcissism complex. On that day, Mr. Zhang said cheerfully to everyone: "We have recently received several big orders, and the business volume will at least double in the second half of the year. Your work plan must be advanced and the workload must be increased. " ?
As soon as his voice fell, the heads of various departments exploded, and some departments frequently complained that it was difficult to complete the planned tasks, let alone increase the tasks, because of the shortage of manpower and serious brain drain. ?
Mr. Zhang didn't care much before. The turnover rate in the communication industry has always been high, which is well known in the industry and not unique to other companies. But at this juncture, he had to ask, specifically to understand the situation of Miss Zhao, a human resource: "Didn't the company recruit more than 400 people recently?" Why are there still few people? " ?
Teacher Zhao has been too busy recently. More than 400 new employees here have not started yet, but nearly 100 old employees who have worked there for more than two years have escaped. Now that Mr. Zhang asked, he had to tell the truth: "Now the loss of old employees is very serious. Since last year, the average turnover rate of employees has reached 25%, and it once exceeded 30% in February and March this year. " ?
Manager Zhang's heart thumped, and such a high turnover rate really surprised him. It turns out that in view of the high turnover rate of the company last year, he and the human resources department have studied it specially and put forward a solution. The solution at that time was to increase employee welfare investment and improve employee job security. Generally speaking, high salary and low welfare is an inevitable choice for most enterprises in the rapidly developing communication industry, and it is also an important means to attract, retain and motivate talents. However, when the total wages are high, the payment base of individual tax and statutory insurance will also increase. The high cost brought by high salary will not only make the company overwhelmed, but also reach the after-tax salary increase of employees. After calculation, it is not cost-effective It is better to take out the increase in the annual salary budget and pay insurance and travel to employees in the form of welfare subsidies. ?
Thinking of this, he couldn't help but stand up and say, "The wastage rate was high last year. Didn't the welfare cost more than 5 million this year? " The total welfare has exceeded 20 million yuan. Why didn't you see any improvement? ""As far as I know, many employees seem to have no feelings about welfare subsidies. "Manager Wang of the marketing department interjected." No feeling? Isn't welfare subsidy money, too? When the wings hardened, they flew. When I trained them into skilled employees, they ran away. What is this thing? You can't promote them all to managers! " Manager Zhang couldn't help being furious. But he also knows that even if welfare subsidies are distributed to individuals in the form of cash, it will not solve the problem. Because the money is distributed to more than 2000 people like Chili noodles, I really don't see any big changes. ?
Anger is anger, and the problem of employee turnover must also be solved. General manager Zhang assigned a task to Miss Zhao: "It is unrealistic to increase wages, and a little increase will not help! If it increases too much, the cost will increase too much. Let's talk about welfare first. You immediately conduct a welfare satisfaction survey on employees to see where the problem lies, and you can't let money go to waste! " A thankless welfare shortcoming? .
Where are the benefits of more than 20 million spent? Miss Zhao looked at the welfare expenditure last year. He found that the welfare expenditure spent by the company on each employee accounted for about 15% to 20% of the total salary, which was a considerable expenditure. The company buys statutory insurance for all employees every year, such as endowment insurance, medical insurance, work injury insurance, etc. In addition, the housing accumulation fund was supplemented last year, and irregular outings, internal training, health check-ups, holiday subsidies, annual leave, accommodation subsidies and in-kind subsidies were also organized. After accounting, the per capita welfare expenditure of employees is about 1 ten thousand yuan/person.
How are the benefits distributed now? He found that the benefits of the company are basically egalitarian, such as vacations, which are only available to employees who have worked 1 year or more; Supplementary housing provident fund, holiday allowance, accommodation allowance and internal training are all the same.
What's the use of employees? Employees are more willing to pay cash, others often participate passively, while others don't use it at all. For example, those who live around the company generally do not enjoy transportation subsidies and housing subsidies; With a house, supplementary provident fund is similar to pension, and short-term incentives are insufficient. Moreover, many young people in the company don't care about in-kind subsidies and are unwilling to participate in group tours. ?
In this case, Dongguan * * Communication Company had a series of problems in management, and spent a lot of money on employee welfare. However, many employees have no feelings about welfare subsidies, and the employees in the arrangement department complain that they don't accept them, and the old employees are seriously drained. The "culprit" of these problems is that the company adopts egalitarian distribution in employee welfare distribution. The egalitarian distribution of benefits can't motivate employees, leaving them without motivation and goals, which leads to low work efficiency and hinders the development of the company.
People's Network will also give employees a certain bonus or welfare materials, and its distribution often attracts people's attention. In the past, it was purely based on work performance, and many jobs did not directly produce performance. It is unfair to decide by rank; Judging by the masses is unfair in many cases ... These problems will be solved with the management of employees' points: what standard the points reach, how much bonuses or benefits and materials should be clear at a glance, and there is no need for artificial operation, fairness and justice, encouraging employees' enthusiasm and enterprising spirit.
For example, on Women's Day on March 8, the company will give all lesbians welfare, so how to send gifts? According to the ranking of employees' points in the company, everyone will get a gift, but the top three will get an extra gift, which will open the distribution level and arouse the enthusiasm of employees. After the gift was delivered, the company was very quiet and no one had any complaints.
Employee points management involves all aspects of employee work, and points can be accumulated. The longer the working hours, the closer the function of points will be to employees' welfare (interests), which will be a powerful driving force to motivate employees to never stop and pursue hard. Employee points management shows the company's expenditure on employee benefits, that is, the special treatment for employees' incentives.