What Is a Self-Help Project?

Self-help benefits are designed by the company for employees to choose freely. The "personalization" of the form of payment of benefits is its important feature. This type of benefit, like a buffet, allows employees to freely choose what they like, so this type of benefit can be called a self-service benefit. In the self-service welfare plan, in addition to the "four insurances and one fund" stipulated by the state, the "soft" benefits formulated by the company itself, such as training, insurance and other benefits, have played an active role in attracting and retaining outstanding talents. Meaning. Self-help welfare items should generally include: employee accident insurance, employee unemployment insurance, employee endowment insurance, employee medical insurance, critical illness planning, employee personal property insurance, paid leave, provision of employee housing, housing provident fund or housing subsidy, free lunch, Employee canteen or meal subsidies, providing transportation or transportation subsidies, paid training or education subsidies, priority shares of the company's shares or options, entertainment or sports activities, clean and landscaping factories, special hardship subsidies, family condolence payments, pensions Payments, public injury and disability, critical illness subsidies, organizing company tours or providing recuperation opportunities, holiday gifts or preferential physical distribution.

Self-help benefits

For example, companies have found that many welfare programs have not achieved their goals, but only an inexplicable expense; employees feel that their contribution and income are not the same when they get paid. So wage-based

(1) The biggest advantage of self-service benefits is that it properly provides the items needed by employees.

Since each person gets what he needs, naturally his satisfaction level is greater than or equal to the satisfaction level when he passively receives the welfare items uniformly distributed by the company. This maximizes the total utility of benefits. At the same time, since the market value (amount) of each benefit item is generally marked, this can make employees feel cherished. Give more full play to the positive effects between input and output.

(2) Netize talents with welfare "soft handcuffs" to play a role in maintaining employees.

If an employee chooses a large welfare item such as housing, he needs to dedicate a long time to the company in order to meet the conditions for consuming the benefit item. In addition, from the perspective of the enterprise, if the employee chooses a self-service welfare item in the form of shares, stocks, or options of the company that is conditionally issued, it is equivalent to the company delaying the distribution of benefits (precipitation benefit system). Therefore, this is also an effective method to control employee turnover. Because these welfare programs temporarily precipitate some of the employees' benefits, thereby reducing the possibility of brain drain. In this sense, self-help benefits have a sustaining effect on employees.

(3) It can motivate employees to work hard to achieve certain benefits and purchasing power, and play a role similar to target management.

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Internationally, self-service welfare has become the main mode of corporate welfare management. Domestic enterprises should also try this model, give full play to its advantages of diversity and flexibility, better meet the different needs of employees, truly realize the benefits of incentives and guarantee functions, and promote enterprise development. To ensure the effectiveness of self-service benefits, enterprises should pay attention to the following issues during the implementation process:

1. Adapt to the actual affordability and development strategy of the enterprise.

Employee welfare expenditure is an important part of the company's employment costs. The determination of the welfare level will affect the labor cost of the enterprise, and then affect the competitiveness of the enterprise. Therefore, the level of employee benefits must be based on the company's own economic strength. It is impractical to pursue high benefits and full benefits, which affects the normal operation and development of the enterprise.

2. Welfare programs should meet the actual needs of employees, and must not be flashy.

Enterprises must conduct in-depth investigations when selecting welfare items. The selected items should be as realistic as possible, both within the affordability of the enterprise and within the needs of employees to achieve a balance between supply and demand.

3. Employee participation mechanism should be adopted to communicate with employees in a timely manner and understand their needs.

Benefits are provided to employees. During the design and implementation of the benefit plan, only the employees 'participation can truly understand the employees' needs and realize the incentive and guarantee functions of benefits. To some extent, employees have a say in their own welfare forms, and their job satisfaction and loyalty to the company will be improved.

4. Self-service welfare management is a relatively complicated management.

Enterprises should make relevant personnel and institutional arrangements in advance when preparing to implement this welfare model. In a series of management processes such as demand analysis, investigation, procurement of goods, and storage, the coordination and connection of various stages should be maintained to avoid management confusion. In addition, it should be noted that self-service welfare management is also a dynamic management process. Enterprises should continuously adjust welfare levels, adjust welfare programs, and respond to changes in employee needs at any time.