What Does an Employee Benefits Manager Do?

Employee benefits are compensation paid to employees in the form of non-cash. Employee benefits can be divided into two categories: statutory benefits and company benefits. Statutory benefits are part of the remuneration enforced by various organizations to protect the interests of employees, such as social insurance; company benefits are based on the voluntary basis of enterprises. Employee benefits include: supplementary pension, medical care, housing, life insurance, accident insurance, property insurance, paid vacation, free lunch, shuttle bus, employee entertainment activities, leisure travel, etc.

Salary and benefits

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(1) Establish a stable workforce and attract high-quality talents;

(2) Stimulate employees' work enthusiasm and create high performance;

(3) Strive to achieve coordination between organizational goals and personal development goals of employees.

Management of corporate benefits often makes the following mistakes:

In the composition of salary, the factors of education and seniority should be gradually weakened, and performance needs to be emphasized more; salary increase is an important means to maintain the competitiveness of the enterprise, but the market salary level must be clearly understood, and the bearing capacity of the company's labor costs must be considered. Remuneration is important, but if it does not provide sufficient development space for employees, it will still cause the loss of talents. Therefore, enterprises should invest more experience in career planning, environmental construction, and cultural construction, instead of focusing on In terms of pay.
Human resource manager training case: Company A is a manufacturing company. With the rapid development of business, the economic strength of the company has greatly improved. In order to better retain key positions and motivate employees, At the same time to attract more high-quality talents to enter the company, the company decided to substantially increase the salary level of employees on the basis of the original. The company modified the original salary system and increased the salaries of all positions in proportion. The total salary has been greatly increased, but the results have not been satisfactory: the brain drain has not decreased, and the employee's enthusiasm for work has not improved as expected. , Lack of progress in talent introduction. The question lies with the company's senior management: What should pay management do in order to be more effective?
As an important part of the human resource management system, salary management is the most concerned content of the senior management of the enterprise and all employees. It is directly related to the effectiveness of the human resource management of the enterprise and has an impact on the overall performance of the enterprise.
Case study: A's salary structure consists of two major parts. One is the guaranteed salary, which has little to do with the performance of the employee, and is only related to his position. Another piece of compensation is tied to performance. A part of the salesperson's treatment is a bonus specifically for sales performance, and the business department pays it every quarter based on the sales performance of the individual. In the same industry, A's salary has a large floating part. A does this to link the salary of each employee of the company with the company's performance.
A pays more attention to education when recruiting talents. Bell Labs recruited 200 people in 1999. Most of them have graduate degrees or higher. "For students who have just graduated from college, education is our basic requirement." For other marketing and sales jobs, Basic education is required, but experience is more important. After the degree reaches the company, it fades away in a relatively short period of time. Regardless of whether it is marketing or R & D, the relationship between treatment, promotion and education gradually disappears. In terms of remuneration, A determines remuneration based on job performance. After entering A, the relationship between salary and professional development and academic age has become increasingly weak, and is basically linked to the position and performance of employees.
When Company A implemented the remuneration system, it not only looked at the internal situation of the company, but put the remuneration into a system for consideration. A's compensation policy has two considerations. One aspect is to maintain its own compensation in the market with great competitiveness. To this end, A entrusts a professional salary survey company to conduct market surveys each year to understand the macro situation of the talent market. This is common practice for large companies when setting compensation standards. Another consideration is the human cost factor. After integrating these considerations, the Human Resources Department will propose a principled remuneration proposal to the company based on market conditions to guide all labor and capital work. The human resources department will summarize the various market surveys and tell the overall market situation of the business department. In this case, each department has a budget. The supervisor makes adjustments to the treatment of employees if the budget allows it.
A. Be as transparent as possible when it comes to pay increases, and let everyone know the reasons for his pay increase. Every December 1st is a raise day. After the company s overall salary increase plan is released, the director of manpower will communicate with the managers who are doing salary management in various places to tell employees the overall situation of the salary for the year. What is the result of market research? The main purpose of salary is to ensure that A increases some competitiveness in the talent market.
On the one hand, we all know that high salaries can retain talents, so an increase in annual salary must also retain talents. On the other hand, the salary cannot be arbitrarily increased, and it must be linked to the situation in the talent market. If someone resigns because of the issue of salary, in many cases he is asked to leave or retain someone else.
Pay is a very basic thing in any company. An enterprise needs a certain competitive salary to attract talents, and it also needs a certain guaranteed salary to retain talents. If the difference with the outside world is too great, employees will definitely look for opportunities elsewhere. Remuneration will mobilize employees 'attention in the short to medium term, but remuneration is not a panacea. The working environment, management style, and the relationship between managers and subordinates all have an impact on employees' retention. Employees generally pay attention to long-term intentions. The company will tell employees the development direction in different ways so that employees can see their development prospects. The average age of company A's employees is 29 years old, and more are seeing their own development.

The factors that affect compensation can be roughly divided into two categories: external factors and internal factors of the organization.

Legal category:

Social insurance

housing fund

paid leave

Insurance:

Supplementary medical insurance

accident insurance

Group health insurance

company annuity

Retirement plan

Life security category:

staff canteen

Home loan

Car loan

Employee Mutual Aid Fund

Day care

Gasoline reimbursement

Personal Development:

Employee career planning

Staff training plan

Employee promotion plan

Continuing Education

reading room

Subsidies:

Housing assistance

Marriage allowance

Maternity benefits

Transport Allowance

Communications subsidy

Activity category:

employee activity

Family day activities

Staff dinner

Staff travel

Staff club category:

gym

soccer club

basketball club

Table tennis club

Chess club

Physical and mental health:

Annual physical examination

Health consultant

EAP

Company level category:

Bonus, allowance

Holiday / Birthday Gift

Employee stock

Employee stock options

Product Offer

Profit sharing plan

Revenue sharing plan

Physical category:

shopping card

phone card

Voucher

movie ticket

Fitness Cards

Beauty card

Daily necessities

books

A sound employee welfare system can meet the diverse and multi-level needs of employees. However, what kind of welfare system can be considered perfect? I think that the meaning of perfection is not the size and amount of benefits, but the company is based on the status quo, to understand the true needs of employees, to establish a welfare system that suits itself, and to allow employees to feel the company's nuanced care, so that they can It is deeply rooted in the hearts of the people.

In April 2015, 83 departments of the CPC Central Committee made public their salaries and benefits, with a total budget of 91.8 billion yuan, accounting for 60% of total expenditures. The budget of subsidies and subsidies was 49.4 billion yuan, which is nearly double the basic salary. In addition, 85 central departments 1,320 vehicles, of which 134 are from China's Assets Supervision and Administration Commission.

60% of basic expenses are used for wages and benefits

In the budget reports released, most departments disclosed wages and benefits. The total salary and welfare expenditure of 83 departments that disclosed this data reached 91.82 billion yuan, accounting for 60% of the total basic expenditure of these 83 departments. In other words, 60% of the basic expenditures of 83 departments are used to pay wages and benefits.

49.4 billion allowances far exceed basic wages

The salary and benefits of civil servants have always been the focus of public attention. In addition to the total expenditure of wages and benefits, 83 departments have also detailed the types of wages and benefits into items. The public can see from the budget report the composition of wages and benefits of personnel in each department.

It is found that the structure of wages and benefits includes basic wages, subsidies, social security expenses, food expenses, food subsidies and performance wages. In addition, there are "other wages and welfare expenses", which are mainly used to reflect the wages of temporary workers and overtime wages.

The reporter saw that the most "big head" of wages and benefits is the basic wages and subsidies, which account for about 80% of the total wages and benefits.

In view of the proportion of basic wages and subsidies, experts once suggested that subsidies and subsidies account for a relatively high proportion of civil servants' current wage structure, which is not conducive to diligence and clean government. According to statistics from reporters, the total basic wages of these 83 departments were 28.65 billion yuan, accounting for 31.2% of the total wages and benefits. At the same time, the "subsidy subsidy" announced at the same time was 49.41 billion yuan, accounting for 53%, the latter being the former. 1.7 times.

In addition, the "bonus" of the staff of these 83 departments totaled 1.919 billion yuan; the total amount of social security contributions was 5.784 billion yuan; the total other welfare expenditure was 6.098 billion yuan. ^[1]