發(fā)布時間：2018-01-28 00:23

  本文關(guān)鍵詞： 員工福利 員工福利留才作用 福利管理　出處：《廣西大學》2016年碩士論文　論文類型：學位論文

【摘要】：隨著經(jīng)濟的發(fā)展,企業(yè)組織的構(gòu)架變化與發(fā)展、以及報酬體系的發(fā)展也越來越受到企業(yè)家及學者們的關(guān)注。在整體報酬體系中,非現(xiàn)金報酬即員工福利所占的比例日趨壯大,員工福利的管理也日漸引起企業(yè)的重視,而其未來的發(fā)展趨勢也成為諸多企業(yè)家、學者競相研究和探討的話題。公司管理不僅僅是如何將投資資金投入到位,人力資源成本常占到企業(yè)可變成本的六成,如何管理這一項高成本的項目一直是公司經(jīng)營圍繞的主題。S公司離職率每年約為10%,而培養(yǎng)每一位合格的崗位對應(yīng)人才,公司付出的成本已超過薪酬及福利所體現(xiàn)的客觀價值,人才流失無疑是人力資源成本一項重大的開支。所以,如何留住人才或保持人才的合理流動,是人力資源薪酬福利工作的關(guān)鍵。本文通過對S公司人力資源員工福利項目管理現(xiàn)狀進行深入具有針對性的研究和分析,發(fā)現(xiàn)目前存在員工福利結(jié)構(gòu)不合理；結(jié)構(gòu)設(shè)計失衡；制度靈活性低;福利溝通不到位等問題,并針對性提出：改善福利結(jié)構(gòu)設(shè)計；試實施彈性福利；通過宣導和培訓增加企業(yè)與員工的雙向福利溝通等等手段,改進員工福利日常工作,并通過實施效果為未來的工作提供實踐經(jīng)驗,并為其他企業(yè)員工福利問題的解決方法提供參考借鑒。
[Abstract]:With the development of economy, the change and development of the structure of enterprise organization and the development of reward system are paid more and more attention by entrepreneurs and scholars. Non-cash reward is the proportion of employee welfare, and the management of employee welfare is becoming more and more important, and its future development trend has become a lot of entrepreneurs. Scholars compete to study and discuss the topic. Corporate management is not only how to put investment funds into place, human resource costs often account for 60% of the variable costs of enterprises. How to manage this high-cost project has been the theme around which the company operates. S company turnover rate is about 10% a year, while training each qualified post corresponding talent. The cost paid by the company has exceeded the objective value of compensation and benefits, and the brain drain is undoubtedly a major expense in the cost of human resources. Therefore, how to retain or maintain a reasonable flow of talents. It is the key of human resources compensation and welfare work. Through the in-depth research and analysis of the current situation of human resources employee welfare project management in S Company, it is found that the current employee welfare structure is unreasonable; Structural design imbalance; Low institutional flexibility; Welfare communication is not in place, and pointed out: improve the welfare structure design; Trial implementation of flexible welfare; Through propaganda and training to increase the two-way welfare communication between enterprises and employees, improve the daily work of employee welfare, and provide practical experience for future work through the effect of implementation. It also provides reference for other enterprises to solve employee welfare problems.
【學位授予單位】：廣西大學
【學位級別】：碩士
【學位授予年份】：2016
【分類號】：F272.92;F426.83

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