More and more enterprise managers are aware of the important role of employee welfare, but there are quite a few problems in the specific implementation process, and the formulation of standardized employee welfare plans is extremely slow. Enterprises should adopt the following methods to improve the role of employee welfare:
(1) adopt "differential treatment"
The object of welfare system is often all or most employees in the company, and employees' contribution to the enterprise or work performance is not self-related, so it is inclusive. Welfare has become a health care factor in wages, and without it, there is not much. Therefore, modern enterprises are more and more inclined to abandon the GSP, implement "differential treatment", regard welfare as a reward for core talents and outstanding employees, and require employees to earn through hard work in order to give full play to the incentive efficiency of welfare. Of course, the "differential treatment" of welfare is difficult in practice, which easily leads to the dissatisfaction of ordinary employees, thus undermining the unity of the organization. Therefore, when enterprises implement differentiated welfare management, they must first ensure that their own inclusive projects are more and reach a certain high level, and then treat some of them differently.
(2) Implementing "self-service welfare"
The so-called self-service welfare means that employees choose the content and structure of the welfare plan themselves to meet the different needs of different employees and the different needs of the same employee at different times, and the effect will be more significant. The main advantage of self-service welfare is that it can provide employees with benefits that maximize utility, make employees' satisfaction greater than the original unified welfare management, and maximize the total utility of welfare. At the same time, due to the cost calculation of the benefits provided, employees pay more attention to the benefits and play a driving role between input and output.
(3) Try "soft welfare"
The so-called "soft" is relative to "hard". In addition to the "five insurances and one fund" stipulated by the state, the personalized non-cash benefits formulated by enterprises themselves are called "soft benefits". The biggest feature of "soft welfare" is to replace traditional cash or in-kind benefits with projects that coordinate employees' life, body and mind and work relations. Although this kind of "soft welfare" is invisible to money and things, and some of them are inconspicuous, this kind of "non-money and non-things" employee welfare has its special charm.