Are there any special ways to distribute benefits at the annual meeting?

From the employee's point of view, among the top ten benefits in demand, the enthusiasm for work-life balance benefits such as travel plan/subsidy, interest training and flexible working system is much higher than other benefits.

What benefits does your company provide, such as travel, afternoon tea, interest cultivation, shampoo, shower gel and New Year gift package? Recently, Shanghai Foreign Service Co., Ltd. and Human Resources Intelligence Club released the Research Report on the Future Development of Commercial Welfare. By investigating the distribution of commercial welfare enterprises and the actual welfare needs of employees, we can find the key factors to improve employee well-being.

This report collected welfare data of 65,438+0,000 enterprises, 65,438+0,683 questionnaires and in-depth interviews with more than 30 enterprises. Let's take a look at what "other people's company benefits" look like.

Welfare demand varies with age, and welfare budget shows industry differences.

From the perspective of enterprises, the highest proportion of welfare is holiday packages and annual physical examination (80%), followed by meal stickers (72%), supplementary medical insurance (66%) and accident insurance (65%). It can be seen that the most popular benefits for enterprises are mainly concentrated in the fields of health management, daily care and risk protection. In contrast, enterprises spend less on tourism planning (40%) and flexible working hours (26%) to improve work-life balance.

From the employee's point of view, among the top ten benefits in demand, the enthusiasm for work-life balance benefits such as travel plan/subsidy, interest training and flexible working system is much higher than other benefits. The report holds that, on the one hand, employees' welfare demands in this respect cannot be fully satisfied because of the low investment of enterprises in this kind of welfare; On the other hand, with the continuous improvement of material living standards, employees' demand for "spiritual food" is gradually increasing. At the same time, employees' attitude towards life is also changing, and they pay more attention to the quality of life while pursuing career success.

The most popular welfare ranking for employees

The report shows that employees of different ages also have obvious differences in welfare choices. Post-80s and post-90s employees prefer rice paste/afternoon tea, travel plans/subsidies, interest cultivation and other benefits. Post-1970s employees are more inclined to health management, risk protection and other benefits; After 50 and 60, employees are more interested in personal finance, long-term incentive plans and other benefits. According to the analysis of the employee composition of the surveyed enterprises, the average proportion of post-80s and post-90s employees has reached 76.5%, so enterprises should first pay attention to and meet the welfare needs of these employees. But from the actual situation, the welfare distribution of enterprises does not match the welfare needs of these employees.

In addition, the use of welfare budgets in different industries is also very different. According to the report, in all the industries surveyed, the welfare budget of more than half of them reached 75% of the upper limit of welfare. Among them, the welfare expenditure of financial industry, IT Internet industry, real estate construction industry and professional service training industry basically reached the upper limit level stipulated by the state. (Note: welfare ceiling =20 18 per capita salary data of various industries × national limited proportion of commercial welfare 14%)

Comparison of welfare ceiling and welfare expenditure in different industries

Shanghai Foreign Service Senior Welfare Consultant said that the traditional employee welfare is GSP, and it is difficult for enterprises to meet the needs of employees of different ages by uniformly selecting welfare content for employees. Under the premise of limited enterprise welfare budget, in order to meet the different welfare demands of employees, flexible welfare will become an inevitable choice for enterprises. Enterprises can classify benefits according to health management, risk protection, daily care and work-life balance, covering a wider range of employee needs and providing a better employee welfare experience.

Welfare points, a new way of welfare

With the rapid development of Internet technology, points welfare platform has become a new channel for enterprises to distribute benefits to employees. According to the report, the adoption of the points welfare platform by enterprises is directly proportional to the size of employees. The more employees there are, the more diversified and personalized the employees' welfare demands will be. The various welfare contents and freely convertible options on the points welfare platform can just meet the welfare needs of different groups of people.

Investment of enterprises of different scales in bonus platform (RMB/person/year)

At present, the points welfare platform on the market can cover a variety of employee benefits and incentives, including fixed benefits, holiday benefits, employee rewards, annual lottery and competition rewards.

According to the report, most enterprises that use the point welfare platform will choose to convert fixed benefits, such as meal stickers and car stickers. , and convert the extra employee rewards into points and send them to employees, so that employees can control them freely. For holiday benefits, annual sweepstakes and competition awards, more enterprises will still choose the traditional welfare distribution mode of offline physical procurement, mainly to present a sense of ceremony to employees.

The report shows that more than half of enterprises have significantly improved the optimization of welfare management, reduced employee turnover rate and improved employee satisfaction after using the bonus welfare platform. Among them, 89% of enterprises said that they have optimized welfare management; 78% of enterprises have reduced the employee turnover rate; 57% of enterprises have improved employee satisfaction.

In the use of points, most employees will choose to exchange goods on the platform, and some management will reward their subordinates, and employees will also give points to each other. The latter two ways of integral use are showing an increasing trend. In the future, welfare points will also become a new form to enhance internal communication and interaction.

Shanghai Foreign Service Senior Commercial Welfare Consultant said that motivating employees and improving employee satisfaction are the original intention of enterprises to provide benefits for employees. With the continuous development and promotion of welfare, how to integrate material welfare and spiritual welfare into a unified platform will become a major challenge for the future development of employee welfare. The future integral welfare platform will not only be limited to welfare management, but also become an ecological platform for enterprises and employees.