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一、福利制度面临的两难境地尽管拥有一揽子形式多样、体贴入微的福利计划,已成为时下不少企业青睐的薪酬策略,然而更多的企业尤其是国有企业却依然酣睡梦中,忽略了这场正在进行的静悄悄的福利制度变革。许多企业犹津津乐道于“收入工资化、工资货币化”的工资制度改革,而出于对“低工资、高福利”的计划工资体制的排斥心理、矫枉过正,在一定程度上抑制了福利性薪酬策略的运用。相对于工资制度,企业福利制度变革显得相对滞后,无论是基本层面的保障性福利,还是企业自建的各项补充性福利制度,均属于传统的、刚性的固定福利模式,是计划经济体制下福利政策的一种延续。
First, the welfare system is facing a dilemma Despite a variety of packages, considerate welfare programs, many companies nowadays have become the preferred pay strategy, but more businesses, especially state-owned enterprises are still asleep in their dreams, ignoring this The ongoing quiet change in the welfare system. Many enterprises are still reluctant to talk about the reform of the wage system of “wage-earning, wage-monetizing” and out-of-step because of the psychological exclusion of the planned wage system for “low wages and high welfare” to a certain extent Inhibit the use of welfare pay strategy. Relative to the wage system, the change of the enterprise welfare system lags behind. Whether it is the basic level of social security benefits or the self-built supplementary welfare system, all belong to the traditional and rigid fixed-benefit model. Under the planned economy system, A continuation of the welfare policy.