Study On Employee Welfare Management In S Company

Employee benefit management is an important part of human resources management.As an important part of compensation system,employee benefit has been taken as a means to attract and retain employees.However,benefit costs have also risen rapidly because of the emphasis on employee benefits,leading to the significantly increased employment costs of enterprises.Therefore,fixing the balance point between satisfying employee benefit demands and controlling benefit cost and building an employee welfare system which is in line with the actual requirements of enterprises is of great practical and guiding significance to improve the internal human resource management of enterprises and uplift their competitiveness against competitors.Taking S Company as research object and combining the current status of employee benefits,this dissertation investigates the employee benefits and demand conditions of S Company via methods like questionnaire and statistical analysis.On this basis,this dissertation also dissects the difference of individuals in benefit demands and thus analyzes the problems in employee benefits and their reasons from the aspects of personal characteristics including gender,age,marital status,education level,rank,and working age.This dissertation draws on service quality gap model and identifies benefit need gap by ranking method.Finally,from the angle of company management,suggestions are put forward on S Company's employee benefit management.It is gotten the following conclusions through the research above,are drawn.Firstly,that employees with different personal characteristics of gender,age,and rank have significant differences in the demands for employee benefits.Secondly,the employee benefit problems in Company S are attributed to the reasons of realizing fair distribution of benefits,no attention paid to non-monetary welfare provision,failure of meeting the individual needs of employees,no employee participation mechanisms formulated,and failure of controlling welfare costs and benefits.Therefore,the author believes that statutory benefits should be designed in accordance with relevant laws,regulations and policies,and that corporate welfare should be more flexible and selective to meet the differentiated benefit needs of employees,enhancing the role of employee benefits in attracting,retaining,and motivating talents.Therefore,starting from building a flexible welfare system,the company should strive to improve the management system of employee benefits and the level of human resources management.