| With the gradual improvement of the statutory welfare system,the enterprises pay more attention to the welfare of employees.The welfare system in the enterprise gradually improved.In addition,the market competition becomes fiercer.The enterprise competition has become the competition of talents.The welfare system has become the breakthrough point for enterprises to improve their own advantage sin attracting talent.The welfare expense has been gradually increasing.Today,the individual talent is more obvious.Inclusive welfare system cannot play the role of incentives.It is difficult to meet the diverse needs of employees.Flexible-benefits system is created.This paper takes the XX Company as the research object,takes the flexible-benefits system as the research content,and uses the literature research method,the case study method,the questionnaire survey method,the field survey method and other research methods.The paper is divided into five parts.At present the welfare of the XX Company includes statutory welfare and corporate welfare.Adopting the questionnaire survey of the employees in the company,it finds that many staffs think the current welfare system cannot meet their needs,cannot guarantee their work and life,cannot feel the care from the company,and think the company’ welfare cannot have a higher value.In the welfare expenses,many staffs cannot sure whether the proportion of welfare in the payment is reasonable,whether the hard work and welfare is suitable,and they think the welfare expenses lack diversity.In the welfare information,the main problems is lacking the feedback of welfare,and not sure whether the company’s welfare completely transparent.In the welfare category,the welfare programs of the XX Company lack personality,low employee autonomy and low satisfaction.In general,the welfare projects of the XX Company are more traditional,solidified,lower employee satisfaction,and cannot play the role of incentives.The demand of welfare programs for employees is varied.The employees except the company can adopt the flexible-benefits program,and are willing to pay the expenses for the flexible-benefits system beyond welfare standards depending on the situation.Based on the contingency theory,it is necessary to introduce the flexible-benefits system for the XX Company.It is also feasible to implement the flexible-benefits system in the capital,technology,and the employee recognition.Because XX Company is beginning to implement the flexible-benefits system,it should choose the hybrid matching flexible-benefits system with simple operation and low cost.First of all,it should determine the welfare points,and the menu options of the flexible-benefits system.At the same time,it should set up a clear restraint mechanism and restrict cost control.It should start from training all workers,then the transitional implementation,amendment and improvement,finally begin the formal implementation.In order to guarantee the implementation of the program,it should provide the security of organization,system,technology,and capital.Flexible-benefits have become the trend of the future welfare.The research on the design of flexible-benefits plan of XX Company’s is of great significance to increase the core competitiveness of enterprises.This topic is helpful to enrich the theory of human resource management,salary management,enterprise management,but also can provide theoretical guidance for XX Company and other enterprises flexible-benefits.It has a certain theoretical value.At the same time,the study is based on investigation and theory,so the flexible-benefits plan has a scientific.It can reduce employee turnover rate,attract talent,improve employee satisfaction,and finally will enhance XX Company’s core competitiveness in the market.It has important practical value. |
