What benefits do state-owned enterprises have?

Question 1: What are the benefits of state-owned enterprises? The benefits of state-owned enterprises are different. Generally speaking, five insurances are industrial injury, unemployment, pension, medical care and maternity, and one gold is housing accumulation fund.

It is true that foreign college students and state-owned enterprises sign a five-year contract to get an account. When signing the contract, there should be a mutual service period agreement for liquidated damages, which will stipulate the detailed service period and the amount of breach of contract.

Question 2: What are the employee benefits? Many people don't know how to understand the salary and benefits of an enterprise when looking for a job. I don't know what the general employee benefits include. Now let's sum it up for you:

First, the basic monthly salary and commission

are your basic salary. The minimum basic salary in Shenzhen has just risen to 1,1 yuan/month. Every company will make it clear to the employees it recruits. It should be noted that: 1. The monthly salary of a general enterprise is pre-tax. If your previous enterprise is after-tax salary, your resume requires it. 2. Many enterprises have stipulated performance pay, which may also be a trap, that is, a certain proportion (usually 3%) of the salary negotiated with you is taken as performance pay, and the amount of payment is determined according to the results of performance appraisal. However, in practice, many enterprises have become a means of disguised salary reduction. 3. If you are a salesperson, the basic salary is more of a basic salary concept, and you should pay more attention to the quality of the platform and the commission ratio.

Second, cash subsidies

Many enterprises provide cash subsidies to employees, the most common of which are three types: meal subsidies, bus subsidies and communication subsidies. Generally, business trips and daily taxis are also reimbursed, but there are also cases. For example, taxi subsidies in some enterprises are stipulated according to responsibilities and levels, which is a lump sum form, that is, no matter how much you actually spend this month. In fact, this system is very unreasonable, and it is easy to cause the phenomenon that the more people do things, the more money they have to pay.

Other subsidies, such as marriage, childbirth, funeral subsidies, oil subsidies for driving, housing subsidies for renting houses, etc., account for a small proportion.

Third, holiday gifts

Out of respect for China's traditional habits, it is also in line with China's national conditions. Most enterprises will provide their employees with holiday gifts or gifts, most commonly during the Spring Festival, Dragon Boat Festival and Mid-Autumn Festival, which can at least make their employees feel humanized. On the one hand, local enterprises and Taiwan-funded enterprises do better, while foreign-funded enterprises and Hong Kong-funded enterprises may ignore it.

At present, many companies with good corporate culture will give their employees birthday gifts or hold birthday parties, which is also good and makes people feel very warm.

4. Year-end bonus

Year-end bonus accounts for a large proportion of employees' income in many enterprises, sometimes even accounting for 3%-5%. Some enterprises directly stipulate double salary, three salary or more at the end of the year, while others distribute it to employees according to their performance. These are all considerable income.

However, it is not good for many enterprises to use the year-end bonus as a means to retain people. For example, in an enterprise I have experienced, the year-end bonus of the previous year will be distributed bit by bit to July of the next year before it is finally given out. It is a pity to wait for half a year to leave this year. This is not good and violates the original intention of the year-end bonus.

V. Insurance

Generally, enterprises buy social insurance for their employees according to the law, which generally includes pension, medical care, unemployment insurance, work injury and maternity insurance, plus housing provident fund, which is collectively called five insurances and one gold. However, in practice, many enterprises can save money, so it is good to buy three insurances. Not to mention that even the whole of Shenzhen has not started to buy housing public funds. In order to avoid paying insurance, many enterprises will sign a yin-yang contract with their employees. The salary reflected in the contract is generally the local minimum wage. In this case, employees should carefully weigh the consequences, and your retirement salary may be very small in the future.

some enterprises will help their employees to buy collective commercial insurance, generally accident insurance, which is a benefit only available to a few high-quality enterprises.

VI. Paid Annual Leave

It is stipulated in the Labor Contract Law that enterprises should give paid annual leave to employees who have completed one year, which is generally one year and five days. Enterprises will generally give middle-level management employees or employees who have made outstanding contributions more days of annual leave according to the actual situation, but it is generally at the expense of voluntary overtime at ordinary times.

VII. Tourism, expansion and training

Generally, companies organize employees to travel once or twice a year to relieve work pressure, enhance enterprise cohesion and feelings among employees, sometimes in the form of outdoor expansion.

Enterprise training is divided into internal training or external training. Generally, the cost of external training is high. Some enterprises will require employees to fill out training contracts to ensure how long they will be seated, otherwise, they need to refund the training fees. Generally, we should be cautious. It can also be divided into vocational skills training and external skills training. Vocational skills training is easy to understand, and external skills training is generally: academic training, foreign language training, certificate training, etc. ...> >

question 3: what comes first in the welfare distribution of state-owned enterprises? It's a few big field days and year-end awards, because the usual salary is not high, so it's really not high < P >. Let's count the subsidies and so on. During the Spring Festival, May 1st, 11th, Spring Festival, and New Year's Day, money is generally paid back, 2+, and there is also a high temperature fee for summer vacation. < P > If the enterprise benefits well, it will be paid with a double salary or a triple salary or something. Other subsidies will be distributed in kind, such as Mid-Autumn moon cakes and supermarket cards at ordinary times.

question 4: what is the difference between wages and welfare benefits between state-owned enterprises and private enterprises? What is the difference between private enterprises and state-owned enterprises? State-owned enterprises are an iron rice bowl, while private enterprises may be laid off at any time? Is this the biggest difference? Sometimes we may feel unfair. Working in state-owned enterprises, getting to and from work on time five days a week, can earn ten thousand dollars a month without too much pressure, and there are all kinds of welfare benefits, while working in private enterprises has a lot of work pressure every day, and the salary is not much. The salary of monopoly state-owned enterprises is so high, and the salary and welfare of private enterprises are so low, which is extremely abnormal and unfair. Working in state-owned enterprises is not fair. Working in a private enterprise does not mean that you are incompetent and of poor quality. Under such a huge income gap, it is not a question of personal ability, but only that there are some defects and mistakes in the social system.

Question 5: What benefits should employees enjoy? Salary is no longer the only purpose pursued by employees, and the improvement of employees' welfare is not only paid more and more attention, but also the connotation of employees' welfare will be increasingly individualized and diversified. Under this change, enterprises must make corresponding adjustments to their welfare and salary systems, so the concept of flexible welfare system came into being, which will provide enterprises with another direction of thinking and development.

At present, employee welfare items in enterprises generally include:

1. Bonus.

2. Bonuses: refer to year-end bonuses, competition bonuses, research and invention bonuses, special merit bonuses, long service bonuses, fuel material saving bonuses and other non-recurring bonuses.

3. Legal or commercial insurance.

4. Save money on Spring Festival, Dragon Boat Festival and Mid-Autumn Festival.

5. Medical subsidy, education subsidy for workers and their children.

6. Employees receive service fees (various tips, etc.) directly from customers.

7. Congratulatory gifts, solatium or libations from employers for weddings, funerals and celebrations.

8. Compensation for occupational accidents.

9. Labor insurance and the insurance premium paid by the employer for the insured to join commercial insurance.

1. Travel expenses, travel allowance, communication expenses, night fees and meal fee.

11. Work clothes, homework supplies and their vouchers.

12. Other welfare items designated or approved by the enterprise director.

The above employee benefits can be divided into statutory welfare expenses (such as statutory insurance, occupational accident subsidy, one-child fee, etc.) and welfare expenses designed by non-statutory enterprises (such as group accident insurance, employee travel, male paternity leave, annual health check, etc.). Basically, employee welfare plays a negative role in employee morale, and its main purpose is to ensure and stabilize employees.

In practice, many enterprises usually have the following problems in the planning and implementation of employee welfare system:

1. It is difficult to grasp the needs of employees: the evaluation standard of the effectiveness of any welfare system planning should be the effect after implementation, and the appearance of the effect is the employees' sensitivity to welfare matters. If a well-intentioned welfare project does not meet the needs of employees, the result will only waste resources and even cause resentment among employees. However, under the independent public social value, it is very difficult to grasp the needs of individual employees. In practical work, as far as employee travel is concerned, it used to be the same pain for many human resources workers to find a tourist spot that employees have never been to or that most employees are willing to go to, or which one to buy for the three holidays.

2. The standard of welfare is usually easy to be high, but difficult to be low: the welfare is usually set when everyone is happy, but when the company has limited budget or financial difficulties, it is difficult to reduce it. For example, in previous years, the three gifts were all 2, yuan, but this year, due to the economic downturn, it is difficult for the company to drop below 2, yuan. Although the company's operation will have ups and downs, the welfare items set when the operation is good will usually become a nightmare that can't be avoided when the operation is low.

3. Welfare budget is not easy to compile: because employees' preferences are not easy to grasp, it is usually difficult to grasp the possible budget for each optional welfare item in the early planning stage, so it may happen that the funds are finally written off or the implementation results exceed the budget.

4. Fairness is difficult to balance: the discussion of "fairness" is what welfare matters are most afraid of. For example, can an equal amount of money be refunded if an optional welfare does not participate? Can contract employees participate in the company welfare plan? Should new employees and senior employees enjoy different benefits? Such problems often consume considerable energy of the contractors.

5. Waste of special personnel: It is absolutely impossible for one or two people to undertake the real implementation of various welfare plans, but welfare matters do not happen every day, too many manpower arrangements are wasteful, and it is impossible for temporary guest helpers to handle all the work professionally. Under the current requirements of streamlining, it is really not easy to arrange welfare plan executors.

when a single supporting welfare system is implemented, because each employee has different needs in mind, when the welfare system can't meet the needs of employees, it will not produce incentive factors, resulting in no change in work performance. When the flexible welfare system is implemented, it can meet the different needs of each employee, and achieve the positive impact of the welfare system on employees, resulting in the promotion of incentive factors and the relative improvement of work performance. In this way, it is a valuable choice to establish a flexible employee welfare system.

Flexible welfare is also called "buffet welfare" (Cafeteria......> >

question 6: will employees of state-owned enterprises have welfare housing distribution in the future? The welfare housing distribution system has been abolished, but it may be possible to buy a relatively large house with very little money

Question 7: What are the advantages and disadvantages of enterprise welfare? The welfare planning made by enterprises for employees has changed from a paternalistic role in the past to an active one. Its main functions are as follows:

1. Reducing the tax burden of employees

The salary adjustment range of employees in the company is always the focus of attention every year. It is not because of the employees' contribution to the company in the past year that it depends on whether the salary adjustment this time meets their expectations and decides to stay or find another job. However, will the salary increase really increase the annual net income of employees? From another point of view, the salary increase represents the increase of income (that is, open source). However, the salary increase will inevitably have budgetary restrictions, and the annual income tax rate may be adjusted upward because of the salary increase, which will increase the tax burden. If an enterprise can start planning employee benefits (that is, throttling) from the reduction of employee taxes, it will not only have the effect of double salary increase, but also fully cut into the needs of employees.

second, increase the advantages of enterprise recruitment

when deciding whether to join another enterprise, most of the factors considered by job seekers are the company's popularity, whether the job itself is challenging, salary and benefits, and so on. Generally speaking, the popularity of enterprises can often attract outstanding members and then create generous profits in order to give back to the society and start the popularity of enterprises; Both the challenge of work and salary and welfare can be incorporated into employee welfare planning. From this point of view, job seekers are not always looking for money when looking for a job. Therefore, as long as enterprises do well in welfare planning, they can not only avoid external vicious poaching, but also make the most efficient use of personnel budget.

Third, strengthen the retention intention of core employees

It can be expected that the downsizing of the internal staff of the organization can be expected when the business without core competition is gradually transformed into outsourcing. At this time, the core personnel existing in the organization are the elite who will create value in the future, enhance the core competitiveness of the enterprise and create higher added value. According to the Law of 8-2, the internal resources of an organization should be allocated to 2% of the members who create 8% of the profits of the enterprise. Therefore, it is important to focus on the welfare of key-man (including financial and non-financial) within the organization. Establishing a welfare plan that conforms to the characteristics of the enterprise can not only moderately improve the morale of employees, but also retain key employees to work hard for the company.

Fourth, avoid seniority liabilities

At the end of the year and the beginning of the year, the most vexing problem for business owners is the issue of salary increase. This is indeed a dilemma. If the salary increase is too large, it will cause a heavy burden on the operating costs of enterprises. If the salary increase is too small, it will probably lead to an immigration tide. Indeed, the salary increase is not just an increase in the monthly salary on the books. Others, such as the upward adjustment of the insurance salary for labor and health insurance, the increase in the amount of pension contributions (in line with the implementation of individual retirement accounts in the future, this part of the amount is bound to greatly increase the burden on employers), and the calculation basis for employees' pension and overtime pay has increased. Don't business owners have other magic weapons as a way to reward employees besides salary increase? At this time, competitive employee welfare planning came into being, such as employee dividends and shares, retirement and medical insurance, housing and car loans and education subsidies. Although the salary level of some enterprises implementing competitive employee welfare planning may not be the best in the industry, the reason why job seekers rush to invest the most is that the value they create far exceeds the value of salary increase of ordinary enterprises.

the planner of future employee benefits.