Employee benefits can be divided into two categories: statutory benefits and company benefits. Statutory welfare is the part of salary that the state or local government forces all kinds of organizations to implement in order to protect the interests of employees, such as social insurance; Enterprise welfare is based on voluntary enterprises.
Salary and benefits include: supplementary pension, medical care, housing, life insurance, accident insurance, property insurance, paid vacation, free lunch, shuttle bus, employee entertainment activities, leisure travel, etc.
Extended data:
First of all, the external factors affecting salary and welfare management mainly include the following aspects:
1, national policies and regulations. Organizations must consider relevant national policies and regulations when formulating compensation policies.
2. Supply and demand of labor or talent market. When supply exceeds demand, employees have to accept lower wages: when supply exceeds demand, employees can often get higher wages.
3. Local living standards. When the local living standard is high, in order to ensure the living standard of employees in the organization, the organization must appropriately raise the wages of employees.
4. Local income level (market salary level). In order to stabilize human resources and retain talents, organizations must keep employees' salaries equal to local income levels when formulating salaries.
Two, the internal factors affecting the management of compensation and benefits mainly include the following aspects:
1, ability to pay. That is, the operating conditions and economic strength of enterprises. It is often directly proportional to the salary level of employees.
2. Different nature of work. Different jobs have different complex procedures, skill requirements, work intensity or load. This difference is an important basis for organizations to determine the salary difference.
3. Differences in employee status. Differences in length of service, age, education level, gender and professional skills among employees are also important basis for organizations to determine salary differences.
4, the organization's assumption of human nature. If the organization regards employees as "economic persons", the organization's salary form will adopt economic salary; If employees are regarded as "social people" or "complex people", then non-economic compensation will be used more in the salary form of employees.