美世：打造有竞争力的薪酬方案.pdf

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1、March 2010Health&Benefits,Mercer China美世中国医疗和员工福利美世中国医疗和员工福利Creating Competitive Advantage in Benefits 打造有竞争力的福利方案打造有竞争力的福利方案1MercerAgenda 日程日程?Setting the scene:opportunities and challenges背景：经济复苏下的机遇和挑战?Creating Competitive Advantage in Benefits 打造有竞争力的福利方案Risk management 风险管理Employee engagement 员

2、工参与Cost management 成本管理Vendor management 供应商管理?Appendix:Health management附件：健康管理Setting the scene:opportunities and challenges背景：经济复苏下的机遇和挑战背景：经济复苏下的机遇和挑战3MercerSetting the scene 背景背景Countries around Asia are emerging from the recession 亚太区各国经济逐渐从衰退中复苏?Countries experiencing their own mix of economi

3、c issues,but overall recovery is beginning 各国都面临他们各自不同的经济问题，但整体而言复苏已经来临复苏已经来临?Opportunities are beginning to replace threats as the main focus 企业将工作重点从应对挑战逐渐转移到把握机遇：Organic growth 自然增长自然增长M&A opportunities 收购和兼并的机会收购和兼并的机会?However,new challenges are emerging as we leave recession 但是在我们逐渐远离衰退的同时，新的挑战

4、又悄然显现：How to retain and motivate staff while containing costs?如何在控制成本的同时保留和激励员工？如何在控制成本的同时保留和激励员工？What recruitment and development will be required for growth?如何招聘和发展人才以帮助企业壮大？如何招聘和发展人才以帮助企业壮大？?A“one time”window of opportunity is opening 只有一次的机遇之窗正在打开：The strongest companies will acquire weaker comp

5、etitors 强者兼并弱者Top talent will move 优秀的人才可能会选择转换工作Wise investment now in human capital has the potential to create lasting competitive advantage 企业在人力资本上的投入应放在那些能够创造持续竞争优势创造持续竞争优势的领域Source:Mercer“The rules of recovery,rule 4:Spend optimization“,来源：美世”重塑复苏“法则四：优化开支 the scene 背景背景How can HR help organi

6、zations respond to these opportunities 人力资源如何帮助企业把握这些机遇?Having a recovery strategy requires HR to work closely with businesses to map out various rebound scenarios,and tune HR efforts accordingly 人力资源部门需要与业务部门紧密合作，充分考虑各种经济反弹的情形，以及时调整复苏时期的人力资源策略?The challenge as we enter the budget process for 2010 i

7、s that many organizations will not restore budgets and headcounts to anything near pre-crisis levels 许多企业在制定2010年人力资源预算时面临的挑战是预算和员工编制无法立即恢复到经济危机之前的水平In near-term,employers are required to:Source:Mercer“The rules of recovery,rule 4:Spend optimization“,来源：美世”重塑复苏“法则四：优化开支 Competitive Advantage in Bene

8、fits 打造有竞争力的福利方案打造有竞争力的福利方案6MercerYour total rewards strategy 整体薪酬策略整体薪酬策略Salary薪酬薪酬Benefits福利福利Career Development职业发展职业发展Work life Style工作生活方式工作生活方式Total reward整体报酬整体报酬Easy to copy容易被抄袭容易被抄袭Your competitive advantage你的竞争优势你的竞争优势7MercerPrimary objectives of offering benefits提供福利的主要目的提供福利的主要目的32%35%5

9、4%25%48%45%59%35%66%59%Improve workforceproductivity by improvinghealth statusAttract new employeesRetain current employeesControl total labour costProvide competitive totalcompensationAll respondentsChinaSource:2009 Mercer Employee Choice Survey数据来源：2009年美世全球弹性福利调研No.of Respondents:Global 1752,Chin

10、a 253 参加调研企业数：全球1752家，中国 253家Provide competitive total compensation提供具有竞争力的薪酬福利组合Control total labor cost控制总劳动力成本Retain current employees留住现有员工Attract new employees吸引新员工Improve workforce productivity by improving health status and managing absence通过改善健康状况和控制缺勤来提高劳动生产力8MercerBenefits offered in home

11、country在所在国向员工提供的补充性福利种类在所在国向员工提供的补充性福利种类30%20%Stock or share purchase plan/股票购买计划35%71%Critical illness insurance/重大疾病保险35%4%Vision benefits/眼科福利38%27%Flexible holidays/弹性假期39%20%Employee assistance program/员工帮助计划(EAP)48%33%Flexible work schedules/弹性工作时间50%23%Income support for long-term sickness o

12、r disability/为长期疾病或伤残提供的收入保障52%29%Retirement/employee savings plan/养老金/员工储蓄计划55%20%Dental benefits/牙科福利66%50%Employer-sponsored medical plan for dependents/企业资助的家属医疗计划67%76%Sick pay for short-term absences/带薪病假84%81%Life insurance/人身保险85%81%Employer-sponsored medical plan/企业资助的医疗计划Global 全球全球China 中

13、国中国Benefits 福利种类Source:2009 Mercer Employee Choice Survey数据来源：2009年美世全球弹性福利调研No.of Respondents:Global 1752,China 253 参加调研企业数：全球1752家，中国 253家9MercerPriorities of benefit programs over the next 1-3 years在未来在未来1至至3年内健康和福利计划的重点年内健康和福利计划的重点28%8%Protect the health of employees family members保障员工家庭成员的健康29%

14、8%Reduce absenteeism减少缺勤33%19%Ease the administration of benefits programs for your organization and employees减少企业和员工管理福利计划的行政工作34%26%Ensure equitable benefits across employee groups in home country确保在所在国不同员工享受的团体福利的公平性34%18%Reduce benefit cost increases over time降低随时间增加的福利成本38%26%Educate employees

15、about their health risks and how to improve their health增强员工对健康风险及如何改善健康状况的认识41%35%Integrate health and group benefits into a total rewards approach将健康和团体福利融入整体报酬62%54%Increase employees understanding and appreciation of existing benefits提高员工对现有福利的理解和认同Global 全球全球China 中国中国Priorities 重点Source:2009 M

16、ercer Employee Choice Survey数据来源：2009年美世全球弹性福利调研No.of Respondents:Global 1752,China 253 参加调研企业数：全球1752家，中国 253家10MercerMercer point of view美世观点美世观点Creating your competitive advantage in benefits 打造有竞争力的福利方案Implementation计划实施计划实施Design计划设计计划设计Review计划评估计划评估Management计划管理计划管理intoEmployer Brand雇主品牌雇主品牌

17、EmployeeSatisfaction员工满意员工满意Cost Effectiveness成本有效成本有效to achieveRisk Management风险管理风险管理Employee engagement员工参与员工参与IncorporateCost Management成本管理成本管理Vendor Management供应商管理供应商管理Risk management风险管理风险管理12MercerEmployee Benefits 员工福利员工福利Employee Benefits 员工福利员工福利Economic经济风险经济风险Economic经济风险经济风险Compliance

18、&Governance合规及治理风险合规及治理风险Compliance&Governance合规及治理风险合规及治理风险Adequate Insurance Coverage保险风险保险风险Adequate Insurance Coverage保险风险保险风险Employee Health Risk员工健康风险员工健康风险Employee Health Risk员工健康风险员工健康风险Market Competitiveness市场竞争力风险市场竞争力风险Market Competitiveness市场竞争力风险市场竞争力风险Risks in Employee Benefits 员工福利安排中

19、的风险员工福利安排中的风险13MercerRisks solution alternatives 风险管理理念风险管理理念Identification 风险识别风险识别What are the dangers 存在哪些风险存在哪些风险Measurement 风险评估风险评估How big and how probable are the potential losses?风险发生机率和可能造成的损失规模风险发生机率和可能造成的损失规模Analysis and solutions 风险分析和解决方案制定风险分析和解决方案制定What can be done about the risks 采取何

20、种风险管理措施采取何种风险管理措施Risk avoidance风险规避风险规避Exit risk area离开风险区域离开风险区域Risk mitigation降低风险降低风险Organizational solutions组织风险解决方案组织风险解决方案Risk transfer风险转移风险转移Insurance购买保险购买保险Source:Mercer“The rules of recovery,rule 6:Spend optimization”,来源：美世”重塑复苏“法则六：管理风险 risks and decide on solutions 评估风险和寻找解决方案评估风险和寻找解决方

21、案Gap analysis and recommended solution差距分析和建议解决方案差距分析和建议解决方案Desired status/market practices目标目标/市场实践市场实践Current status现状现状Risks 风险类别风险类别Mercer risk assessment tool美世风险评估工具Employee choice赋予员工选择权赋予员工选择权16Mercer19%42%29%8%15%50%29%5%15%50%29%5%We have not considered choiceand are not likely to do soWe

22、have not considered providingchoice but might be open to it in thefutureWe are looking into the possibilityof providing more choiceWe have definite plans to providea degree of choice within the nexttwo yearsChinaAll respondentsAttitude to benefit choice program对于福利选择计划的态度对于福利选择计划的态度Source:2009 Merce

23、r Employee Choice Survey数据来源：2009年美世全球弹性福利调研No.of Respondents:Global 1752,China 253 参加调研企业数：全球1752家，中国 253家We have definite plans to provide a degree of choice within the next two years我们已有明确的计划在未来两年内给予员工一定的福利选择权We are looking into the possibility of providing more choice我们正在研究给予员工福利选择权的可能性We have n

24、ot considered choice and are not likely to do so我们尚未考虑，并且可能不会考虑We have definite plans to provide a degree of choice within the next two years我们已有明确的计划在未来两年内给予员工一定的福利选择权China 中国Global 全球17MercerThe Reason for implementing a choice program实施福利选择计划的原因实施福利选择计划的原因40%56%Support,enhance or facilitate a mov

25、e towards a total rewards program支持、加强或者帮助实施整体报酬44%62%Maximize value of existing benefit spend 现有福利价值最大化44%51%Aid retention 有助于员工保留45%29%Improve employee engagement 增加员工的敬业度56%53%Increase employees understanding and appreciation of the value of their benefits增进员工对福利的理解和认同69%51%Remain competitive in

26、our marketplace 保持市场竞争力70%69%Respond to diverse workforce needs and values 满足员工多样化的需求和价值观Global 全球全球China 中国中国Reasons for implementing a choice program 实施福利选择计划的原因实施福利选择计划的原因Source:2009 Mercer Employee Choice Survey数据来源：2009年美世全球弹性福利调研No.of Respondents:Global 1752,China 253 参加调研企业数：全球1752家，中国 253家18

27、MercerChallenges to Implement choice program实施福利选择计划的挑战实施福利选择计划的挑战31%22%Employee communication challenges 员工沟通上的困难23%18%Technology 技术上的限制36%33%Demonstrating a return on investment 证明投资回报26%21%Legal or tax issues 法律与税务问题42%36%Resource constraints within the organization to implement changes资源的限制53%43

28、%Cost 成本58%57%Complexity of administration 管理的复杂性Global 全球全球China 中国中国Challenges 挑战挑战Source:2009 Mercer Employee Choice Survey数据来源：2009年美世全球弹性福利调研No.of Respondents:Global 1752,China 253 参加调研企业数：全球1752家，中国 253家19Mercer2020%7 7%4242%2222%8 8%2525%1919%2525%2222%8 8%C hinaA ll respondentsImpact of the

29、flexible benefits program on cost实施弹性福利计划对成本的影响实施弹性福利计划对成本的影响Source:2009 Mercer Employee Choice Survey数据来源：2009年美世全球弹性福利调研No.of Respondents to this question:Global 377,China 34 回答本问题企业数：全球377家，中国 34家Cost has been largely unaffected by implementing flex成本与实施前相比无明显变化ur cost is somewhat lower than it w

30、ould have been without flex成本比实施前略有降低Our cost is somewhat higher than it would have been without flex成本比实施前略有增加Our cost is significantly higher than it would have been without flex成本比实施前显著增加Our cost is significantly lower than it would have been without flex成本比实施前显著降低20MercerHow to establish your em

31、ployee choice program 如何建立可供员工选择的福利计划如何建立可供员工选择的福利计划Your employee benefit baskets 可选员工福利种类Health 健康健康Lifestyle 生活方式生活方式Wealth 财富财富 Savings plan 储蓄计划储蓄计划 Pension 养老计划养老计划 Life 寿险寿险 AD&D 意外险意外险 Medical 医疗险医疗险 Critical Illness 重大疾病险重大疾病险 Hospital Allowance 住院津贴险住院津贴险 Health screening 体检体检 Gym 健身计划健身计划

32、For both employees and family members 可供员工和家庭成员选择购买可供员工和家庭成员选择购买 Leave 假期假期 Childcare 子女看护子女看护 Travel 旅游旅游 Education 教育教育 Transport 交通交通 Housing 住房住房21MercerMercer employee choice program options美世提供的多个员工福利选择计划解决方案美世提供的多个员工福利选择计划解决方案Health健康健康Health健康健康Wealth财富财富Health健康健康Wealth财富财富Lifestyle生活方式生活方式

33、Mini Flex 微型弹性福利计划微型弹性福利计划:Partial Flex 部分弹性福利计划部分弹性福利计划:Full Flex 完全弹性福利计划完全弹性福利计划:22MercerTips for implementing an employee choice program实施可供员工选择的福利计划的过程中需注意的问题实施可供员工选择的福利计划的过程中需注意的问题 Conduct feasibility study before starting the program在实施前先进行可行性分析在实施前先进行可行性分析 Maintain the balance between cash a

34、nd non-cash benefits 注意现金类福利和非现金类福利在福利体系中的平衡注意现金类福利和非现金类福利在福利体系中的平衡 Create greater visibility and appreciation of benefits让员工进一步认识和认可企业提供的福利让员工进一步认识和认可企业提供的福利 Utilize matured technology to manage the employee choice program应用成熟的信息系统来管理可供员工选择的福利应用成熟的信息系统来管理可供员工选择的福利 Outsource non-core and repetitive

35、tasks 外包部分事务性和重复性的福利管理工作外包部分事务性和重复性的福利管理工作23MercerWhats wrong 误区误区 Mismatch existed in what benefits employers believed employees wanted versus what benefits employees actually valued 企业认为员工需要的福利往往并不是员工认为有价值的福利企业认为员工需要的福利往往并不是员工认为有价值的福利 Most employers believe benefits programs contribute to retentio

36、n,however,only one in five employers actively market their benefits to employees 许多企业认为福利计划有助于员工保留，但仅有五分之一的企业积极地向员工宣传福利计划许多企业认为福利计划有助于员工保留，但仅有五分之一的企业积极地向员工宣传福利计划Communication is key to increasing the perceived value of your spend 沟通对增加员工对福利价值的认知至关重要沟通对增加员工对福利价值的认知至关重要How to correct it 正确的做法正确的做法 By

37、way of appropriate communication channels specific to brands 利用具有企业品牌特点的沟通渠道利用具有企业品牌特点的沟通渠道 By way of provision of practical“how to”information on utilizing the benefits 提供提供“如何使用如何使用”福利的实用信息福利的实用信息 By way of promoting the benefits regularly 定期对福利进行宣传定期对福利进行宣传 By way of illustrating the value of the

38、 benefits($)to individuals 向员工展示福利的价值向员工展示福利的价值 By way of understanding the barriers to the use of benefits available and valued 了解员工在使用企业提供的有价值的福利过程中存在的障碍了解员工在使用企业提供的有价值的福利过程中存在的障碍Source:Mercer“The rules of recovery,rule 6:Spend optimization”,来源：美世”重塑复苏“法则六：管理风险 management成本管理成本管理25MercerWhat we he

39、ar from the market 我们观察到的市场趋势我们观察到的市场趋势Employers 企业企业“At policy renewal,insurance companies are asking for 20-40%increases！续保时保险公司的保费涨幅高达20-40%！”“Unlike before,remarketing does not seem to help much to contain benefit cost increase.重新向多家供应商询价好像对压低福利成本也不再起作用。”“It is very difficult to cut benefits.How

40、 to justify the benefit cost increases internally?我们很难降低员工的福利水平，但这么大的福利成本涨幅该如何向管理层解释呢？”Vendors 供应商供应商“Profitability is more important than scale now.利润比规模更重要。”“In 2009,in order to support our clients to cope with the economic crisis,we sacrificed and did not raise the price.2010 will be different.20

41、09年为了帮助客户渡过经济危机我们牺牲了自己的利润没有涨价，2010年可不能再这样了。”“We proactively declined nearly RMB 10 million unprofitable business.我们已经放弃了接近一千万元的不赚钱的业务了。”“We want to compete on services,not on prices.我们希望在服务上与同行竞争，而不是在价格上。”26MercerMercer cost containment solutions 美世成本控制观点美世成本控制观点Health Management 健康管理Financing 资金安排D

42、elivery 计划实施Design 计划设计?Eligibility 重新考量计划的参加资格?Coverage and benefits scope 改变福利的保障范围?Cost sharing 与员工分摊成本?Flexible benefits and defined contribution structures采用弹性福利体系或缴费确定型福利体系?Voluntary benefits引入员工自购福利?Health vendor pricing and negotiations重新与福利供应商进行价格谈判?Self insurance and profit sharing自保和利润分享?

43、Multinational pooling and use of captives国际共保和使用自保公司?Administration outsourcing外包福利管理?Global or regional broking 在全球或区域范围内使用统一的保险经纪?Vendor management供应商管理?Claims management理赔管理?Consumerism education对员工进行“消费者导向”教育?Wellness健康促进计划?Health risk management 健康风险管理?Disease management 疾病管理?High cost case man

44、agement 高成本个案管理?Absence management缺勤管理Cost Shifting 成本转嫁成本转嫁Cost Management 成本管理成本管理Vendor management供应商管理供应商管理28MercerConsequences of poor vendor management供应商管理不善的后果供应商管理不善的后果Risks 风险风险Poor services 服务质量差服务质量差Employee complaints员工投诉员工投诉Extra workload for HR增加人力资源部门工作量增加人力资源部门工作量Costs 成本成本Risk redu

45、ction 降低风险降低风险Quality services 提高服务质量提高服务质量Employee satisfaction提高员工满意度提高员工满意度Reduced workload of HR减轻人力资源部门工作量减轻人力资源部门工作量Cost reduction 降低成本降低成本Benefits of good vendor management供应商管理良好的益处供应商管理良好的益处Why vendor management is so important?供应商管理的重要性供应商管理的重要性29MercerDuring Implementation 实施中实施中 KPI sett

46、ing 设定关键绩效指标设定关键绩效指标 SLA establishment 签订服务水平协议签订服务水平协议 Contract review 合同审核合同审核 Operation process establishment 建立服务流程建立服务流程Post Implementation 实施后实施后 Regular service monitoring 定期服务质量跟踪定期服务质量跟踪 Satisfaction survey 满意度调研满意度调研 Process review and SLA audit 服务流程回顾和服务水平审计服务流程回顾和服务水平审计Before Implementat

47、ion 实施前实施前 Vendor selection 供应商选择供应商选择 Price,terms and condition negotiation 就价格和条件进行谈判就价格和条件进行谈判Vendor management in different stage of benefit implementation 在福利实施的不同阶段对供应商的管理在福利实施的不同阶段对供应商的管理Appendix:Health management附件：健康管理附件：健康管理31MercerWhy bother?The wellness iceberg 健康健康“冰山冰山”Direct Costs直接成本

48、直接成本Medical and Pharmaceutical医疗费用医疗费用25%Indirect Costs间接成本间接成本Long-term disability长期失能长期失能1%Short-term disability6%Absenteeism缺勤缺勤 6%Presenteeism工作效率低工作效率低62%Source:Harvard Business Review-Presenteeism32MercerIntegrated health management 整体健康管理整体健康管理Understanding your organizational health profile

49、建立企业健康风险模型建立企业健康风险模型Collect existing health data 收集现有健康风险数据收集现有健康风险数据Review your existing health benefits and services评估现有的健康福利及服务评估现有的健康福利及服务Ensure fit for future needs确保和未来需求匹配确保和未来需求匹配360 degree organizational health check and identifying correlations进行进行360度分析识别关联性度分析识别关联性Identify the organizati

50、onal health risks确定企业的健康风险确定企业的健康风险Identify the gaps 找出现在的差距找出现在的差距Organizational health profile企业健康风险模型企业健康风险模型33MercerMost employers have employees and dependents who are企业的员工企业的员工/家属都处在不同的健康状态家属都处在不同的健康状态Stay healthy and well保持健康保持健康Understand,manage and eliminate their risks了解，管理和消除潜在风险了解，管理和消除潜