打造有竞争力的福利方案美世.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 engagem

2、ent 员工参与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

3、of economic 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

4、们逐渐远离衰 退的同时，新的挑战又悄然显现： 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 compani

5、es will acquire weaker competitors 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

6、the scene 背景背景 How can HR help organizations 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

7、 as we enter the budget process for 2010 is 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“

8、, 来源：美世”重塑复苏“法则四：优化开支 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7MercerPrimar

9、y objectives of offering benefits 提供福利的主要目的提供福利的主要目的32%35%54%25%48%45%59%35%66% 59%Improve workforce productivity by improving health statusAttract new employeesRetain current employeesControl total labour costProvide competitive total compensationAll respondentsChinaSource: 2009 Mercer Employee Cho

10、ice 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 an

11、d 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 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%Fl

12、exible work schedules/弹性工作时间50%23%Income support for long-term sickness or 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 insur

13、ance/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

14、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%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

15、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 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 apprecia

16、tion 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 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I

17、mplementation 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Employee Satisfaction 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

18、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 & 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

19、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?

20、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

21、 “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

22、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 choice and are not likely to do soWe have not considered providing choice but might be open to it in the futureWe are looking into the possibility of providing more choiceWe have definite plans to provide

23、a degree of choice within the next two 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 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We have definite plans to provide a degree of choic

24、e 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 not 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

25、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 move 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 e

26、ngagement 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 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

27、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18MercerChallenges 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%Demon

28、strating 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%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

29、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 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

30、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 would 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 significantl

31、y 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 employee 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 S

32、avings 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 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 Tran

33、sport 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

34、 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 and 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

35、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 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 b

36、elieved 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 retention, 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

37、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 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

38、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 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

39、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 hear 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 co

40、mpanies 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 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

41、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. 2009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 de

42、clined 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Delivery 计划实施Design 计划设计?Eligibility 重新考量计 划的参加资格?Coverag

43、e 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?Multinational pooling and use of captives 国际共保和

44、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 management 高成 本个案管理?Absence management缺

45、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 reduction 降低风险降低风险Quality services

46、 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 setting 设定关键绩效指标设定关键绩效指标 SLA e

47、stablishment 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 Implementation 实施前实施前 Vendor sele

48、ction 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 disa