Compensation and benefits: American evidence. Compensation and benefits.

Pay, reward, publicly praise and give gifts - what is the best way to encourage workers to do more direct and effective work? Expertise, with Eexecutive. ru Having discussed the topic, one-liners in our Duma about those that the company will not go far on including penny bonuses - it is ineffective and expensive. Moreover, even penny payments, as well as the “classic” incentives given to the social package, were lost in the last century. Nowadays, these methods are successfully combining with new ways to infect the worker with labor hazards. So how do you attach the labor fuse to the staff? We have evidence on this topic and successful examples from practice.

Access to a set of standard benefits

A thought from a recruiting agency analyst Luxoft Personnel Deer Daragan, intangible motivation as a tool for promoting the loyalty of military personnel continues to gradually go beyond the traditional methods of desire - awarding certificates, diplomas, medals or assigning additional days of leave - and everything is gaining Greater significance is equaled by material motivation.

“Today’s companies compete one after another with a variety of methods of non-material motivation for obtaining and strengthening employees - organizations are often forced to reveal some faults, each new and new. terial blessings, so that they can be seen in the same manner by others, like Olena Daragan. - At the same time, there are low bonuses, which could lead to a significant advantage when choosing a place to work, and there are no effective motivation tools through a wide range. Thus, for example, the importance of voluntary medical insurance is lost, since it is difficult to find a serious company that is developing and does not provide anything. In this same situation, the following options for non-material motivation emerged, such as the provision of a comfortable office, the organization of work areas, sports and cultural events, parties, groups of interests, etc. We can say that these types of motivations become a must-have program for all great companies.”

Increasing intangible and material methods of stimulation

We have our own personnel selection group for a recruitment agency "Unit" Oksana Samokhina This means that today’s companies have non-material motivation and use a folding tool, the importance of which is important to re-evaluate: “The application of non-material motivation to staff is impersonal. There may be a prospect of acquiring new knowledge and skills; giving a job with prospects for township and professional growth; respect to the business of the company; creation of minds that form a form of professional pride, special responsibility for work; the clarity of the call, the security of opportunities to figure out for yourself from the practice; recognition among individuals and among colleagues - presentation of valuable gifts, certificates of honor, presentation of honors for special merits, awarding of orders and medals, badges, assignment of honorary titles - as it happened in the USSR and is still deprived of appearance Looked differently; stimulation during free time (giving additional days off, vacations, choosing the time of vacation, flexible work schedule).

In this case, in Samokhina’s opinion, it is unacceptable to choose only one of the methods of motivation. Methods of material and non-material motivation must be carefully followed in strictly balanced proportions.

Correctly set the mark in front of the combatants

The expert also points out the widened mercy of companies - when developing the motivation of the employees, the manager often forgets an even more important point - the formulation of the task and the goal. “The procedure for setting goals with the right approach is the most powerful method of motivation, as long as practitioners become focused on achieving results and performance criteria become reasonable,” says the expert.

“All people are different, and everyone’s motives are different, and since you already have a group of people, a team, that simultaneously drives your major business development, then you constantly need to encourage the motivation among them, I to create team spirit, so i with each person individually,” like Oksana Samokhina.

Show what the company has to offer about skin inflammation

Certificates with certificates, but what about the good old bonuses and the thirteenth salary? Why does this method of motivating people more often fail? Experts commented on various aspects of this diet.

So, the general director of the company VENTRA Marina Simonova This means that providing employees with higher wages is clearly a good option, and moreover, it is the most cost-effective for the company. “The wage increase has a temporary effect, and then it stops working. The benefits that are standard for all health workers are still not available: the health worker does not understand that the company is talking about someone else,” the fakhivet said.

In her opinion, Oksana Samokhina emphasizes material methods of motivation as the most reliable and proven way to reward competitive workers: “Frequently used methods of material motivation include bonuses, bonuses, benefits, insurance. , interest-free loans, fitness programs, foreign travel, various compensations for travel expenses language, car, apartment and so on. Groshova Vinegorod gives a great guarantee of increased efficiency of the work of the doctors. However, organizations cannot endlessly appeal to such methods of motivation for reasonable reasons, and there is a need to move to a higher level of demand and to rely on more complex methods of motivation.”

Olena Daragan also values ​​material motivation as an important tool for personnel management, but it is less effective in other ways of wanting: “Inform the spyware, asking what they are targeting.” You don’t have to pay pennies, you won’t be able to stay in the company for a long time, and you won’t be able to use alternative methods of non-material motivation . In addition, in such areas as IT, where we are afraid of an overheated market in terms of wages, material motivation ceases to play a major role and intangible ways of wanting a joint venture come to the fore. "European Biologists".

Introduce a benefit system for the little one

The theory is a miracle, but is it a motivation system that combines the material and non-material interests of the military personnel, which works in practice? Speaking about the success of her company, Marina Simonova also says that the penny factor of motivation is effective, but not sufficient. “In addition to the salaries of rich robot sellers, they offer a social package to their employees. In this case, it is important to be more aware of the fixed packages of benefits: the browser cannot select the settings of the benefits, but may be entitled to choose from those who do not plan to vikorist. As a rule, the company does not compensate the employee for the use of non-corrosive benefits and does not provide any replacements. If the health worker appears to be receiving benefits from the voluntary medical insurance system, which is what robot sellers preach most often, he will be completely deprived of any additional advantages. - says Marina Simonova. − The inconsistency of this scheme has made it difficult for our company to rely on it. Vibіr bu zroblenie na kosti sistema benefitіv za principiyu cafeteria or cafeteria plan".

According to the expert, the main value of the system’s value compared to primary corporate schemes lies in the fact that the security service removes a completely customized package of benefits and selects propositions in which it is effective savings, which means that the company’s money is not wasted in vain.

“What is this scheme like? For every category of healthcare workers, the company sees a small budget - it looks like pennies or smart points. A special “menu” describes various options of benefits with all possible parameters and minds, and also indicates their versatility, says Marina Simonova. − In this case, each category of military personnel has a small budget, within the framework of which, behind the improvised “measure”, they collect the benefits they need. Students with disabilities can choose from the following benefits: medical care; life and health insurance; gym membership; compensation of expenses for transport; compensation for mobile communications; financial science; compensation for food and other.”

According to Fahivtsa, such a system of benefits gives excellent results, with which the company spends as much money as before. “However, for medium-sized and large organizations with more than a hundred employees, the administration of such programs becomes a real problem. Our company has a portal solution for this purpose, which allows you to handle the process of subscribing insurance providers to available benefit packages and document management from postal service providers (insurance companies) online. Yes, the gyms are too), - Marina Smirnova sums it up.

Build an office with another booth for students

A motivation scheme is described that conveys the visibility of the budget. Ale scho robiti, how is it bordered, but is it still necessary to motivate the staff? The idea of ​​Marina Simonova, the head of the company, is to create the most comfortable washbasins for a sick person. “I’m still “angry” with the corporate culture of the company, so I don’t think about changing my place of work. Give the new soldiers more freedom. Place tight frames before the end of the working day: let the working day begin at an early hour within a given time period, for example, from 08-00 to 12-00. A person who hangs out and does not stand in front of wound traffic jams can work with much greater benefits than those who are afraid to get up from the dust, do not eat and come to the ninth morning. - the expert recommends. - If the planting and binding of a sports uniform do not allow, give him the ability to work at home. Nowadays, there will be no borders for workers, and for the company, the home office mode is another additional benefit for the reduction of office and administrative costs. Customized benefits and a comfortable corporate culture are the axis that will help the healthcare worker and the company at the same time.”

Olena Daragan also identifies the trend of erasing the cordons between the office and the booth as one of the key ones: “You can see a hidden trend in the development of non-material motivation: the re-creation of the place of work for the university as a “closed system” ", the micro-center that nurtures all spheres of your life - the beginnings, the burials, family, finance, health, and so on, helps you to achieve self-realization, be socially active – and all in the greatest possible contact with work. It is certain that in the future, the most successful candidates on the market will be able to select those companies that will give the candidate maximum freedom of action in all spheres of life without interference from competition.

Photos of the announcement:pixabay.com

Option to buy shares (stock options) gives the manager the right to buy back the company's shares at a fixed price during the current period. Then the investor relinquishes the right to buy the company's shares for a few shares at the current price. Since the purchase price is fixed, the stock manager is in charge of maximizing the market price of the shares for the period during which the shares are transferred. Set the period of the proposition of the option program to become 10 days.

Divide:

An option to buy shares at a fixed price during the current period.

A discount program for purchasing shares at a price lower than the market price.

A bonus program that allows the manager, after the end of the promotional period, to withdraw not shares, but the amount that makes the difference between the current performance of the performance period and the number of shares and their performance in the future . Such a program is called a phantom stock option and is suspended if shareholders do not want to “dilute” the business.

Grant for free holding of shares upon achievement of financial indicators. Each time the number of shares is determined that will be transferred to the manager once the target is achieved. The goal of promoting the value of your share package can motivate the hired manager to increase the company's value.

Exchange option – free withdrawal of a single package of shares during the hour of work from the company under the current term.

Index programs – the ability to purchase shares at a price that is below the Galouze market index.

Benefits

Benefits - the essential part of the compensation package: additional benefits and compensation that workers receive indirectly, and not in the form of direct penny payments.

Goals of the compensation and benefit system:

1. Obtaining qualified workers. Most American companies place a lot of emphasis on personnel selection. It is important that if you manage to find a reliable worker, you can save a lot of money (there will be no conflicts among the team, the work will be eliminated clearly, the company will grow, and its image will be brighter It's too bad).

2. Motivation. As a practitioner of motivation, he focuses on his commitments more effectively. Increasing the motivation of employees and reducing the effectiveness of work are one of the main goals of HR strategies.

3. Morning with the company. Whenever there are qualified personnel, the company wastes money on the needs of other people, and also wastes its commitment to do good and thereby helps its competitors.

The amount of benefits in American companies is 40% of the main (basic) salary.

Benefit cafe

In many American companies, workers are given the right to choose those benefits that better and better suit their needs and interests – cafeteria style.

Lincoln Industries distributes compensation to robotic workers based on the effectiveness of the work they produce. The main ones div. at the table 2.

Table 2

List of current benefits and rewards Cornell University, Div. In Table 3.

Table 3

Most often, compensation and benefits in American companies are handled by HR department managers. Great companies have a breakthrough - they have developed and administered a payment strategy in a manner consistent with the company's goals and the needs of the staff.

Cornell University, for example, has three departments, one of which deals with the payment of salaries, the other with benefits, and the third develops a program to support the healthy lives of investors and healthcare workers. At Lincoln Industries, which employs nearly 500 people, three people are responsible for compensation and benefits: the company’s largest compensation and benefit system, and the one directly responsible for compensation to top management, which includes incentive programs. ive) and privileges ); responsible for compensation and benefits for all personnel (except for top management); Responsible for system administration.

A fresh look at the topic of compensation & benefits - from direct motivation of staff to comprehensive schemes and digital infrastructure.
Moscow, 20-21 spring 2018, Holiday Inn Moscow Suschevsky

The topic of motivating hired personnel has been discussed for a long time. Over the past 10-15 years, many aspects of the sphere of compensation and benefits have been extensively discussed on the “molecular” level. All information is in books and in open containers.

Then we will open a forum, where we will discuss the same with those who are responsible for this?

Instead, in order to develop this faceless project with compensation and benefits, the InterForum team recruited professional practitioners (your colleagues) and simultaneously collected the best available and advanced solutions from various sources.

We know about the way companies live today in the real world, mostly in the face of hype and uncertainty.

C&B+ FORUM 2018 VIDBUVSYA: June 20, 2018

PHOTOS OF PARTICIPANTS AND SPEAKERS IN THE 2018 FORUM

Key topics for the forum

• Optimization and transformation of motivational schemes. How to adapt to changes - shvidko?
• It’s not cumbersome, but simple, and yet effective. Input from KPIs, bonuses and folding schemes;
• Digital and Automation of HR processes in advance, and in detail. From the beginning to the point;
• Emphasis on operational efficiency and de-emphasis on short-term goals;
• Review of wages and the Russian market in 2018. Forecasts 2019;
• Non-standard approaches to non-material motivation. Why work if you have a lot of “want”, little budget, and even fewer people who could make it happen?

And also, business game, master class, interactive discussion with participants during the talk-show on Wednesday 20th
And a lot more...

WHO NEEDS TO VIEW THE FORUM?

• Director and staff
• Kerivniki HR department
• Directly to Kerivniks Selection, Learning, Evaluation, Motivation
• Work management with personnel
• Managers of the staff motivation departments
• For C&B professionals

If you or your colleagues want to join in advance, you can contact the forum producer.

It is no secret that such concepts as “compensation” and “benefits” came into the post-Russian corporate world with foreign companies. Do you want to stop, saying, about what mov, hiba in the Radyansky Union and in present-day Belarus there were no such people to understand? So, of course, they did. But their place was different. As a rule, it was about compensation and benefits that organizations are required to provide to workers by law. And in our case, we are talking about compensation and benefits that companies offer voluntarily in order to encourage staff to work efficiently and to curb the waste. We are presenting material about those who study in the USA.

Goals and approaches to compensation

The system of compensation and benefits (benefits) in America is designed to achieve three main goals: obtaining qualified workers, motivating them, in particular, to improve their jobs and become established in the company. Let's look at the skin for these purposes in more detail.

1. Obtaining qualified doctors . Most American companies place a lot of emphasis on personnel selection. It is important that if you manage to find a reliable worker, you can save a lot of money (there will be no conflicts among the team, the work will be eliminated clearly, the company will grow, and its image will be brighter It's too bad).

2. Motivation . It is no secret that as a practitioner of motivation, he focuses on his obligations more effectively. Increasing the motivation of employees and reducing the effectiveness of work are one of the main goals of HR strategies.

3. Morning with the company . What does the company expect in the context of personnel qualifications? The company wastes money on other people's desires, and perhaps even worse - it wastes its commitment to do good and thereby helps its competitors.

In order to attract, motivate and train staff, American companies have begun to develop a variety of pay schemes. In addition to the emergency salary, they began to promote benefits to their spivrobitniks (pilgi, supplementary wine town). The amount of benefits in American companies is 40% of the main (basic) salary.

In America, there are two approaches to paying for payments - the traditional one and Total Rewards (outside wine towns). In the words of Ruth Jones, director of SHRM's Lincoln, Nebraska office, For traditional approach to compensation Characteristic are the basic standard tariff rates of wages, insurance to the pension fund, health insurance, and life insurance. How additional programs can be used to support a healthy way of living (wellness plan) or partial payment for training. However, the number of benefits provided is small. And all of these benefits are viewed separately, and not as part of a single payment system.

If the company uses a vikory approach under the name Total Rewards This means that the company has a payment system, which includes various costs for earnings, motivation and motivation for staff. This is one great package of benefits for staff, which often consists of such important components as salary, benefits, support for the balance between work and family (Work-Life), recognition for the merits and performance of the work (Performance and Recognition), development and career 'It's not growing. The benefits, as a rule, are different than the traditional approach. There are a lot of companies in America that follow the principle Total Rewards, urgently distribute and distribute booklets to healthcare workers about the types of compensation and benefits available. A typical booklet includes a list of pension plans, health insurance, life insurance, promotion of a healthy lifestyle, various types of benefits, programs for providing psychological and moral assistance to healthcare workers, etc. These services are offered by different companies, but they are presented as one plan with a variety of options that can be selected according to your specific requirements and needs.

In this manner, vikoryists Total Rewards, companies are trying to obtain and improve qualified personnel not without additional salaries. Among the advantages of this approach is a significant change in staffing levels, more effective recruiting and less absenteeism (many companies offer services to look after children and elderly people). In the words of Ruth Jones, Total Rewards is becoming even more popular, but mainly in large enterprises, which have resources for the development of such a complex payment system (Div. Table 1).

Table 1

We would like to present you with information about two completely different organizations: Lincoln Industries and Cornell University.

Lincoln Industries distributes compensation to robotic workers based on the effectiveness of the work they produce. The main ones div. at the table 2.

Table 2

Compensation Cornell University(New York State) Lincoln Industries, as well as its personnel, are subject to completely different goals and objectives. At the university they work around 3 thousand. first-class investors (for example, in 2006–2007, three Nobel laureates contributed there), about 11 thousand. Newborns will start around 20 thousand. students. The great number of benefits of the program for depositors and university workers allows the university to occupy a leading position among the world's depositories. The list of various benefits and achievements that will promote this university, div. in Table 3.

Table 3

Who handles compensation?

Most often, compensation and benefits in American companies are handled by HR department managers. Great companies have re-engineering departments that develop and administer a payment strategy that aligns with the company's goals and staff needs. Cornell University, for example, has three departments, one of which deals with the payment of salaries, the other with benefits, and the third develops a program to support the healthy lives of investors and healthcare workers. Lincoln Industries, which employs nearly 500 people, employs three people to handle compensation and benefits. This is Den Creek, which is responsible for the entire system of compensation and benefits for the company and especially for compensation of top management, which includes incentive programs and privileges; Endi Timm, responsible for compensation and benefits for all personnel (except for top management); Mind Stone, responsible for system administration.

Benefit cafe

In many American companies, workers are given the right to choose those benefits that better and better suit their needs and interests – cafeteria style. Lincoln Industries, for example, has a number of types of health insurance and essential benefits, such as life insurance, advance payment of legal services, short-term insurance in case of emergency, etc. At the University of Nebraska at Lincoln, such benefits include health insurance, dental insurance, and long-term accident insurance. Competitors can benefit from all these additional benefits, although their monetization is often not transferred. It is explained that by paying money instead of benefits, the company itself wants its employees to be supported by them.

Advances in the field of compensation

According to Professor Nancy Myers, director of organizational change at the University of Nebraska, there are no qualified qualifications in the field of compensation in American universities. However, at many universities, courses are transferred with compensation and benefits within the framework of the Human Resource Management program and a certificate can be withdrawn. The USA has an established organization, the Total Rewards Association, which conducts initial testing in this area with further awarded certificates: CCP (Certified Compensation Professional), CBP (Certified Benefits Professional), GRP (Global Remuneration Professional) and WLCP (Work-Life Certified Professional), just showed up recently. ).

Dan Krick, Vice President of Human Resources, Lincoln Industries, Angela Davenport, Operations Excellence Leader, Vision College, Lincoln Industries, Ruth Jones, Representative Director, SHRM Lincoln (Nebraska) Nancy Myers, Director of Organizational Change at the University of Nebraska at Lincoln.

Upon closer examination, it appears that the socialist principle of “everyone gets the benefit, the skin gets the job”, in terms of the ideology of adoption, is very close to the recent breakdowns of the democracies of the post-industrial world. , not until marriage, which is formed on the ruins of the post-graduate world. Nowadays, business that is still alive and operates according to the principles of “wild capitalism” is beginning to show the first signs of assimilation of civilized norms of mutual relations between the employer and the hired worker.
There is an emerging trend in the promotion of compensation packages among great Ukrainian companies based on clear-sighted, sensible and practical principles that are acceptable to businessmen, and there is evidence that the evidence of a private business is This concept of “professional and loyal worker” is gradually gaining real value, expressed in the number of material equivalent.

Compensation package

Every hired worker is required to make his contribution to the company's developments and increase the profit of the employer. Naturally, I have to pay attention to the wine city. The compensation package is based on a unified system of compensation for work.

And anyway, why compensation package? Let's take a closer look at this concept.

Therefore, we are talking about compensation for the rest, the rest of the person (in a legal marriage - autonomous individuality, endowed with natural rights) attributable to the employer's time, health, intellectual potential and, in the future, knowledge and knowledge nnya, nabutya, before speech, beforehand already buli added songs of value. If one agrees that compensation is included in a package, then one is talking about a comprehensive system of winegrowing.

Words are still more important to our ears payment system pratsi I would like to know that the compensation package more accurately reflects the fact that the current compensation system will not always be dependent on power penny wine town, and also includes package of social benefits (or benefits). Nowadays, specialists in personnel services need to avoid a broader understanding of the compensation package as well as the social package. As per the diagram, the structure of the compensation package of social benefits is one of the direct compensation policies of the enterprise in various forms of penny grape growing.

Compensation policy of the company

Even though the basic principles and norms of both penny vineyards and social benefits for hiring workers are laid down in the legislative norms of the country, it is still necessary to know that the development and implementation of the compensation system is 90% a prerogative y skin company as an independent subject of government. In the minds of the market economy, the compensation system is not just a passive mechanism for encouraging the necessary minds of the vitality of hired workers, but instead, an effective tool for gaining and losing money in the organization ї professional personnel, as well as motivation for productivity and professional growth of personnel.

Apparently, It is important to talk not about a static compensation system, but about compensation management based on the company’s flexible compensation policy. In this case, for a skin company, depending on the size, scope of activity, market niche, financial potential and other market factors, the compensation policy may be different, however, it will be effective it is competitive.

In the specialized literature, there are six main directions in which the compensation policy of enterprises is developed.

1. Recruitment of competent practitioners to the company. In times of increasing competition between labor providers for the acquisition of human resources, it is important to encourage a competitive compensation system that is appropriate for these categories of employees whose work is associated with basic activity cycles and entrepreneurship.
2. Morning sickness at the company. Since the company’s compensation level does not correspond to the standards that have developed in this market segment, the organization risks wasting its employees, who are the most valuable resource in future revenues. And, moreover, in the search, the beginning and motivation of the workers have already contributed significant sums.
3. Stimulation of productive activity. The compensation system is responsible for stimulating the activity of the worker in advance of direct activity and so that the company experiences a new maximum return. Productivity, diligence and professional development, initiative and creativity - these and other competencies may be the object of a direct policy of incentives for special winegrowing.
4. Optimization of expenses for personnel. It is important that a balanced compensation policy allows optimizing personnel costs for the small substitution of penny forms of winegrowing with vicarious benefits.
5. Functionality and administrative efficiency. The compensation system aims to be clear-sighted and reasonable for the workforce and not create ambiguity in the relationships between different workers or different groups of workers. While the system may be functional, it is quite easy to administer.
6. Compliance with legislation. The corporate compensation policy is not subject to compliance with the labor legislation of the region. Otherwise, the company runs the risk of being rejected by the shipping industry, both from local civil servants and Galuzian professional workers.

From what has been said, it vibrates, that the company’s compensation policy, with its overall structure and other components, is aimed at maximizing the city’s reward for highly qualified and highly effective labor activity.

At the same time, it is impossible to select an optimal compensation system without a thorough knowledge of the underlying market conditions. I want a penny wine city, madly, and the main factor in the company’s compensation policy, We would like to focus directly on viewing the social package as an important, but still insufficiently respected, instrument of corporate compensation policy.

Social package

Yak has already been said, the order of the vynagoroda (fіksovan is not fіksovan) іshnu is parallel to the form of indirect compensation to the forms of social pits (abo Benifitiv), and they are overwhelmed by so titles social package of the company, which can become an active tool of the corporate compensation policy, except for the purpose of direct work from its development and implementation.

Why is it important for a company to completely create and promote the benefit system? Let's make a bunch of arguments.

First of all, social benefits make it possible to ensure a real improvement in the lives of military workers, most often for minor expenses on the part of the company.

Alternatively, through benefits, a company can promote its corporate values. For example, with additional compensation for the cost of memberships to the gym or swimming pool, you may want a healthy way of living.

Thirdly, social benefits may be an additional source of a beneficial psychological influx of workers, thereby reinforcing the value and significance of a particular worker in the organization that promotes his self-esteem However, loyalty to the company is consistent with the goals of the company and those in power.

Fourthly, the apology package of social benefits contributes to the formation of a friendly image of the company (PR-infusion) both from external sponsors and from the middle of the company itself.

Due to the intensified struggle between great companies (leaders in their market segments) for obtaining highly qualified employees, there is a tendency to increase the hidden portion of social benefits in companies' compensation packages and (in some companies - up to 50% of the total wine production) and expanding the range of benefits that are being promoted. Thus, according to the words of a leading Moscow organizing consultant, Oleksandr Sosnovy, the main trend in the development of compensation packages by organizations lies in the apparent increase in social benefits and payments in the underground wine system. The social policy of the enterprise is called for to confirm that the strategic goals of the organization include maximizing the employer's income, as well as the social security of the employee and the development of his personality. And to be clear, such organizations are the most effective and market successful.

U addendum 1 We tried to regulate the flow of benefits, which occur with varying frequency in the social packages of Ukrainian and Russian companies that publicly declare their compensation policy.

Addendum 1

At the same time, regardless of the wide range of benefits that are needed to formulate a social compensation package, de facto, having begun to take shape, the flow of the broadest benefits. U addendum 2 There has been an overflow of policies that are most often used by Russian companies. Statistics regarding the most popular types of robot sellers and the most successful forms of desire for staff were found as a result of research conducted in St. Petersburg.

Addendum 2

Yak Bachimo, Most of the minorities are actively campaigning for about one-third of the benefits derived from the practice of social incentives for hiring workers.

Why is this connected? Three reasons can be seen for the priming.

First of all, the donation of social benefits must be completed by paying for it. Therefore, it often turns out that it is cheaper and easier for companies to follow the path of the penny grapes of the European Union or to promote the benefits of the services that the company itself performs (banks to promote deposits, insurance companies ї - insurance, etc.).

In another way, both Russians and our Russians still have a strong belief about the Radian system of social benefits for the sake of the chronic penniless state of the average citizen. That is why it is important that most practitioners of the middle and older centuries are skeptical and distrustful of any form of winegrowing, even a penny one.

Thirdly, different socio-cultural environments have different mental values.

It is not worthwhile to go to the point of spontaneous stagnation of benefits under the company's random compensation policy. The establishment of social benefits requires a well-thought-out strategy for the selection of specific benefits, and smart tactics for their recovery.

More effective benefits

Otje, When it comes to the concept of forming a social package, the main thing is to embrace the mentality of our athletes.. Even social benefits can serve as a real incentive for trained and tired athletes, especially in order to match their mental values, so that they “convert” among the family values. order from the financial grapevine.

The fragments in the mental plane are historically closer to the Russians, not to the peoples of the western lands, for us the most meaningful and valuable evidence of Russian business. So, Russian and foreign companies formulate social packages for their employees in different ways. Foreigners who work in Russia are talking about the health of their staff, and companies with Russian capital are willing to give loans to their employees and pay for transport fares.

The follow-up study was carried out in 69 companies. We analyzed 19 types of benefits provided by the medicinal products. It turned out that you spent on most items (for example, payment for mobile phones, medical bills, etc.) from foreign companies and Russian ones, approximately the same. Prote, these approaches are radically different. Zokrema and food are paid for by 84% of foreign companies and 47% of Russian ones. Foreigners are also likely to lead in subsidies for sports activities - 20% versus 6% for Russians and life insurance - 42%, while there was no match among Russian companies that took part in the investigation. How would I insure the life of the soldiers?

Russians have a habit of cheating foreigners by giving them capital-free positions - 47% of companies have Russian capital and 24% have foreign capital. In addition, 47% of Russian companies give discounts on goods and services of the financial sector. This was less accepted among foreign companies – 22% of survey participants.

If it is important to pay attention to the results of the research, it can be noted that all the items that are led by foreign companies can be secured before investing in health – this includes payment for sports activities and life insurance. Traditional food, in principle, falls into this category. And the axis of health for Russians, in her opinion, was not of any significant value.

To confirm this point, you can send our authoritative report. To our advantage, consulting psychologists at the Sigma Center, which works with pharmaceutical companies, actively participated in the “Structure of Work Motivation” test during professional selection and certification of personnel (short instructions for the STM test are provided in addendum 3), disclosures by the Agency “Humanitarian Technologies” at the Faculty of Psychology of the Moscow State University. M. Lomonosov.

Addendum 3

The practice of using the STM test confirms that the majority of applicants are important and the operating personnel consider the “HEALTH PROOF” factor as a secondary one or ignore it altogether. Otrimymanny of the results can be able to Svydchiti, with one side, about the weswag of our spiwitchiznikov by his own healthy people, and the bazhannya prazivnikiv was demonstrated by the potential robotodavtsyu, the preparations of the pratsuvati on the nyoye of the abdomen of his own belly. " Whose sense should be respected that as long as the workers themselves and the workers themselves will be considered to be staff as “good meat”, and not to bear the competencies that will make them rich as a worker, as well as the workers themselves, the domestic market will develop It’s time to be as quiet as possible.

In such a manner The ineffectiveness of the rich benefits, expanded in Zahod, when they are sold to textile companies, is due to the fact that on a mental level the stench is not seen by practitioners as a real value. Therefore, by a completely natural reaction to the proposition of cerivism, it is easy for people to insure their health and run the gym without any costs, and we are told: “It would be better if we saw pennies...”.

Together with this It is completely wrong to accept the overriding thought of the pracievniki. It will inevitably undergo transformation, quite strongly in global valuable aspects, and rapidly in minor details. It is important to keep up with these changes and transformations. For example, since several benefits such as the provision of a corporate mobile connection and unshared access to the Internet were considered a major incentive for a fakhiv of any level, then even now the stinks in most cases are seen as standard benefits that great companies expect . If we talk about this form of social benefits, such as positions, it is obvious that they will be required due to the weak banking system in the country, and bank loans are practically inaccessible to the middle class. While such benefits are of little value to foreign companies, only the middle class has real access to cheap bank loans.

The problem of benefit management raises yet another important aspect. In addition, as the imagination of managers gives rise to new and new types of benefits for obtaining and increasing profiteers, practitioners are increasingly thinking about taking part in the formation of their personal social package.

In a Great Britain survey of thousands of diets, more than two-thirds (67%) of respondents agreed that they wanted a meal that was consistent with their way of life.

Naturally, social, age-related and gender differences cannot directly influence the achievements of specific practitioners when choosing these or other social benefits. Thus, for 71% of workers in the age of 20–30 years, the priority is corporate discounts from the gym, which, in turn, add up to only 36% of workers in the age of 30 years. At the same time, over 67% of adults over 50 believe that medical insurance is most important to them.

The same investigations showed that Out of ten workers would like to work in a company where they have the right to choose their employees. Such figures are a strong argument for the benefit of the most flexible formulation of social packages. However, the severity of this problem remains high, which does not allow workers to follow the instructions of healthcare workers everywhere. I all the time The number of pills that meet the growing needs of patients with diabetes will rapidly increase over the course of the next two years. A wealth of statistical data confirms that nearly 84% of top managers of large leading companies said they plan to provide a number of special benefits to workers in the next two years.

Obviously, with the expansion of the practice of promoting social packages, domestic companies will also face similar problems. Therefore, it is important to develop a compensation system from the very beginning, taking into account this nuance.

Finally, it is necessary to remember another important problem related to the company’s compensation policy - monitoring the effectiveness of the compensation system. When talking about the existence of social benefits, it is necessary to remember That the benefits must be paid every hour, the first worker will recognize their real value. In other words, the monitoring process ensures that the real return on social benefits and motivation for staff is prolonged in hours.

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editorial staff of the magazine