2015第二屆中國(guó)員工健康福利調(diào)研報(bào)告

2ndChinaEmployeeHealthBenefitsSurvey

24969.64%的企 25.09

23

少于1001000-19992000-499950004.12550754.2255075 255075 現(xiàn)金補(bǔ)助（通訊，取暖，房貼等/公司配車車補(bǔ)公司配車車補(bǔ) 持股計(jì)劃補(bǔ)充公積金留任獎(jiǎng)金公司配車車補(bǔ)商業(yè)補(bǔ)充養(yǎng)老保險(xiǎn)租房彈性福利企業(yè)年金補(bǔ)充醫(yī)療保險(xiǎn)公司產(chǎn)品折扣團(tuán)體人身保險(xiǎn)現(xiàn)金補(bǔ)助公司宿舍持股計(jì)劃補(bǔ)充公積金留任獎(jiǎng)金公司配車車補(bǔ)商業(yè)補(bǔ)充養(yǎng)老保險(xiǎn)租房彈性福利企業(yè)年金補(bǔ)充醫(yī)療保險(xiǎn)公司產(chǎn)品折扣團(tuán)體人身保險(xiǎn)現(xiàn)金補(bǔ)助公司宿舍9

10現(xiàn)金補(bǔ)助（通訊，房貼等/ 是

保險(xiǎn)經(jīng)紀(jì)的選擇情況保險(xiǎn)經(jīng)紀(jì)的選擇情況 是 是否

將增加或改善的健康福利將增加或改善的健康福利健康專項(xiàng)干預(yù)計(jì)劃（戒煙、減重等電話醫(yī)療專家咨詢（心理及生理咨詢

圖表28 工健康問(wèn)題N=249 10-20%（含）20-30%（含） 大于30% 不清圖表31 康問(wèn)題N=270

是圖表35.1 度N=290

整體薪酬是雇傭關(guān)系的核心，也是吸引、管理和保留員整體薪酬是雇傭關(guān)系的核心，也是吸引、管理和保留員

更傾向于為本土高級(jí)管理層員工提供高端福利。 采用更具預(yù)防性的健康福利。隨著大家日益關(guān)注 gratitudetothefollowingHRleadersfortheircasesduringourinterviews.Lenovo(Beijing)Co.,LTD

RainieHumanResourcesManagementTraineeLenovo(Beijing)Co.,LTDShirleyHeadofHumanResources-GreaterChinaLtd./Rolls-RoyceMarineManufacturing(Shanghai)Ltd.

JessicaEmployeeRelationsDirectorGuangfaBankCreditCardCenterSamanthaXieBoehringerIngelheimChinaTableTableofPart2|ParticipantPart6|ManagingEmployeeHealthPart4|EmployeeBenefts"leadingthoughtleadershiponChinaemployeebenefits"and"thebestsourcetolearnaboutprevalenthealthbenefits".findingsarefromsomenotablechangesbetweenthetwostudies:Comparedto2013,thisyearmorecompaniesbelievethat"benefitsaremoreimportantthanwherecompaniesarepayingmoreattentiontobenefits.Seniorasacosteffectivewaytoimprovethequalityoftheirbenefitprograms.tomakebetteruseofthisvaluabledata!hassomevaluableinformationandwehopeyoufindthereportuseful.ThissecondChinaEmployeeHealthBenefitsSurveyReporthasbeenconductedintoprovideinsightsintofuturedevelopments.Overall291companiesparticipatedintheup54.30%ofparticipantswhileChinesePrivateTheparticipantgroupisdiverseandprovidesagoodlookatbothMNCandDomesticcompanyThefollowingisasummaryofthekeylessonsfromthestudy: ForManagementandSeniorManagementpositionsparticipantsreporthighertargetpayleadershiptalent. moreaggressivethantheirMNCpeers,thisisespeciallytrueattheManagementandSeniorManagementjoblevels. Participatingcompaniesareforecastingdramaticdevelopmentgiventhemarkethas

andSupplementalMedicalInsuranceremainthemostprevalentemployeebenefits.Surprisingly,retirementsecurityisstillnotseenasanimportantBenefit. 85.57%companiesoffersomeformofGroupInsurancebenefits.ThemostprevalentMedical,CriticalIllness,andAD&D. 69.64%companiesreportedthattheparticipantsidentifiedSupplementalMedical Amongtheparticipantgroup,only25.09%companieshaveaflexiblebenefitthatflexiblebenefitplansimproveemployeeattractionandretention. Only14.09%participantshaveanEnterpriseemployershaveaboutretirementprogramsin TheAnnualHealthCheckremainstheinnovativehealthbenefits.atbothMNCandDomesticcompanypractices.ProfessionalChemicalandMedicalDevicesandotherLife

Whollyforeign-ownedSino-foreignjointState-ownedenterprisesFigure3EmployeeSizeofParticipatingCompanies9991999thatBenefitsaregaininginimportance.PayManualGeneralProfessionalSenior25th50th75thatmoreseniorlevelsislikelyanattempttoattractandretaintalentedleaders.PayManualGeneralProfessionalSenior25th50th75thTotalCompensationtargetsatDomesticcompaniesvarymorethanMNCcompanies,especiallyattheManualTotalCompensationtargetsatDomesticcompaniesvarymorethanMNCcompanies,especiallyattheManualWorkforceandGeneralStafflevels.TheyalsoappeartobemoreaggressivethanMNCswhensettingpaytargetsattheManagementandSeniorManagementlevels.Figure MultinationalCompaniesTotalCompensationTargetPayManualGeneralProfessionalSenior25th50th75thFigure TotalBenefitsTargetofParticipatingCompaniesBenefitsManualGeneralProfessionalSeniorFigure DomesticCompaniesTotalBenefitsTargetBenefitsManualGeneralProfessionalSeniorDomesticDomesticcompaniesaremoreaggressivethanMNCs,thisisespeciallytrueatthemoreseniorlevels.AnexplanationforsomeofthisdifferencemightbetheuseofCashAllowancesasamajorbenefitatDomesticFigure MultinationalCompaniesTotalBenefitsTargetBenefitsManualGeneralProfessionalSeniorFigure CurrentPhilosophyaboutTotalRemunerationProfessionalSeniorequalattentionthancashCashiscurrentlytheprimaryandpreferredtypeofcompensationattheManualWorkforceandGeneralStaffCashiscurrentlytheprimaryandpreferredtypeofcompensationattheManualWorkforceandGeneralStafflevels.CompanieshaveamorebalancedapproachwithProfessionalStaffandManagement,however,forSeniorManagementBenefitsareanincreasinglyimportantpartoftotalremuneration.Figure DomesticCompanies'CurrentPhilosophyaboutTotalRemunerationProfessionalSeniorFigure MultinationalCompanies'CurrentPhilosophyaboutTotalRemunerationProfessionalSeniorFigure PhilosophyaboutTotalRemunerationintheNext2-3YearsProfessionalSenioradramaticdevelopmentgiventhemarkethistoricallyhasnotvaluedBenefitsasapartoftotalremuneration.Figure DomesticCompanies'PhilosophyaboutTotalRemunerationintheNext2-3YearsProfessionalSeniorFigure MultinationalCompanies'PhilosophyaboutTotalRemunerationintheNext2-3YearsProfessionalSeniorPart4|EmployeeBeneftsFigure EmployeeBenefitsPrevalenceamongParticipatingCompaniesGeneralMandatoryFlexibleAnnualMedicalCheck-Retirement-PensionRetirement-SavingsRetirement-EnterpriseAnnuitySupplementalMedicalHigh-endMedicalCompanyCar/CarRentedCompanyClubEducationCashAllowances(e.g.mobileDiscountedCompanyMedicalMedicalCheck-up,GroupLifeInsuranceandSupplementalMedicalInsuranceremainthemostprevalentsecurityisstillnotseenasanimportantBenefitatanylevel.MultinationalCompaniesGeneralStaffDomesticCompaniesGeneralStaffDomesticCompaniesProfessionalStaffHigh-endMedicalHousingHousingCompanyCar/CarRetirement-MultinationalCompaniesGeneralStaffDomesticCompaniesGeneralStaffDomesticCompaniesProfessionalStaffHigh-endMedicalHousingHousingCompanyCar/CarRetirement-EnterpriseAnnuityEnterpriseAnnuityMedicalInsuranceCompanyCar/CarMultinationalCompaniesManagementDomesticCompaniesManagementDomesticCompaniesSeniorManagementMultinationalCompaniesManagementDomesticCompaniesManagementDomesticCompaniesSeniorManagementFigure8.3 EmployeeBenefitsPrevalenceComparisonbetweenMNCsandDomesticCompanies(GeneralStaffandProfessionalStaff)N=291StockHousingCompanyCarCarRetirementStockHousingCompanyCarCarRetirementEnterpriseMedicalCompanyGroupMNCcompaniesaremuchmorelikelytoprovideinsuredMedical,etc.likelytoprovidedormitoryMNCcompaniesaremuchmorelikelytoprovideinsuredMedical,etc.likelytoprovidedormitoryManualWorkforceDomesticCompaniesManualWorkforceFigure9DoesyourcompanyhaveaflexiblebenefitsprogramOwnershipOwnershipStructureofSino-foreignjointChinesePrivateCompanyCar/CarCompanyRentedDiscountedCompanyClubEducationRetirement-Savingsimplementaplan.donothaveaplanscheduleyetOwnershipStructureofCompaniesSino-foreignjointplanforyouremployeeN=250MNCcompanies.CompanyandchoosesabrokerN=127listofpreferredglobalsuppliersCompanymustusegloballymandatedFigure GroupInsuranceOfferedtoEmployeeHigh-endMedicalGroupTermLifeGroupAD&DEmployerLiabilityLong-termBusinessTravelgroupinsuranceN=249

CompanieshaveCompanieshavenotintroducedchoicetothechoosetheircoverage.ChangeIncreaseAboveChangeIncreaseAboveIncrease40-Increase30-Increase20-Increase10-Increase5-Increase0-YesNo

Figure22 thepast3policyyearsSupplementalMedicalCriticalIllnessHighEndMedicalEmployerLiabilityInsuranceGroupAD&DInsuranceHospitalizationBusinessTravelInsuranceGroupTermLife

SupplementalMedicalSupplementalMedicalinsuranceistheareawheremostofthecostincreases.Theseincreasesshoulddrivebenefitswhichtraditionallylowerutilizationofhealthinsurancebenefits.AbuseorLackofsystematicpolicymanagementCritical

Figure EmployeeHealthBenefitsAnnualMedicalCheck-Fitnessweightreduction,etc.HealthRiskAssessmentHealthInterventionPrograms-OnsiteHealthInterventionPrograms-adoptionrateofothermoreinnovativehealthbenefits.WhathealthbenefitsWhathealthbenefitswillbeincreasedAnnualMedicalCheck-Fitnessweightreduction,etc.)HealthRiskAssessmentHealthInterventionPrograms-NoSomecompanieswillbelookingtomakeimprovementsSomecompanieswillbelookingtomakeimprovementsinhealthbenefitofferings,howeverthelargemajorityofcompanieshavenoplanstomakeimprovements.supportandeducationhasresultedinlowerhealthcarecostsinotherpartsoftheworld.Part6|ManagingEmployeeHealth

DevelopedinChinabylocalDevelopedinChinabyglobal/regionalresourcesGlobal/regionalstrategyoutinChina

InInnearly95%ofparticipatingdecisionsaroundhealthbenefitsaremadeCheckNoactionatall(notConsidertogetherwithhealthcheckreportandotherhealthcareEducateemployeeagainstmedicalMakeproperfinancialbudgettomatchtheriskOnlyOnly32.93%participatingcompanieslookatotherdatasources(e.g.healthcheckdata,absenteeismdata,etc.)incombinationwithclaimsdata.Moreeffectiveinsuranceprogramsandhealthpreventionprogramscanbedevelopedwhenallavailabledataisusedinthedesignprocess.uprisingN=270

Figure30.2 Howmanypercentageaboutannualmedicalcheck-uprisingN=89

0-20-Above

responsetotheannualhealthcheckdataN=270

ReviewingReviewingandactingonthedataisaverygoodwaytocontrolcostandimprovethequalityofthehealthcheckbenefit.Figure ActionstoTakeinResponsetoAnnualHealthCheckDataProvidemoreannualmedicalcheck-upitems,orchangetheexistingcheck-upIncreasehealthcareMakecorrespondingadjustmentwhenmedicalinsuranceabsencedataN=290

tothesickleaveabsencedataN=289

Totalremunerationisatthecoreoftheemploymentrelationshipandakeyleverinattracting,managingandretainingpeople.Totalremunerationisatthecoreoftheemploymentrelationshipandakeyleverinattracting,managingandretainingpeople.benefitsasakeypartoftotalremuneration.Movingforward,itwillenhancetheirbenefitsofferings.benefits.Thisstudyhasidentifiedsomeinterestingsomeinterestingthingstolookfor: Theincreasingimportanceofbenefitsinthetotalrewardsequation.Thedataindicatesthatbenefitswillbecomemoreimportantatallwillaffectnearlyallcompaniesastheyseektoatleastbemarketcompetitive. AmoreaggressiveadoptionofFlexibleBenefits.Alargenumberofcompaniesreportedwaytoimproveanemployeebenefitoffering.

Amoreaggressiveadoptionofhigherqualitybenefitsforseniorlocalemployees.Whetheritbehigh-endmedicalinsuranceand/oranimprovedpensionplan,companieswillexploreimprovingbenefitsforthisimportant Theincreasedusageofbrokersandconsultantsinthemarket.Withonlyaround50%willlikelyincreasegiventhemarketneedtocontrolcostandimproveprogramquality. Theadoptionofmorepreventativehealthbenefits.Withtheincreasingconcernaroundcostandanagingworkforce,investinginpreventativehealthbenefitscouldbeawin/winforthecompanyandemployee. Amorecoordinatedapproachtodesigninganddevelopingbenefitprograms.Companieshaveawealthofdata(healthcheck,insurance,attendance,etc.)thatcanbeusedtodesigntherightbenefitsfortheiruniqueworkforce.Rolls-Royce|-?/?方案，旨在為員工提供更好的保險(xiǎn)福利，可是隨著時(shí)間變化，保險(xiǎn)理賠率逐年上漲。從201088%2011年直線上升到142%，2012年度更是超過(guò)150%。這一數(shù)字司不再愿意承接我們的保險(xiǎn)，而二、三線保首先人力資源與不同的保險(xiǎn)經(jīng)紀(jì)公司接觸，選擇最具有經(jīng)驗(yàn)和先進(jìn)健康管理理念的200元的住院津貼造成

2012年度公司員工的平均就診次數(shù)達(dá)選取真正具有健康管理理念的保險(xiǎn)經(jīng)紀(jì)方案：

通過(guò)保險(xiǎn)經(jīng)紀(jì)公司提供的報(bào)告鎖定就診Top10制定清晰的溝通策略，以使員工理解并和一位成員，一起和保險(xiǎn)經(jīng)紀(jì)公司開(kāi)會(huì)溝通此次方案的變化，和他們解釋利弊，灌輸給來(lái)的保險(xiǎn)經(jīng)紀(jì)公司推薦我們開(kāi)放一級(jí)就診醫(yī)50%醫(yī)療保險(xiǎn)，理由是在沒(méi)利?？墒沁@兩項(xiàng)選擇卻導(dǎo)致過(guò)度就診以及保

根據(jù)2014

在為員工設(shè)計(jì)福利方案時(shí)，HR應(yīng)該從長(zhǎng)必對(duì)員工和企業(yè)都是不利的。HR鼓勵(lì)員工合HR應(yīng)該選擇真正具有健康管理理念的保行健康管理是保證合理的保險(xiǎn)理賠率、健康發(fā)展的保險(xiǎn)福利的基礎(chǔ)。在合理理賠率的基HR少走彎路。|||面面都考慮到。HR既要考慮地域性的特點(diǎn)，成為了整合的一個(gè)概念，好似一個(gè)辦事機(jī)構(gòu)，福利的宣傳是一步步加強(qiáng)，每年的推廣以下介紹幾項(xiàng)有企業(yè)特色的項(xiàng)目：

些優(yōu)惠信息推送到了需要的員工面前。同時(shí)，

2.

在設(shè)計(jì)整體福利之初，企業(yè)在思考福利og

K4K歌之王”，每屆的評(píng)委是邀請(qǐng)音樂(lè)學(xué)院教授、電比如企業(yè)有活動(dòng)和新的資訊，員工在家整合零散的福利項(xiàng)目，讓員工感受到公勃林格殷格翰|||130年歷3000多人。公司為所有員工提供了彈性福利項(xiàng)目——為什么選擇彈性彈性福利項(xiàng)目準(zhǔn)備過(guò)程中，HR分析了現(xiàn)HR主導(dǎo)與實(shí)施，過(guò)程中引入

推廣活動(dòng)與渠道HR不僅舉辦彈性福利專場(chǎng)溝通會(huì)，更是通過(guò)項(xiàng)目口號(hào)征集與發(fā)布，請(qǐng)員工參與海報(bào)、每年接近年底階段，HR將對(duì)員工年度注同一時(shí)間，HR開(kāi)展員工調(diào)研，以了解員工對(duì)希望加入的什么新項(xiàng)目；不同福利的評(píng)價(jià)和受

HR需要特別注意一些狀況的處理。因?yàn)檎麄€(gè)行階段，HR被教育，供應(yīng)商也是在被教育?！皥?zhí)行是魔鬼！”——如何提高彈性福利對(duì)保險(xiǎn)和理財(cái)項(xiàng)目會(huì)有不準(zhǔn)確的理解，HR需況下，HR需要和保險(xiǎn)公司接洽，然后指導(dǎo)員HR希望發(fā)生的。所以，彈性福利項(xiàng)目執(zhí)HR

CEOCancerGoldStandard?2001年由美國(guó)前總統(tǒng)老布什發(fā)起聯(lián)想||聯(lián)想（北京）|聯(lián)想（北京）籍員工特色“DayOneEAP是企業(yè)為員工購(gòu)買(mǎi)的一項(xiàng)系統(tǒng)、長(zhǎng)用的專業(yè)、高質(zhì)、保密的心理服務(wù)。EAP是指2007EAP推廣首年即有出色的表現(xiàn)，服務(wù)的的培訓(xùn)，比如壓力管理、情緒管理、和諧婚

EAP還為應(yīng)員工關(guān)愛(ài)大講堂是聯(lián)想員工耳熟能詳?shù)?/p>

源也非常豐富：心理學(xué)文章、培訓(xùn)視頻、職場(chǎng)WILL（WomeninLenovo組織。WILL的宗旨就是通過(guò)分享的方式匯集開(kāi)始，WILL作為一個(gè)高端女性論壇，每一年保險(xiǎn)自選平臺(tái)。產(chǎn)品涉及的保險(xiǎn)險(xiǎn)種很多，并HR會(huì)根據(jù)員工需求和市場(chǎng)情況新增這幾年，HR經(jīng)過(guò)數(shù)據(jù)調(diào)查與分析，相應(yīng)1010員工對(duì)商業(yè)保險(xiǎn)服務(wù)的滿意度及員工反饋的

評(píng)分，員工對(duì)商保的感受也會(huì)通過(guò)滿意度調(diào)查或郵件方式聯(lián)系我們的CallCenter反饋HHR9及明年的商保方案并與其它相關(guān)部門(mén)做好溝HRCallCenter相關(guān)專險(xiǎn)理賠數(shù)據(jù)進(jìn)行審計(jì)。HR發(fā)出理賠提醒的郵審計(jì)發(fā)現(xiàn)可疑的理賠數(shù)據(jù)，公司結(jié)合考法人公司比較多，HR會(huì)針對(duì)某一個(gè)法人公司

公司除了常規(guī)為全部員工提供的“Day制作了“DayOne”電子版手冊(cè)，并由人力資2個(gè)小時(shí)的雙語(yǔ)福利介紹（培訓(xùn)DayOne”培訓(xùn)的產(chǎn)生，幫助保險(xiǎn)介紹保險(xiǎn)理賠方式、當(dāng)?shù)蒯t(yī)院聯(lián)系方式BDC控股的創(chuàng)始人和主席。他同樣是健康福利提供組織——怡和漢深的主要股東兼董事。曾在1718是上海美商會(huì)的志愿者，并且曾擔(dān)任了52007年曾是

的調(diào)研專員一職。主要負(fù)責(zé)的調(diào)研報(bào)屆中國(guó)員工健康福利調(diào)研報(bào)告，中國(guó)企業(yè)雇傭前測(cè)評(píng)徐燕畢業(yè)于上海第二工業(yè)大學(xué)，獲得會(huì)展經(jīng)濟(jì)與管理 （HRE）702萬(wàn)

2萬(wàn)名。大學(xué)、HumanCapitalManagementInstitute（HCMI）為代表找到服務(wù)好、質(zhì)量高、滿足企業(yè)定制需求的經(jīng)智享會(huì)認(rèn)證的咨詢和培AbouttheEricEricFiedleriscurrentlythefounderandPresidentofHRservicesventurefundBDCHoldingsbasedinShanghai,China.HeisamajorshareholderandDirectorathealthbenefitsproviderJLTEssential.Hehasnearly17yearsofcorporateexperiencewithglobalmanagementconsultingfirmHewittAssociatesLLC.ThroughouthisHewittcareer,Ericservedasaconsultantandroutinelyworkedwithsomeoftheworld'sbestcompanies.From2000-2005hemanagedthefirm'sGreaterChinabusinessandlatertheAsiaPacificandMiddleEastregions.HeendedhisHewittcareerasPresidentoftheglobalconsultingdivisionbasedinChicago,Illinois.Throughouthis18yearsinChinahehasbeenanactivecommunityHehasbeenavolunteeratalllevelsoftheShanghaiAmericanChamberofCommerce.HeservedfiveyearsontheBoardofGovernorsandhewasAmChamChairmanin2007.

ElsieElsieXuistheSurvey&ResearchExecutiveofHRExcellenceCenter(HREC),andresponsiblefor2014TheDevelopmentandImplementationofCompetencyModelsSurveyReport,2ndChinaEmployeeHealthBenefitsSurveyReport,ChinaPre-hireAssessmentStatusSurveyReportetc.ElsiegraduatedfromShanghaiSecondPolytechnicUniversitywithaBachelorDegreeinExhibitionEconomy&Management.AboutJLThelplowercostandimproveemployeehealth.Ourservicesincludeinsurancebroking(underJLTLixinInsuranceBrokerCorp.Ltd.),healthcheckadministration,healthmanagementprogramsandconsulting,andflexiblebenefits.Weprovidehighvaluetocustomersthroughcontinuousinnovation,unmatchedexpertiseandanongoingcommitmenttoqualityservice.Ourclientsincludeover100whocommittoimproveemployeehealthandwellness.AboutHRExcellenceCenterisChina'slargestandmostinfluentialofJune2014,therearemorethan1,600companiesjoiningHRECascorporatemembersandmanyofthemareFortune500&Forbes2000companiesandleadinglocallistedCompensation&BenefitsShowcase,Recruiting&StaffingShowcase,Learning&DevelopmentShowcase,annualODConfere