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1、,Creating CompetitiveAdvantage in Benefits打造有竞争力的福利方案,March 2010,Health&Benefits,Mercer China美世中国医疗和员工福利,Agenda 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 员工参与 Cost management 成本管理 Vendo
2、r management 供应商管理Appendix:Health management附件：健康管理,Mercer,1,Setting the scene:,opportunities and challenges背景：经济复苏下的机遇和挑战,Setting the scene 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 economic issues,but overall recovery isbeginning
3、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 M&A opportunities 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，新的挑战又悄然显现：How to retain and motivate staff while containing costs?
4、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？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 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 po
5、tential to create lastingcompetitive 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,Mercer,3,Setting the scene 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 require
6、s HR to,In near-term,employers are required to:,work closely with businesses to map outvarious rebound scenarios,and tune HRefforts 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 budgetprocess for 2010 is that many organizationswill not restore budgets and h
7、eadcounts toanything 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,Mercer,4,Creating CompetitiveAdvantage in Benefits打造有竞争力的福利方案,W,o,工rk,作lif,生eS,活ty,方le,式,Sa,薪lary,酬,利 ts,De C,ve are,业 pm,展 n
8、t,Your total rewards strategy 整体薪酬策略,Easy to copy容易被抄袭,Ben福 efiTotal reward,Mercer,职 lo er发 e,整体报酬,Your competitiveadvantage你的竞争优势6,66%,totalcompetitive total,compensation,Control total labor cost,Retain current employees,吸引新员工,health status,by w health,and managing absence,Primary objectives of off
9、ering benefits提供福利的主要目的Provide competitiveProvide compensation,提供具有竞争力的薪酬福利组合,59%,Control total labour cost控制总劳动力成本,25%,35%,All respondents,China,Retain current employees留住现有员工,54%,59%,Attract new employeesAttract new employeesImprove workforce productivityImproveimprovingorkforcestatus productivity
10、 by improving通过改善健康状况和控制缺勤来提高劳动生产力,35%32%,45%48%,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,Mercer,7,Benefits offered in home country在所在国向员工提供的补充性福利种类,Benefits 福利种类Employer-sponsored medical plan/企业资助的医疗计划Life insuran
11、ce/人身保险Sick pay for short-term absences/带薪病假Employer-sponsored medical plan for dependents/企业资助的家属医疗计划Dental benefits/牙科福利Retirement/employee savings plan/养老金/员工储蓄计划Income support for long-term sickness or disability/为长期疾病或伤残提供的收入保障Flexible work schedules/弹性工作时间Employee assistance program/员工帮助计划(EAP
12、)Flexible holidays/弹性假期Vision benefits/眼科福利Critical illness insurance/重大疾病保险Stock or share purchase plan/股票购买计划,China 中国81%81%76%50%20%29%23%33%20%27%4%71%20%,Global 全球85%84%67%66%55%52%50%48%39%38%35%35%30%,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,
13、China 253 参加调研企业数：全球1752家，中国 253家,Mercer,8,Priorities of benefit programs over the next 1-3 years在未来1至3年内健康和福利计划的重点,Priorities 重点Increase employees understanding and appreciation of existing benefits提高员工对现有福利的理解和认同Integrate health and group benefits into a total rewards approach将健康和团体福利融入整体报酬Educate
14、 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Reduce benefit cost increases over time降低随时间增加的福利成本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Ease the administration of benefits programs for your organization and emplo
15、yees减少企业和员工管理福利计划的行政工作Reduce absenteeism减少缺勤Protect the health of employees family members保障员工家庭成员的健康,China 中国54%35%26%18%26%19%8%8%,Global 全球62%41%38%34%34%33%29%28%,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,Mercer,
16、9,anag,gement,ag,or Man 理,V,Mercer point of view美世观点Creating your competitive advantage in benefits 打造有竞争力的福利方案,IncorporateRisk M风险管理ementEmployeeengagement员工参与Cost Mana成本管理,intoReview计划评估Design计划设计Implementation计划实施,to achieveEmployer EmployeeBrand Satisfaction雇主品牌 员工满意CostEffectiveness,end 供应商管Mer
17、cer,eme,nt,Management计划管理,成本有效,10,Risk management风险管理,Risks in Employee Benefits 员工福利安排中的风险,MarketCompetitiveness市场竞争力风险,Economic经济风险,Compliance&Governance合规及治理风险,AdequateInsuranceCoverage保险风险,EmployeeHealth Risk员工健康风险,Employee Benefits 员工福利,Mercer,12,Risks solution alternatives 风险管理理念Identification
18、 风险识别What are the dangers 存在哪些风险Measurement 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Analysis and solutions 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,Risk avoidance风险规避Exit risk area离开风险区域,Risk mitigation降低风险Organizationalsolutions组织风险解决方案,Risk transfer风险转移I
19、nsurance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,Mercer,13,Assess risks and decide on solutions评估风险和寻找解决方案,Risks 风险类别,Currentstatus现状,Desiredstatus/marketpractices目标/市场实践,Gap analysis andrecommended solution差距分析和建议解决方案,Mercer risk assessment tool美世风险评估工
20、具,Mercer,14,Employee choice赋予员工选择权,the next two years,We have definite plans to within,50%,future,42%,15%,AllGlobal 全球,We not of choice within,thebenext it in the,We are likely to do so,and are not likely to do so,Attitude to benefit choice program对于福利选择计划的态度,We have definite plans to provide degree
21、 of choiceprovidea degree of choice w ithin the nexttw o 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,5%,8%,We are looking into the possibility of providing more choiceWe are looking into the possibility我们正在研究给予员工福利选择权的可能性of providing more choice,29%29%,China 中国,respondentsWe have definite plans to providehaved
22、egreeconsidered providingchoice but might opentwo 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 have not considered choice andhave notconsidered choice,我们尚未考虑，并且可能不会考虑,19%,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,Mercer,16,The
23、 Reason for implementing a choice program实施福利选择计划的原因,Reasons for implementing a choice program 实施福利选择计划的原因Respond to diverse workforce needs and values 满足员工多样化的需求和价值观Remain competitive in our marketplace 保持市场竞争力Increase employees understanding and appreciation of the value of theirbenefits增进员工对福利的理解
24、和认同Improve employee engagement 增加员工的敬业度Aid retention 有助于员工保留Maximize value of existing benefit spend 现有福利价值最大化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,China 中国69%51%53%29%51%62%56%,Global 全球70%69%56%45%44%44%40%,Source:2009 Mercer Employee Choice Survey 数据来
25、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,Mercer,17,Challenges to Implement choice program实施福利选择计划的挑战,Challenges 挑战Complexity of administration 管理的复杂性Cost 成本Resource constraints within the organization to implementchanges资源的限制Legal or tax issues 法律与税务问题Demonstr
26、ating a return on investment 证明投资回报Technology 技术上的限制Employee communication challenges 员工沟通上的困难,China 中国57%43%36%21%33%18%22%,Global 全球58%53%42%26%36%23%31%,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,Mercer,18,8%,8%,ll
27、,Impact of the flexible benefits program on cost实施弹性福利计划对成本的影响Our cost is significantly lower than it wouldhave been without flex成本比实施前显著降低,ur cost is somewhat lower than it would havebeen without flex成本比实施前略有降低,22%22%,China,Cost has been largely unaffected byimplementing flex成本与实施前相比无明显变化Our cost i
28、s somewhat higher than it wouldhave been without flex成本比实施前略有增加Our cost is significantly higher than it wouldhave been without flex成本比实施前显著增加,7%,19%20%,25%25%,A respondents,42%,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
29、业数：全球377家，中国 34家,Mercer,19,How to establish your employee choice program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 Life 寿险 AD&D 意外险 Medical 医疗险 Critical Illness 重大疾病险 Hospital Allowance 住院津贴险 Health screening 体检 Gym 健身计划 For both employeesand family members可供员工和家庭成员选择购买Mercer,We
30、alth 财富 Savings plan 储蓄计划 Pension 养老计划,Lifestyle 生活方式 Leave 假期 Childcare 子女看护 Travel 旅游 Education 教育 Transport 交通 Housing 住房,20,Mercer employee choice program options美世提供的多个员工福利选择计划解决方案,Mini Flex微型弹性福利计划:,Health健康,Partial Flex部分弹性福利计划:,Health健康,Wealth财富,Full Flex完全弹性福利计划:Mercer,Health健康,Wealth财富,Lif
31、estyle生活方式,21,Tips 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 Conduct feasibility study before starting the program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 Create greater visibility and appreciation of benefits让员工进一步认识和认可企业提供
32、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 Outsource non-core and repetitive tasks外包部分事务性和重复性的福利管理工作,Mercer,22,Communication is key to increasing the perceived valueof your spend 沟通对增加员工对福利价值的认知至关重要,Whats wrong 误区 Mismatch existed in what benefitsemploy
33、ers believed employees wantedversus what benefits employees actuallyvalued 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,How to correct it 正确的做法 By way of appropriate communicationchannels specific to brands 利用具有企业品牌特点的沟通渠道 By way of provision of practical“howto”information on utilizing the benefits,提供“如何使用”福利的实用信息 Mo
34、st employers believe benefits,programs contribute to retention,however,only one in five employersactively market their benefits toemployees 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,By way of promoting the benefitsregularly 定期对福利进行宣传 By way of illustrating the value of thebenefits($)to individuals 向员
35、工展示福利的价值,By way of understanding the barriers tothe 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,Mercer,23,Cost management成本管理,What we hear from the market 我们观察到的市场趋势,Employers 企业“At policy renewal,in
36、surance companiesare 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 notseem to help much to contain benefit costincrease.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 tojustify the benefit cost increasesinternally?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
37、管理层解释呢？”Mercer,Vendors 供应商“Profitability is more important than scalenow.利润比规模更重要。”“In 2009,in order to support our clients tocope with the economic crisis,wesacrificed 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 declined nearly RM
38、B 10million 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 onprices.我们希望在服务上与同行竞争，而不是在价格上。”,25,划,理,Mercer cost containment solutions美世成本控制观点,Design计划设计Eligibility 重新考量计划的参加资格Coverage andbenefits scope 改变福利的保障范围Cost sharing 与员工分摊成本Flexible benefits anddefined contrib
39、utionstructures采用弹性福利体系或缴费确定型福利体系Voluntary benefits引,Delivery计划实施Administrationoutsourcing外包福利管理Global or regionalbroking 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Consumerismeducation对员工进行,Financing资金安排Health vendorpricing andnegotiations重新与福利供应商进行价格谈判Self insurance andprofit sha
40、ring自保和利润分享Multinational poolingand use of captives国际共保和使用自保公司,HealthManagement健康管理Wellness健康促进计Health riskmanagement 健康风险管理Diseasemanagement 疾病管理High cost casemanagement 高成本个案管理Absencemanagement缺勤管,入员工自购福利Cost Shifting 成本转嫁Mercer,“消费者导向”教育,Cost Management 成本管理,26,Vendor management供应商管理,Why vendor m
41、anagement is so important?供应商管理的重要性,Consequences ofpoor vendor management供应商管理不善的后果Risks 风险Costs 成本Poor services 服务质量差Employee complaints员工投诉Extra workload for HR增加人力资源部门工作量Mercer,Benefits ofgood vendor management供应商管理良好的益处Risk reduction 降低风险Cost reduction 降低成本Quality services提高服务质量Employee satisfac
42、tion提高员工满意度Reduced workload of HR减轻人力资源部门工作量,28,Vendor management in different stage of benefitimplementation 在福利实施的不同阶段对供应商的管理Before Implementation 实施前 Vendor selection 供应商选择 Price,terms and conditionnegotiation 就价格和条件进行谈判,During Implementation 实施中 KPI setting 设定关键绩效指标 SLA establishment 签订服务水平协议 Co
43、ntract review 合同审核 Operation processestablishment 建立服务流程Mercer,Post Implementation 实施后 Regular service monitoring 定期服务质量跟踪 Satisfaction survey 满意度调研 Process review and SLA audit服务流程回顾和服务水平审计,29,Appendix:Health management附件：健康管理,Why bother?The wellness iceberg 健康“冰山”,Medical andPharmaceutical医疗费用25%P
44、resenteeism工作效率低62%Absenteeism缺勤 6%Source:Harvard Business Review-PresenteeismMercer,Direct Costs直接成本Indirect Costs间接成本Long-term disability长期失能 1%Short-term disability6%,31,Organizationalhealthprofile,企,业,健,康,风,险,模,型,Integrated health management 整体健康管理Understanding your organizational health profile
45、 建立企业健康风险模型,Collect existinghealth data 收集现有健康风险数据360 degreeorganizational healthcheck and identifyingcorrelations进行360度分析识别关联性,Identify theorganizationalhealth risks确定企业的健康风险,Ensure fit forfuture needs确保和未来需求匹配Identify thegaps 找出现在,的差距Review your existing healthbenefits and services评估现有的健康福利及服务,Mer
46、cer,32,Health management solutions address the entirehealthcare continuum 建立贯穿整个健康周期的健康管理方案Most employers have employees and dependents who are企业的员工/家属都处在不同的健康状态,well健康,at risk存在健康风险,ill罹患慢性疾病,catastrophic罹患重大疾病,Best practice involves最佳实践包括：,Stay healthyand well保持健康,Understand,manage andeliminatethe
47、ir risks了解，管理和消除潜在风险,Treat andmanagetheir condi-tions对疾病进行治疗和管理,Receive bestpractice careat fair price获得最佳治疗的同时确保费用的合理性,Solutions include解决方案包括:,Health riskevaluation健康风险评估Health awareness增强健康意识Preventativehealth care预防性保健Mercer,Health riskevaluation w/biometrics健康风险评估Lifestyleinterventions生活方式干预Dis
48、easemanagement疾病管理,Diseasemanagement疾病管理Casemanagement个案管理,Multi-disciplinary多方面控制high cost casemanagement高成本个案管理,33,76%,24%,4%,Health management benefits the employers providefinancial support for in China在华企业资助的员工健康管理福利Preventive health checkups 预防性健康检查,45%39%,Sick leave management 病假管理Vaccination
49、s 疫苗接种,1,30%,38%,Onsite gym or subsidized/shared gym membership 提供健身设施或报销全部/部分健身俱乐部会员费On-site clinic 职场医务室Lifestyle-related counselling 生活方式相关建议Health risk assessment through questionnaires 通过问卷形式进行健康风险评估,0%,20%,40%,60%,80%,100%,Source:Mercer 2009 China Health and Wellness Pulse Survey 数据来源：美世2009年中国员工健康和保健现状调研报告,Mercer,34,
