First, employee health management
The company builds a "line of defense" for employees to protect their health. At the same time, it provides comprehensive care for employees through rich physical and mental health care projects, so that employees can be healthy in the workplace. "Work happily, live healthily".
Health defense line:
First, purchase statutory social insurance to build a healthy basic defense line;
Second, configure supplementary medical insurance, critical illness insurance, accident insurance, Life insurance solves employees’ worries;
Thirdly, it provides millions of medical insurance to help employees resist the risk of high medical expenses.
On this basis, we can also provide mutual aid funds, labor union assistance and employee donations to provide timely assistance to employees in urgent need of assistance.
While building a solid line of defense for health, companies can also create a healthy workplace environment for employees and enhance their occupational happiness from multiple angles. For example, parent-child family days are held every year to enhance family parent-child relationships; a series of health lectures are held to enrich employees' health knowledge; and various physical fitness activities are carried out, which not only strengthens employees' bodies, but also increases team cohesion.
Second, employee training - reserve talents for reserve management
In modern enterprises, talent training is an "investment" with a high rate of return. Only by achieving a two-way match between the enterprise and its employees , in order to achieve a win-win situation.
Enterprises can classify talents, match corresponding learning and growth resources for employees in different quadrants, create a flexible and efficient talent supply chain through targeted training, and prepare for reserve management talents.
For each trainee in the training plan, the entire learning status, progress, growth, etc. should also be tracked and recorded, summarized and reported at the end of the project, and fed back to the manager of the department where the trainee is located. . Only in this way can we truly implement talent training and help managers do a good job in ladder management.
Third, employee motivation - digital empowerment of corporate culture
In order to enhance employees’ experience of immediate mental stimulation and process motivation, it is imperative to digitally manage the incentive system . Enterprises can use digital incentive and recognition platforms to provide immediate incentives and feedback on employees' performance, most effectively stimulating employees' enthusiasm and enthusiasm for work.
Moreover, the digital employee platform can be divided into multiple dimensions for employee care and motivation.
1. Cultural dimension: refers to employees’ behaviors related to practicing values;
2. Contribution dimension: refers to employees’ behaviors that contribute to the organization;
3. . Growth dimension: refers to employees’ self-development, such as study time, academic qualification improvement, etc.;
4. Care dimension: expressing blessings to employees on their birthdays or holidays;
5. Business dimension: designed independently by each business department based on actual conditions.
Such a comprehensive platform can also allow every employee to become a "talent scout" for his colleagues around him. He can discover and upload the shining points of his colleagues around him at any time and anywhere, and other colleagues can participate and like them. Employees who are "recognized" through tips, comments and interactions will receive corresponding points and rewards.
Such a multi-functional and multi-dimensional employee motivation platform, as a digital management tool, complements the performance evaluation in the management dimension, and can help companies comprehensively understand employees and evaluate talents and priorities. It can be done more scientifically and rationally.
Fourth, employee satisfaction - the core value of employee service
No matter how good the employee welfare plan is, it will be biased if it is only based on the leadership level. Only from the employee level Only by starting from all levels can we truly put welfare into the hearts of employees and create value for the enterprise.
So to truly develop an employee welfare plan, an employee welfare satisfaction survey is also essential. Only in this way can companies understand the real needs of employees and develop welfare programs that are more suitable for employees.
Of course, the above is only part of the sharing, not the entire employee welfare program. An excellent employee welfare program can include multiple dimensions and can also take many forms, such as: annual benefits, regular benefits, etc. Physical examination, commercial supplementary insurance, employee motivation, mental health consultation, employee training, corporate canteen, etc. Generally speaking, companies can provide benefits to employees as long as they need them.