As China rapidly moves toward an aging population, the supply of labor is shrinking and the demand for workers is increasing. As a result, the environment is shifting from an employer-led buyer's market to a candidate's seller's market. Talent retention, rather than finding talent, has become the biggest challenge for Chinese companies. In the view of Chinese enterprises, long-term talent retention is a more critical factor in order to establish a corporate culture that values talent diversity. This mainstream view is inseparable from the talent strategy view that Chinese enterprises can effectively reduce costs and avoid risks through talent retention.
According to the 2018 Insight Report on the Flexible Welfare Industry of Chinese Enterprises released by CBNData and Oriental Welfare Network, the development prospects and welfare benefits of enterprises have become the most critical environmental factors to promote talent flow. In other words, the quality of welfare benefits is directly related to whether enterprises can retain core talents and stabilize the employee turnover rate. At the same time, the report also pointed out that in the implementation of welfare, more than 60 percent of enterprises face the severe challenge of "diverse employee structure, unable to meet the needs of different groups". The limited welfare budget and lack of gift innovation are the pain points encountered by many enterprises in welfare management. Under the pressure of welfare implementation, the enterprise welfare procurement personnel were also less confident in the estimation of employee satisfaction: only about 40% of enterprises believed that employees would largely approve of the benefits issued by the enterprise, while 43.3% of the enterprise procurement personnel had reservations.
The welfare management model is about to enter a new era
With the increasingly fierce competition for talents, the enterprise welfare management model is also changing. In the 1.0 era, when in-kind welfare was mainly based on card coupons, most companies purchased and distributed them manually. The welfare items were mainly used goods such as fruit, soap, rice, and oil. In the 2.0 era dominated by flexible welfare, enterprises introduce a flexible welfare platform to allow employees to freely choose their favorite welfare products under the same budget, so that employees have the autonomy to choose welfare, and unified management of welfare costs can improve the efficiency of corporate welfare distribution and improve employee satisfaction. Today, when organizations face increasingly fierce market competition, the enterprise welfare management model will also enter the new 3.0 era -- the all-scene integrated welfare platform, that is, from welfare exchange more focus to welfare distribution, closely integrate welfare with their own business, and return to the incentive essence of welfare.
All-scene integrated employee incentive & welfare platform -- As a comprehensive enterprise welfare solution provider under Bison, Senwei adheres to the concept of customer success, relies on PaaS platform and SaaS business system, provides enterprises with all-scene, warm employee incentive and welfare management system, and provides employees with high-quality welfare content and services. Under the premise of compliance, enterprises will be more relaxed and employees will be more satisfied.
One-stop shop: One provider takes care of everything
Beisen's welfare platform is carefully built based on Beisen's "employee success" self-owned welfare system. It can provide one-stop service for enterprise HR, that is, one supplier can solve all the needs of HR in welfare management and distribution. From supplier selection, event preheating publicity, welfare procurement and distribution, exchange and consumption, to after-sales service, effect analysis can be completed in a platform, and can cover the whole scene, from the regular annual festival, anniversary, daily allowance, to insurance, medical examination, travel and other benefits, as well as staff incentive scenes, and is still in continuous improvement. In terms of supplier selection, the platform carefully selects high-quality suppliers in various fields for customers to ensure quality. Through unified distribution of suppliers, the scope of coverage can reach 98% of the country, and provides customers with competitive exclusive prices through collective purchasing mode.
In addition, the platform also provides customers with professional implementation consultants, who can provide in-depth insight into customers' business and on-site services to meet the differentiated needs of different customers. The dedicated customer success manager will provide customers with one-on-one active service and accompany customers to grow throughout the process. At the same time, it can also provide customers with perfect after-sales process, instant response customer service, 7*24 hours system application accompany service, 7*24 hours system problem quick solution and other services, so that customers have no worries, save worry and effort.
Employees are more satisfied: optional benefits, on-demand choice
The product categories of Senfu platform cover B2C e-commerce, takeout, fresh food, supermarket, car and other clothing, food, housing and transportation consumption scenes. The number of commodity SKUs exceeds 300,000, and local living services cover more than 500,000 businesses across the country. Meanwhile, massive scenes such as renting, moving, cleaning, laundry, movies and performances are also continuously expanded, and employees can freely choose according to their needs. Online consumption is uniformly settled by the public, and the whole process does not require employees to pay for expenses, sticker reimbursement, and seamless integration with the HR system, which can cover the whole scene of employees' career.
Full scene incentive: deep integration, flexible customization
Senwelfare platform can also meet the needs of enterprises to issue meal allowances, differential allowances, transportation allowances, league construction expenses, annual benefits, incentive bonuses and other scenarios. Various subsidies can be flexibly configured. The distribution scenarios, quotas, and validity periods can also be flexibly configured, but also with various SaaS systems, such as leave management, recruitment, organizational personnel, performance and so on. It can also be issued automatically or triggered according to the situation, and can be issued directly and other forms.
In response to the problem of delayed work in today's workplace, overtime benefits are introduced to ease the conflict between labor and capital, and provide employees with intimate overtime care. Through the Senfei platform, enterprises can provide car use and meal guarantee for overtime employees in the form of point-of-arrival bonus points (limited use), employee self-claim (rule control), automatic recovery of overdue, automatic compliance check by integrating fake work data, and automatic push bill for non-compliant consumption to employees at their own expense or offline processing. Harness the power of technology to make overtime warmer, more enjoyable, easier to manage, and more feasible to execute.
In addition, the Mori platform can also be used for real-time stimulation of internal push. Incentives can be set through post forwarding, resume submission and confirmation, interview passing, entry and regular employment, and incentives can be honored on the day of internal promotion, instead of waiting until the end of the year, so as to make recruitment more effective. At the same time, for the characteristics of the post-90s employees, launched a variety of interesting new games, such as integral gift pack, gift card vouchers, virtual greeting cards, leaderboards, giving praise and so on, fully stimulate the motivation of employees. In anniversary celebrations, birthdays, holidays and other anniversaries, through selecting gifts, writing blessings, sending red envelopes, sending greeting cards and other forms of blessing to initiate the interaction between employees, so that the enterprise can remember each anniversary of employees, and employees in the completion of the preset goals can also automatically get MEDALS to share, a number of MEDALS can be packaged into gift boxes for one-time distribution. You can also set up a number of steps to guide employees gradually to achieve, to help employees continue to grow.
As welfare has become the core factor for enterprises to retain core talents and stabilize employee turnover rate, enterprises are investing more and more money in employee welfare, and employees have an increasingly strong demand for diversity and personalization of corporate welfare. The all-scene integrated employee incentive and welfare platform of Beisen -- Senwei is bound to help enterprises balance management costs and employee satisfaction. Achieve a win-win situation for enterprises and employees.
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About Beisen
Beisen, an integrated talent management cloud platform, provides enterprises with integrated SaaS software and services covering the whole process of HR business, such as assessment, recruitment, organizational personnel, compensation, leave attendance, performance, succession, investigation, On-boarding, etc., and meets the personalized and independent development needs of medium and large enterprises through its own PaaS platform. Every day, more than 5,000 medium and large enterprises, more than 160,000 HR employees and more than 15 million enterprise employees are using Beisen's innovative HR technology products and services. Beisen Cloud platform adds nearly 10 million talent evaluation data and hundreds of millions of recruitment data every year, and processes more than 1 billion pieces of data every day. For more information, please visit our website.
