Social insurance starts from the immediate interests of employees and affects their material living standards. A perfect social insurance system will have a beneficial impact on the development of enterprises.
Abstract: Human resource management refers to a series of activities to achieve enterprise goals and promote the development of members by recruiting, selecting and rewarding employees. Social insurance is an important part of social welfare, and it also plays a huge role in human resource management, which is of great significance to improve the enthusiasm of employees, promote the rationalization of employee salary distribution, reduce the burden on enterprises and promote the stable development of enterprises.
Keywords: social insurance; Human resource management; enterprise
Social insurance is a social security fund established by the state to prevent and share the harm caused by social risks such as old age, unemployment and disease, and to provide material support and protection for workers when they encounter social risks. Social insurance mainly includes endowment insurance, medical insurance, unemployment insurance, industrial injury insurance and maternity insurance, which plays an irreplaceable role in maintaining social stability and promoting social and economic development. It can be considered that social insurance is a welfare guarantee system established by enterprises for employees, which also plays an important role in promoting the development and growth of enterprises. Therefore, it is of practical significance to study the important role of social insurance in enterprise human resource management.
First, the important role of social insurance in enterprise human resource management
Social insurance starts from the immediate interests of employees and affects their material living standards. A perfect social insurance system will have a beneficial impact on the development of enterprises.
First of all, a perfect social insurance system is conducive to improving the enthusiasm of employees. Social insurance embodies the state's respect for workers and the people-oriented management concept of enterprises. Eliminating employees' worries, increasing employees' sense of security and belonging, making employees more focused and responsible in their work, giving full play to employees' creativity and improving production efficiency are also one of the essential elements for an enterprise to become bigger and stronger.
Second, perfect social insurance is conducive to the rationalization of employee salary distribution. Employee compensation can be divided into short-term compensation and long-term compensation according to the length of working hours. The short-term salary of employees can form an incentive mechanism through the performance salary of enterprises, and social insurance is conducive to promoting the rationalization of the long-term salary distribution of employees. As an invisible reward for employees, social insurance helps employees and their families to reduce unexpected expenses, reduce the burden on employees and their families, and enhance their ability to resist unexpected situations such as illness, unemployment and work-related injuries. It can be said that a perfect social insurance system is a useful supplement to the salary distribution of enterprises.
Third, a sound social insurance system is conducive to the stable development of enterprises. One of the elements of the stable development of enterprises is the stability of employees, especially some enterprises have a great demand for skilled workers. It takes a lot of money and time to train a group of skilled workers.
Therefore, how to maintain the number of talents in enterprises and avoid the loss of talents and skilled workers in human resource management is of great significance. Social insurance is a long-term payment plan, which can be guaranteed by social insurance such as medical insurance, maternity insurance and unemployment insurance during work, and can enjoy generous old-age insurance compensation after retirement. Generally speaking, the termination of labor relations during the limited contract period will lead to the loss of employees' social insurance income, prompting employees to seriously consider whether to leave the enterprise.
At the same time, the level of retirement pension can be improved by increasing the base of insurance payment in that year. Although the salary of employees has not increased, their retirement pension will be doubled, which plays an important role in increasing the stability of employees and preventing brain drain. Fourth, a sound social insurance system is conducive to reducing the burden of enterprises in human resource management. The social insurance system urges enterprises, society and the state to share the expenses of employees in maternity, unemployment, work-related injuries, etc., and the benefits that should have been paid by enterprises can also be converted into social insurance funds, which reduces the burden on enterprises and reduces the business risks of enterprises. Enterprises can spend more money on talent training and innovation and development.
Second, the current social insurance in the enterprise human resources management problems and countermeasures
At present, there are still some enterprises in our country that don't have a deep understanding of the important role of social insurance system, ignore their own characteristics or lack advanced management mode, which leads to the poor implementation of social insurance system.
At present, there are two main problems in the implementation of social insurance system in human resources management departments of enterprises: first, the management concept is relatively old, copying the existing model, not based on the employees' situation, not people-oriented, ignoring the sustainable development of enterprises, and lacking professional managers to carefully manage the social insurance payment of employees; Second, the social insurance management is unreasonable and there is no corresponding employee incentive mechanism. Most enterprises simply measure employees' job performance, emphasize qualifications, provide young people with few opportunities and low pay, and fail to play the role of social insurance in adjusting income and rational redistribution, resulting in low enthusiasm of employees.
Facing the two major problems of social insurance in enterprise human resource management, enterprises should pay attention to the importance of social insurance system, fundamentally change their concepts, attach importance to the unique situation of enterprises, adhere to the people-oriented management concept, innovate the social insurance management of enterprise employees, and improve the rationality and feasibility of social insurance payment. Introduce relevant talents, professionally manage employee social insurance, and make information open and transparent. Establish employee incentive mechanism, improve employees' enthusiasm, enhance employees' sense of belonging and cohesion by increasing social welfare benefits, ensure that social insurance plays its due role in employee incentive mechanism, and help enterprises develop.
Third, the conclusion
Social insurance plays an irreplaceable role in enterprise human resource management. A perfect social insurance system is conducive to improving the enthusiasm of employees, rationalizing the salary distribution of employees, reducing the burden of enterprises in human resource management, and is conducive to the stability and development of enterprises. As an important link in the human resource management system, social insurance should be paid attention to by enterprises, and the problems existing in the current enterprise insurance management should be solved innovatively, so as to give full play to the role of social insurance and promote the development of enterprises.
References:
Ren Xia Hai. Research on Social Insurance of Small and Medium-sized Enterprises in China [J]. Economic Forum, 20 10( 1).
[2] Jiang Yifeng. Thinking about the development of enterprise social security from the perspective of human resource management [J]. Productivity research, 2008( 18).
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