crosses jewelry wholesale What is better for the Welfare Gifts of the Spring Festival employee? The leader asked me to prepare some small gifts for employees.

wholesale jewelry stores in san francisco So what are the core models of issuing festival benefits? What are the characteristics between them? Let's talk about it in detail:
1. Distribute online cash red envelopes
The most basic approach is naturally to spread funding to online red envelopes issued to employees. Although this method is simple, there are great disadvantages. The problem first reflects the incentive effects that can be generated by small and medium -sized cash welfare online:
It is not difficult to find that online payment only improves the efficiency of circulation transactions. In conceptual, everyone still does not equate digital currencies with currencies. Get up: For example, when shopping online, too much expenditure because there is no real sense of consumption; for example, when obtaining small and medium -sized transfer online, people's sense of gain is not equivalent to paper currencies and physical gifts.
, if the cash red envelope is used as the main festival welfare means, it is likely to face the embarrassing situation that has no sense of gain and feedback. As a result, many companies will choose physical gifts.
In addition, the bonus income is also a personal income. Among the consolidated tax calculation methods will be implemented next year, it may increase the difficulty of personal income tax payment and tax accounting of employees.
2. Release unified gifts
Metal on the eve of the festivals, the hot topic of showing the units of gifts can be seen on the social platform. It can be seen that the unified distribution of gifts is actually the traditional distribution method of many enterprises. Compared to the cash red envelopes mentioned earlier, the real gift makes a digital currency visualized and substantial; when purchasing, you can choose a gift that is in line with the festival tone and integrates the festival atmosphere.
. This kind of welfare model also faces some inconveniences:
Most of the large enterprises can get more discounts when purchasing welfare gifts in large quantities, but the handling and distribution of gifts will consume HR a lot of HR consumption. The repetitive work of energy, even sending gift coupons, also requires employees to pay separately for traffic costs; and the centralized distribution of gifts will be difficult to take care of employees who have both holidays or off -site office.
For small and medium -sized enterprises, there are less procurement. The gift distribution is relatively simple, but it also means that it is often impossible to obtain a large discount, which increases the cost of the festival welfare plan in disguise.
and uniformly distributing gifts cannot meet the current needs of employees. Although the grain, oil and rice noodles, etc. are common supplies, it is far from the needs of the gifts that employees are most looking forward to.
3. Let employees decide the gift
"Let the employee decide the gift" can be implemented through the exchange type:
It is the same as the second model, distributed in real gifts, the difference is that it adopts the use A innovative distribution process -the platform provides enterprises with a multi -grade price gift package, including daily use, home appliances, personal interests and other gifts. After HR is a matching meal for employees, employees can choose in the package for the package. Exchange at any gift.
The core concept of this welfare model is to hand over the initiative of the selection of gifts to employees so that each employee can choose according to their current needs. Just as the top -down management methods have long been not applicable to the normal development of employees' personalized development. Employee welfare distribution models should also reflect the management of human -based management. Only from the perspective of meeting the individual needs of employees can we accurately exert the incentive effect.
The exchange welfare model has received double praise from HR and employees. In addition to respecting the concept of employees' personalized needs, it also naturally solves the problems existing in other models:
Gift procurement is complicated? HR only needs to match the employee, and no longer need to be entangled in selection, procurement, bargaining, and distribution;
It gifts for gifts? Now that the platform is delivered home, employees only need to take gifts;
In foreign employees what to do? The platform outlets are all over the country, and the exchange process of employees across the country is the same;
is not discount? The platform has integrated supplier resources, providing batch procurement price discounts!
In summary, Xiaobian has compiled the characteristics of several mainstream holiday welfare distribution models, and analyzed the relationship between the advantages and disadvantages. It is not difficult to see that the third holiday welfare model has a greater advantage in ideas and systems. It can simplify the difficulty of personnel management and meet the personalized needs of employees' festival welfare gifts to achieve higher -level employee incentives.