Employee Bene fi ts:Perks or Expectations?

譯/蔣秀娟 審訂/沛軒

Employee Bene fi ts:Perks or Expectations?

員工福利：額外所得還是理所應(yīng)得？

譯/蔣秀娟 審訂/沛軒

Are employee bene fi ts today considered perks1perk額外福利。, or are they expected?It’s a question many ask these days. Not surprisingly, the history of employee perks involves World War II, the burgeoning2burgeoning增長迅速的；生機勃勃的。tech industry and women.

[2]When World War II broke out,Hewlett-Packard’s David Packard, at the request of the War Department,stayed behind to run HP’s test and measurement instrument program. HP ran 24 hours a day, and with the men away at war, Packard quickly learned that he had to trust his female employees to run the company. He also had to accommodate3accommodate 為……提供方便。the working moms among them,which included fl ex-time4flex-time彈性工作時間。for sick children, doctor’s appointments, and school runs.

[3]Post-war, the company continued these programs, and added others such as pro fi t-sharing5profit-sharing 分紅制。, annual bonuses, stock options6stock option 股票期權(quán)。, Friday afternoon beer-fests7fest聯(lián)歡；大型聚會。,coffee, fruit and donut breaks every morning and afternoon, and eventually, even camping and picnics at their private company retreat. Fast-forward a few years, and HP was soon boasting record-breaking8record-breaking空前的；破紀(jì)錄的。high levels of employee satisfaction.

[4]Gradually other companies followed suit9follow suit 效仿。regarding employee perks as more women entered the workforce,as Millennials10Millennial千禧一代，20世紀(jì)80年代或90年代出生的人。took over the business world, as jobs became more and more specialized11specialized專業(yè)化的；專門的。, and as work-life balance eroded12erode損害；削弱。due to our digitally driven work world.

Today’s Top Employee Benefits and Perks

[6]In fact, according to employment re-cruiting and review site Glassdoor18格拉斯多，2007年成立的求職招聘網(wǎng)站，總部位于美國加利福尼亞。, “With nearly three in five (57 percent) people reporting bene fi ts and perks being among their top considerations before accepting a job, some employers are raising the bar19raise the bar提高標(biāo)準(zhǔn)。even higher to help attract talent.”

[7]While health and wellness, fi nancial considerations, and retirement bene fi ts have remained at the top of the list for job searchers, other additions such as family issues and time off show an increased desire to try and reclaim20reclaim拿回；要求歸還。that elusive21elusive難以達到的。work-life balance.

The Millennial Impact

[8]Millennials are the largest demographic in the workforce today. They will make up 75 percent of the workforce by 2025, and they want more from work than money. They want to make an impact. Deloitte’s22德勤有限公司，一家根據(jù)英國法律組建的私人擔(dān)保有限公司。德勤品牌下，各具獨立法律地位的全球成員的專業(yè)人士聯(lián)合向經(jīng)篩選的客戶提供審計、企業(yè)管理咨詢、財務(wù)咨詢、風(fēng)險管理及稅務(wù)服務(wù)。德勤會計師事務(wù)所（Deloitte & Touche）是世界四大會計事務(wù)所之一。2015 Millennial Surveyshared insights from 7,800 Millennials from 29 different countries.Seventy- fi ve percent of respondents felt business could do more to help improve society. Only 28 percent felt their current company makes full use of their skills. For a generation that thrives on23thrive on 依靠……成長；繁榮。mentorship, inclusivity24inclusivity不排斥（性別、種族、階級等）。, giving back,and professional growth, those are shockingly sad numbers.

[9]Millennials also show less willingness to stay in their current jobs. Half of Millennials, compared with 60 percent of non-Millennials, strongly agree they plan to be working at their company one year from now. For businesses,this suggests that half of their Millennial workforce doesn’t see a future with them.

[10]In today’s world of work, employee bene fi ts are expected. So, when you’re wondering how to recruit and retain this important cohort25cohort（有共同特點或舉止類同的）一群人。think about paid education and training, an active mentorship program, company sanctioned time-off for volunteering or charity work, and opportunities for work-life balance—things like flextime for family appointments or school meetings, extended parental leave and opportunities for remote work.

Employee Perks

[11]Some of the biggest trends in employee benefits and perks revolve around family, especially parental leave and baby bonuses. Netflix26網(wǎng)飛公司，美國最大的在線DVD租賃商，在世界多國提供網(wǎng)絡(luò)視頻點播，訂閱服務(wù)范圍涵蓋北美洲、南美洲、澳大利亞、新西蘭、歐洲部分地區(qū)、日本等。caused a ripple27caused a ripple 掀起波瀾；引起波動。through the business world when they announced they were offering employees a year of maternity and paternity leave to new parents. Those same parents are also given the flexibility to return either part-time or fulltime, and they can take leave as needed throughout the year. Other companies have taken note, and alongside generous parental leave policies, today you’ll fi nd egg freezing and fertility assistance,counseling for new parents returning to the workforce, lump-sum “baby bonuses” for new parents, even breast-milk delivery services for traveling working moms on employee perks lists.

[12]Another hot new trend is helping new hires pay down their student debt. Student debt load is spiraling28spiral逐漸加速上升（或下降）。out of control. The class of 2015 graduated with an average debt of $35,051, about$2,000 more than their peers in 2014. If you want to stand out from the crowd when it comes to hiring and retaining the best and brightest in your fi eld, consider following in the footsteps of Pricewaterhouse Coopers and other organizations and start working on a student-loan relief29relief 救濟金。repayment benefit as part of your corporate employee perks package.

[13]However, you don’t have to offer pricey perks like, three catered daily meals, unlimited paid time-off, on-site dry cleaning, free shuttle buses, genderreassignment surgery30gender-reassignment surgery變性手術(shù)。or hefty31hefty可觀的。yearly vacation stipends32stipend生活津貼。to recruit and retain the best employees. In fact, many in the start-up space, including DropBox,which drops roughly $25,000 yearly per employee for perks, are scaling back33scale back縮減。the lavish34lavish耗資巨大的。benefits the tech industry has become known to offer. If you’re a smaller organization, consider less expensive treats like a monthly manicure or massage service, a small health and wellness stipend, or varied start times to help reduce commuting stress.

屈光參差對弱視來說是公認的危險因素。所謂屈光參差，是指雙眼在一條或兩條子午線上的屈光力存在差異，人群中雙眼屈光力完全相等者較少見，多數(shù)表現(xiàn)有一定差異。我國2011年中華醫(yī)學(xué)會眼科學(xué)分會斜視與小兒眼科學(xué)組發(fā)布的弱視診斷專家共識中指出雙眼遠視性球鏡度數(shù)相差1.50 D或柱鏡度數(shù)相差1.00 D為屈光參差性弱視的危險因素[6]。屈光參差的發(fā)病機制尚未明確，有研究表明其和遺傳機制有關(guān)，胎兒包括出生前的胚眼發(fā)育以及出生后雙眼正視化進程差異等眼球發(fā)育平衡的因素如受到影響，將導(dǎo)致屈光參差的發(fā)生[7]。雙眼軸增長速度不同，前房深度不同，角膜曲率不一致等均會造成屈光參差[8]。

[14]Consider adopting more flexibility regarding job sharing and remote work. Or incorporate team outings or time for volunteer work into your employees’ schedules. While you don’t have to break the bank with your employee perks and bene fi ts, you must recognize the employee bene fi ts game has changed. Pivot35pivot繞支點運動；以……為中心旋轉(zhuǎn)。and incorporate36incorporate包含。some of these bene fi ts if you haven’t already.Because it’s likely your competition already has. ■

如今，員工福利應(yīng)視為額外所得還是理所應(yīng)得呢？這是目前很多人問到的問題。員工福利的歷史淵源與第二次世界大戰(zhàn)、迅速發(fā)展的科技產(chǎn)業(yè)以及女性息息相關(guān)，這不足為奇。

[2]二戰(zhàn)爆發(fā)時，應(yīng)美國政府戰(zhàn)爭部的要求，美國惠普公司的戴維·帕卡德留在后方運行惠普的測試和測量儀器項目。惠普公司必須一天24小時不間斷運作，但由于男人們都上了戰(zhàn)場，帕卡德很快意識到要維持公司運作，必須倚賴女性員工。另外，他還要給女性員工中的職場媽媽提供方便，讓她們擁有彈性工作時間，可以照顧生病的孩子、看病、送孩子上下學(xué)等。

[3]二戰(zhàn)結(jié)束后，除延續(xù)上述福利待遇之外，惠普公司還增加了其他的福利項目，比如利潤分紅制，年終獎，股票期權(quán)，周五下午的啤酒聯(lián)歡、每天上午和下午提供咖啡、水果和甜甜圈的茶歇時間，員工甚至可以在公司的私有的休養(yǎng)地露營和野餐。幾年之后，惠普的員工滿意度空前之高，公司引以為豪。

[4]隨著越來越多女性步入職場，千禧一代成了商界的主力軍，工作崗位變得越來越專業(yè)化，數(shù)字化職場打破了工作與生活之間的平衡，其他公司也慢慢地開始效仿惠普公司員工福利待遇方面的做法。

當(dāng)下最受關(guān)注的員工福利與額外所得

[5]隨著語言的變化和演進，如今“福利”與“額外所得”這兩個詞之間的界限變得模糊了。但按法律要求，有幾項特定的員工福利是大多數(shù)組織機構(gòu)必須提供的，如社保、失業(yè)保險、工傷保險等。而現(xiàn)在的員工對福利的要求遠不止于此。

[6]求職招聘網(wǎng)站格拉斯多就表示：“大約有3/5（57%）的求職者反映，在接受一份工作之前，首要考慮的是福利和額外所得，因此一些雇主也在不斷提高福利待遇來吸引人才。”

[7]健康護理、經(jīng)濟考量以及退休津貼仍是求職者首要考慮的問題，而對其他諸如家庭問題和休假等因素的考量也顯示出求職者對工作與生活間難以企及的平衡有了更高的要求。

千禧一代的影響

[8]千禧一代是當(dāng)今職場的主力軍。到2025年，他們將占到勞動力的75%，他們想從工作中獲得的遠不止錢那么簡單，他們更想有所作為。德勤公司在其發(fā)布的《2015千禧調(diào)查》中分享了來自29個不同國家、7800名千禧一代受訪者的見解。75%的受訪者覺得商業(yè)可以幫助社會發(fā)展，只有28%的受訪者覺得現(xiàn)在的公司做到了人盡其才。對于依靠導(dǎo)師制、包容性參與、回饋的理念以及專業(yè)發(fā)展成長起來的這一代，這些數(shù)字讓人深感遺憾。

[9]千禧一代也不太樂意繼續(xù)待在目前的工作崗位。相較于60%的非千禧一代，半數(shù)千禧一代人中只有半數(shù)堅定地表示打算在現(xiàn)在的崗位干滿一年。對于公司來說，這就意味著半數(shù)千禧一代員工并未從目前的工作中看到未來。

[10]當(dāng)今的職場，員工福利是求職者認為理所應(yīng)得的。因此，要想招募并留住這個重要群體的人才，不妨考慮為員工教育培訓(xùn)買單、設(shè)立積極的導(dǎo)師制、準(zhǔn)假參與志愿者服務(wù)或慈善工作，以及為平衡工作與生活而設(shè)置種種便利：如為家人聚會、家長會、延長育嬰假以及遠程工作等設(shè)立彈性時間。

員工額外所得

[11]員工福利與額外所得的大趨勢是以家庭為中心，尤其是育嬰假和生育獎勵。網(wǎng)飛公司宣布要給新晉父母提供一年的產(chǎn)假和陪產(chǎn)假，這在業(yè)界引起了一些波動。這些父母也可以自由選擇半休假或全職的工作方式，在這一年內(nèi)他們可以在有需要時請假離開。其他公司注意到這些趨勢，除了慷慨的育嬰假政策之外，在現(xiàn)在的員工福利列表中你還可以找到卵子冷凍、輔助生育、為新回歸職場的父母提供咨詢、為新晉父母提供一次性“育兒獎金”等項目，甚至為出差的職場媽媽提供母乳遞送服務(wù)也囊括在內(nèi)。

[12]幫助新聘員工償還學(xué)生貸款成了另一熱門新趨勢。學(xué)生貸款缺乏控制呈上升趨勢，2015屆畢業(yè)生的平均貸款為35051美元，比2014屆多出大約2000美元。如果你想在招聘和留用方面更為突出，找到所在領(lǐng)域內(nèi)最優(yōu)秀、最聰明的員工，可以考慮效仿普華永道會計師事務(wù)所及其他組織機構(gòu)的做法，把償還學(xué)生貸款這項福利納入公司員工福利包。

[13]但也沒必要提供過于昂貴的福利，比如一日三餐、無限期的帶薪休假、現(xiàn)場干洗、免費穿梭巴士、變性手術(shù)、為招聘或挽留出色員工而設(shè)立的超長年假等。事實上，很多企業(yè)，包括以福利待遇優(yōu)厚著稱的科技產(chǎn)業(yè)都開始相應(yīng)縮減其慷慨的福利待遇，比如DropBox公司，在員工福利上每位員工每年大約減少了25000美元。如果你只是一家相對較小的組織機構(gòu)，可以考慮提供花費較少的特別待遇，比如每月一次的美甲或按摩、小額的健康護理津貼，又或是可以減少通勤壓力的靈活上班時間。

[14]在工作分擔(dān)制和遠程辦公上采取更為靈活的方式。可以將公司團隊外出或參與志愿者服務(wù)的時間納入員工日程安排。不必為了給員工發(fā)福利而傾家蕩產(chǎn)，但必須意識到員工福利游戲規(guī)則已經(jīng)發(fā)生變化。如果還沒有將這些福利納入其中，得開始行動了，因為競爭對手很可能已經(jīng)設(shè)立了這些員工福利。 □

（譯者曾獲第五屆“《英語世界》杯”翻譯大賽優(yōu)秀獎。譯者單位：海南軟件職業(yè)技術(shù)學(xué)院）