Employee Bene fi ts:Perks or Expectations?

译/蒋秀娟 审订/沛轩

Employee Bene fi ts:Perks or Expectations?

员工福利：额外所得还是理所应得？

译/蒋秀娟 审订/沛轩

Are employee bene fi ts today considered perks1perk额外福利。, 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增长迅速的；生机勃勃的。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 为……提供方便。the working moms among them,which included fl ex-time4flex-time弹性工作时间。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 分红制。, annual bonuses, stock options6stock option 股票期权。, Friday afternoon beer-fests7fest联欢；大型聚会。,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；破纪录的。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世纪80年代或90年代出生的人。took over the business world, as jobs became more and more specialized11specialized专业化的；专门的。, and as work-life balance eroded12erode损害；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年成立的求职招聘网站，总部位于美国加利福尼亚。, “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提高标准。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；要求归还。that elusive21elusive难以达到的。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，一家根据英国法律组建的私人担保有限公司。德勤品牌下，各具独立法律地位的全球成员的专业人士联合向经筛选的客户提供审计、企业管理咨询、财务咨询、风险管理及税务服务。德勤会计师事务所（Deloitte & Touche）是世界四大会计事务所之一。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……成长；繁荣。mentorship, inclusivity24inclusivity不排斥（性别、种族、阶级等）。, 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（有共同特点或举止类同的）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网飞公司，美国最大的在线DVD租赁商，在世界多国提供网络视频点播，订阅服务范围涵盖北美洲、南美洲、澳大利亚、新西兰、欧洲部分地区、日本等。caused a ripple27caused a ripple 掀起波澜；引起波动。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逐渐加速上升（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 救济金。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变性手术。or hefty31hefty可观的。yearly vacation stipends32stipend生活津贴。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缩减。the lavish34lavish耗资巨大的。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.

屈光参差对弱视来说是公认的危险因素。所谓屈光参差，是指双眼在一条或两条子午线上的屈光力存在差异，人群中双眼屈光力完全相等者较少见，多数表现有一定差异。我国2011年中华医学会眼科学分会斜视与小儿眼科学组发布的弱视诊断专家共识中指出双眼远视性球镜度数相差1.50 D或柱镜度数相差1.00 D为屈光参差性弱视的危险因素[6]。屈光参差的发病机制尚未明确，有研究表明其和遗传机制有关，胎儿包括出生前的胚眼发育以及出生后双眼正视化进程差异等眼球发育平衡的因素如受到影响，将导致屈光参差的发生[7]。双眼轴增长速度不同，前房深度不同，角膜曲率不一致等均会造成屈光参差[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绕支点运动；以……为中心旋转。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，员工福利应视为额外所得还是理所应得呢？这是目前很多人问到的问题。员工福利的历史渊源与第二次世界大战、迅速发展的科技产业以及女性息息相关，这不足为奇。

[2]二战爆发时，应美国政府战争部的要求，美国惠普公司的戴维·帕卡德留在后方运行惠普的测试和测量仪器项目。惠普公司必须一天24小时不间断运作，但由于男人们都上了战场，帕卡德很快意识到要维持公司运作，必须倚赖女性员工。另外，他还要给女性员工中的职场妈妈提供方便，让她们拥有弹性工作时间，可以照顾生病的孩子、看病、送孩子上下学等。

[3]二战结束后，除延续上述福利待遇之外，惠普公司还增加了其他的福利项目，比如利润分红制，年终奖，股票期权，周五下午的啤酒联欢、每天上午和下午提供咖啡、水果和甜甜圈的茶歇时间，员工甚至可以在公司的私有的休养地露营和野餐。几年之后，惠普的员工满意度空前之高，公司引以为豪。

[4]随着越来越多女性步入职场，千禧一代成了商界的主力军，工作岗位变得越来越专业化，数字化职场打破了工作与生活之间的平衡，其他公司也慢慢地开始效仿惠普公司员工福利待遇方面的做法。

当下最受关注的员工福利与额外所得

[5]随着语言的变化和演进，如今“福利”与“额外所得”这两个词之间的界限变得模糊了。但按法律要求，有几项特定的员工福利是大多数组织机构必须提供的，如社保、失业保险、工伤保险等。而现在的员工对福利的要求远不止于此。

[6]求职招聘网站格拉斯多就表示：“大约有3/5（57%）的求职者反映，在接受一份工作之前，首要考虑的是福利和额外所得，因此一些雇主也在不断提高福利待遇来吸引人才。”

[7]健康护理、经济考量以及退休津贴仍是求职者首要考虑的问题，而对其他诸如家庭问题和休假等因素的考量也显示出求职者对工作与生活间难以企及的平衡有了更高的要求。

千禧一代的影响

[8]千禧一代是当今职场的主力军。到2025年，他们将占到劳动力的75%，他们想从工作中获得的远不止钱那么简单，他们更想有所作为。德勤公司在其发布的《2015千禧调查》中分享了来自29个不同国家、7800名千禧一代受访者的见解。75%的受访者觉得商业可以帮助社会发展，只有28%的受访者觉得现在的公司做到了人尽其才。对于依靠导师制、包容性参与、回馈的理念以及专业发展成长起来的这一代，这些数字让人深感遗憾。

[9]千禧一代也不太乐意继续待在目前的工作岗位。相较于60%的非千禧一代，半数千禧一代人中只有半数坚定地表示打算在现在的岗位干满一年。对于公司来说，这就意味着半数千禧一代员工并未从目前的工作中看到未来。

[10]当今的职场，员工福利是求职者认为理所应得的。因此，要想招募并留住这个重要群体的人才，不妨考虑为员工教育培训买单、设立积极的导师制、准假参与志愿者服务或慈善工作，以及为平衡工作与生活而设置种种便利：如为家人聚会、家长会、延长育婴假以及远程工作等设立弹性时间。

员工额外所得

[11]员工福利与额外所得的大趋势是以家庭为中心，尤其是育婴假和生育奖励。网飞公司宣布要给新晋父母提供一年的产假和陪产假，这在业界引起了一些波动。这些父母也可以自由选择半休假或全职的工作方式，在这一年内他们可以在有需要时请假离开。其他公司注意到这些趋势，除了慷慨的育婴假政策之外，在现在的员工福利列表中你还可以找到卵子冷冻、辅助生育、为新回归职场的父母提供咨询、为新晋父母提供一次性“育儿奖金”等项目，甚至为出差的职场妈妈提供母乳递送服务也囊括在内。

[12]帮助新聘员工偿还学生贷款成了另一热门新趋势。学生贷款缺乏控制呈上升趋势，2015届毕业生的平均贷款为35051美元，比2014届多出大约2000美元。如果你想在招聘和留用方面更为突出，找到所在领域内最优秀、最聪明的员工，可以考虑效仿普华永道会计师事务所及其他组织机构的做法，把偿还学生贷款这项福利纳入公司员工福利包。

[13]但也没必要提供过于昂贵的福利，比如一日三餐、无限期的带薪休假、现场干洗、免费穿梭巴士、变性手术、为招聘或挽留出色员工而设立的超长年假等。事实上，很多企业，包括以福利待遇优厚著称的科技产业都开始相应缩减其慷慨的福利待遇，比如DropBox公司，在员工福利上每位员工每年大约减少了25000美元。如果你只是一家相对较小的组织机构，可以考虑提供花费较少的特别待遇，比如每月一次的美甲或按摩、小额的健康护理津贴，又或是可以减少通勤压力的灵活上班时间。

[14]在工作分担制和远程办公上采取更为灵活的方式。可以将公司团队外出或参与志愿者服务的时间纳入员工日程安排。不必为了给员工发福利而倾家荡产，但必须意识到员工福利游戏规则已经发生变化。如果还没有将这些福利纳入其中，得开始行动了，因为竞争对手很可能已经设立了这些员工福利。 □

（译者曾获第五届“《英语世界》杯”翻译大赛优秀奖。译者单位：海南软件职业技术学院）