The concept of corporate social responsibility appeared in the USA in the 60s of the twentieth century, and in Europe the term “corporate Social responsibility” was first used in 1993, when then European Commission Prime Minister Jacques Delors called on businesses to be socially responsible. The European Commission has contributed to the emergence social guarantees at enterprises. Innovations in social packages for employees are still relevant today. The crisis has passed, the belts can be loosened.

What is a "social package"? Many bonuses can be added to the financial motivation of employees: additional medical and pension insurance, preferential rates and discounts for using the services of partner companies - banks, mobile operators, shops, travel companies. The company may issue credit cards and various subsidies to employees. The use of these alternative methods of remuneration depends on company policy and the professionalism of management.

The forms of the social package can be completely different, standard and exotic. This includes fitness, paid lunch, table tennis and money for gas. Some companies impress with their attitude towards children: they organize New Year trees and kindergartens at the office.

A properly organized social package can and should be made absolutely individual. Benefits must take into account “merit” to the company. For example, after three months of work in the company, an employee receives payment for communications, after six months - payment for a fitness club, after one year of work - medical insurance. After five years of work, you can, for example, provide an employee with a family vacation in exotic countries. In this way, it is possible to achieve prolongation of employee loyalty.

The benefits program should be tied to the employee's achievements. It is imperative to divide all employees into groups depending on length of service, KPIs, etc., and assign their own benefits to each group. An employee must understand what he loses if he no longer meets his category. Based on the results of work for the current period, the employee can be transferred either to a lower category, or to a higher one, or the previous one can be assigned to him.

The Russian mentality is very different from the Western one. In fact, in Russia, in most of the country, the social package means compliance with the labor code and nothing more. But in developed countries, when applying for a job, a candidate takes into account the features of pension insurance, training, and the flexibility of an additional social package.

Large Russian companies that provide their employees with a social cafeteria (the ability to choose bonuses) can be counted on one hand. And even those crises forced them to reconsider their obligations.

Only now the market is gradually reviving and again increasing the volume of social guarantees and bonuses.

Against the backdrop of bright slogans about a buffet of bonuses, the facts of concealing the death of employees, payment for death only through the courts and other unpleasant things look much more convincing. We do not accept employee insurance. A company can provide a candidate with a company car, and then evade payments to the family if he crashes in the same car.

This inconsistency is due to the fact that every employer wants to look respectable, but at the same time does not have a truly stable financial situation and cannot afford the consistent implementation of social protection.

Of course, death is a rare occurrence at work, but chronic and acute illnesses acquired at work should also be regarded as risks and should also be covered by insurance.

In France, 90% of workers have voluntary health insurance. Such a percentage of coverage for Russia seems unrealistic.

More and more employers are recognizing the need to use various social bonuses to retain staff. One of the options to make your company attractive is voluntary pension insurance. Social bonuses in the form of contributions to pension funds are well known as a tool for strengthening loyalty.

Voluntary pension insurance has huge potential. More and more companies are expected to take advantage of this opportunity. But so far there are no signs that this will happen soon. Especially in light of today's pension reforms. At the same time, large employers abroad create funds to provide additional income for employees after their retirement.

Tying a person to an organization means making his decision to leave as difficult as possible. When, upon dismissal, the family loses kindergarten and gets into debt on a loan that was received on preferential terms (but these conditions are valid only until the moment of dismissal), and the employee loses his car, phone and lunch - it really becomes very difficult to quit. Therefore, the social package in large organizations is not only about caring for employees, it is primarily about ensuring the stable operation of the company. When creating a package of benefits, special attention should be paid to the “children's issue”, because Keeping children in their hometown, close to their parents, automatically and very firmly ties workers to the enterprise. The “correct” social package, which will link the employee and the company for a long time, should affect the life of the entire family, if there is one, or seriously change a person’s life. Benefits can open up new opportunities for employees and unexplored horizons. And at the same time closing horizons that are not beneficial to the employer... By the way, the company’s management can make great money by providing loans to its employees.

If the company organizes a “benefit cafeteria”, i.e. bonuses can be chosen, then employees need to be oriented towards a quick choice. For example, you can allocate a fixed amount for a year, which can be partially spent on voluntary health insurance schemes, and the rest on a swimming pool, massage, etc. If the employee does not have time to spend the entire amount before the end of the year, it “burns out.” This method makes people think, treat benefits as their cash, go to the gym, and finally...

Scroll possible options benefits:
Paid days off, time off, or on the occasion of a personal holiday, bereavement, wedding, birth of a child, etc.
New Year's bonuses
Free food or drinks
Dental care
Social insurance (medical, pension contributions, voluntary insurance premiums for employees and their families, insurance against death, accident, hospitalization, illness, disability
Severance pay
Payment for fitness, swimming pool
Training (MBA, languages, internships, second higher education)
Spa treatment;
For office employees– services of a chiropractor and ophthalmologist right in the office.
Financial assistance for various needs;
Possibility to take out a loan from an employer
Possibility to hold events on the employer’s premises
Payment for housing
Housing loans
Payment for communication, Internet
Payment for transport (gasoline, travel card, metro cards)
Provision of equipment (PC, car, telephone, etc.)
Work-Life Balance
Flexible schedule
Gym for an employee and his family members (wellness plan)
Family celebrations
Women's Day - 1 day off once a month only for women, which she can use at her discretion
Payment for summer camps for children
Payment for children's education
Providing children of employees with tickets to New Year's performances and gifts;
Additional holidays;
Performance and Recognition, development and career growth
Employees may receive significant rewards for making significant contributions to the company's performance.
Recognizing employees for outstanding individual or team achievements, milestones, and participation in long-term projects.
Recognition of service. Employees who have a certain length of service can receive gift certificates and other awards.
Other options:
Financial assistance for the birth of a child, enrollment in 1st grade, and graduation from school.
Payment for kindergarten
Payment baby food
Benefits for employees coming from the Armed Forces
Payment of benefits upon retirement
Financial assistance for the funeral of family members, the production of monuments and fences at the expense of the enterprise.
To find the package that is most suitable for your business, it is important to take into account the views of employees, ask them what they really want, and conduct focus groups. Employee interests vary depending on the size of the company, the company's field of activity, and gender differences.

Research into the interests of employees must be carried out constantly throughout the year, since interests tend to change, and many of the bonuses quickly become irrelevant. In addition, the results of these studies must be agreed upon with a lawyer before being put into practice. We also must not forget that benefits must work for some time until the employee appreciates them and feels the real benefit. That is, the return on benefits is always deferred and the time period for evaluation is from a year. Once a benefits package is created, it must be effectively communicated to employees. Often employees small companies say their HR departments say too little about employee bonuses.

Every business must determine best way convey information. For example, some mail bonus letters directly to employees' homes.

The more time you invest in finding the right programs, the higher the return will be in the form of reduced costs and high productivity.

Can. But in order to build it, you need to have mathematical abilities and independence of assessment. The benefit system should be created based on a mathematical formula that describes the “correct” behavior of an employee in the company. “Right behavior” involves achieving company goals.
If the salary is paid for a person’s potential and it can be predicted through key competencies, then benefits pay for results. For example, if we're talking about about the work of sales managers, then their work experience is potential. And a “correctly executed sale” is a result that can be expressed through mathematical formulas.

It is clear that the formula for mutual “happiness” is calculated purely individually and cannot be taken ready-made from the HR departments of other companies. Therefore, if an HR specialist wants the benefit system in his company not to be similar to “masterly amusements” (“if he wanted, he paid, if he didn’t want, he didn’t pay”), but was subject to very specific, predictable rules, he must either order it from those who knows how to apply mathematical knowledge in practice, or remember how to do it himself.

SOCIAL PACKAGE AS A TOOL FOR STAFF MOTIVATION

One of the most important problems, the solution to which still remains relevant for many enterprises, is the future increase in the shortage of qualified, competitive labor resources and the need to develop the organization's human resources potential. A modern employer, in conditions of fierce competition for the opportunity to hire and use highly qualified personnel, is forced to create comfortable conditions work. And in order to succeed in this competitive struggle, it is necessary to clearly understand not only the existing salary offers in the labor market, but also have an idea of ​​the motivational schemes of competing companies, the range of services, compensation and benefits they provide.

Motivation of employees, both material and non-material, in last years increased attention is paid, which reflects today's dynamic business conditions. One of the most common types of employee motivation is the so-called “social package,” which is a set of benefits and services that an enterprise provides to its employees. Its cost can be from a third to half of the salary. Each company has its own ways of forming a social package: some companies are limited to only paying for sick leave and vacations, others may include payment for transport to and from work, vouchers to sanatoriums, classes in sports and recreation centers, others provide a car for use, loans with preferential interest rates, comfortable apartments for living, etc.

Providing a social package to employees is a relatively new phenomenon in the Russian market labor, which appeared after the introduction of corporate culture according to Western standards. The benefits package is a competing feature of the firm. According to sociological surveys, 72% of respondents consider the presence of a social package at an enterprise as an advantage when choosing a place to work, and only 21% do not pay attention to it.

According to experts, the social package can be divided into three parts: mandatory, compensation, and, finally, the most interesting - motivational.

Let's take a closer look at them. The mandatory part of the social package is based on the employer’s obligations imposed on him by the state. This includes: sick pay; provision of annual paid leave in the amount of 28 calendar days; contributions to compulsory social insurance; payment of expenses related to business trips of employees (Articles 167-168 of the Labor Code of the Russian Federation); payment for transport to employees whose permanent work is traveling in nature, other compensation and guarantees in accordance with Art. 168.1 Labor Code of the Russian Federation. qualified motivational social package

The compensation social package usually includes payment for expenses such as telephone payment, compensation for fuel and lubricants and depreciation when using a personal car, payment for housing for an employee, return of part or 100% of training costs, etc.

The motivational part of the social package includes all the benefits that the employer adds to the salary at will: cheap or free food, voluntary health and pension insurance, payment for sports complexes, provision of a company car, vacation packages, etc.

For example, at OAO LUKOIL, the motivational social package includes the following benefits:

• - organizing conditions for recreation and health improvement for employees and members of their families, organizing sports and recreational events;
• - health protection and medical care for employees, including voluntary health insurance;
• - assistance to employees in purchasing their own home;
• - social help women and families with children;
• - social support young personnel;
• - non-state pension provision for employees, since 2004, operating on the principles of shared participation of the employee and employer in the formation of non-state pensions;
• - free new Year gifts children of employees;
• - one-time assistance to female employees of enterprises at the birth of a child;
• - remuneration upon retirement, etc.

For comparison, consider the standard “social package” provided by one of the American companies (NetApp), which includes:

• - advanced training through participation in NetAppUniversity programs, a global educational resource for employees;
• - support for employees who have adopted or are planning to adopt children (that is, reimbursement of funds spent in the amount of up to 10 thousand US dollars for a year and 20 thousand US dollars for a lifetime);
• - the VolunteerTimeOff (VTO) program allows company employees to take up to 5 full days a year, while maintaining their salary, for volunteer work in municipalities non-profit organizations or schools for regular work hours or to provide volunteer support in the event of natural disasters.

However, it should be noted that the social package is not provided by all employers, since it is not provided for in the legislation as a direct responsibility. At the same time, if a company provides its employees with a social package, this indicates its sustainable economic condition, about financial reliability, as well as about caring for your staff.

Thus, the development of a social package acts as one of the most important strategic tasks in management by human resourses companies The meaning and purpose of providing a social package can be viewed from two sides. On the one hand, namely on the part of the employer, the benefit from the social package lies in the fact that the presence of the social package forms the loyalty of the staff by meeting their needs. Thus, providing employees with a social package is an opportunity for the employer to attract, retain, gain employee loyalty and indirectly stimulate the productivity of his work. And from the outside employees, if there is a social package in the company, the staff has a sense of social security. He also receives compensation for personal expenses spent on work.

Today, more and more specialists and company executives are convinced that wages do not motivate employees to achieve success, as was the case in the recent past. And in the list of preferences of employees, both foreign and domestic companies, material benefits are far from being in first place and are increasingly giving way to social benefits. According to experts from Ward Howell International, 86% of compensation packages in leading Russian companies are not inferior in content to their Western counterparts.

COMPETITIVE ADVANTAGE

The authors of the article at the beginning of last year conducted a survey of a large Russian production company with a staff of more than two hundred employees, the results of which showed: wages (both for management personnel and ordinary employees) in the list of preferences of 36 factors are in 9th and 4th places, respectively. Among the most necessary elements of motivation, the company named such components that are usually referred to as a social package (free lunches, payment of transportation costs, convenient work hours, etc.). An interesting fact is that material incentive methods (long service bonus, profit bonus at the end of the year) were less significant in the preference ratings of company employees than social benefits (Table 1).

According to most HR consultants and managers Russian companies, a social package is necessary today even with the most high level wages. In addition, it is advisable to constantly review and expand it. If management takes care of subordinates by providing them with benefits, then the reputation of such a company is much higher. According to experts at Ecopsy Consulting, additional incentives carry a large psychological load: by offering staff various benefits, the head of the company can demonstrate concern for his employees, their health, rest, and problems outside of work. With the help of a social package, a number of problems can be solved: controlling staff turnover, increasing employee motivation, increasing labor productivity, attracting the right employees to the company, ensuring a favorable socio-psychological climate in the team, developing employee loyalty to the company, creating positive image companies on the market and much more.

Undoubtedly, the social package today is strong competitive advantage, and the range of possible social benefits is growing in Russian companies from year to year.

REQUIRED COMPONENTS
Today, the heads of every company operating in the territory Russian Federation, are obliged to provide their employees with the so-called mandatory social package, which includes: annual paid leave, payment of temporary disability certificates (sick leave), contributions to Pension Fund, compulsory health insurance. The company's social package can be divided into two parts: basic and additional. The first most often includes medical insurance, pension insurance, payment of transportation expenses, free food, the second - payment for education, recreation, loans and loans for personal needs, purchase of housing, etc. For example, TNCs Procter & Gamble offer their employees have an extensive compensation package, which, in addition to wages, includes a range of benefits - from food and insurance programs for employees and their families to Procter & Gamble equity participation programs. In some companies, educational programs would also be included in this article - Procter & Gamble offers an entire system that supports individual plan development of each employee, however, the company does not classify this as a compensation element.

Necessary motivation factors for company employees (table fragment) Table 1

In the Russian company IBS, the basic social package includes compulsory medical insurance for employees and their children, life insurance, payment for mobile communications services, corporate discounts on property and personal vehicle insurance. However, the distribution of benefits between employees occurs here on the principle of “grades” (each grade (level) corresponds to a certain amount of health insurance, life insurance, various training programs, certain amounts to pay for mobile communication services).

In addition to dividing the social package into basic and additional parts, its structure can be represented by such elements as:
1) benefits and guarantees determined by law (payment of sick leave, vacation, etc.);

2) benefits related to the employee’s health (medical insurance, life insurance, payments in the event of the birth of a child, payment for meals, sports activities, payment for recreation, etc.);

3) benefits related to ensuring the comfort of employees (payment of transportation costs, mobile communications, corporate car, housing, loans for the purchase of housing, loans for personal needs);

4) benefits related to employee training (trainings, advanced training courses, language courses, partial or full payment for business education, etc.);

5) benefits related to cultural and entertainment events (corporate events, payment for visits to theaters, concerts, exhibitions, etc.).

The most common benefits in the social package of Russian companies Table 2

POPULARITY RANKING
The change in the Russian employer’s attitude towards the social package in recent years is also due to the growing struggle for qualified personnel, changes in the motivation of modern employees, as well as the rapid development of the external services market (a variety of insurance programs, training, recreation, etc.).

An increasing number of domestic employers are showing ingenuity in creating a social package for their employees.
According to the consulting company Ankor, the most popular benefits in Russian companies in recent years are the issuance of loans for personal needs and loans (all companies that took part in the survey), training at the expense of the company - 88%, payment for mobile communication services - 76%, and provision of a corporate car - 71% (Table 2). Least often, managers of domestic companies provide their employees with such benefits as: life insurance - 14%, payment for sports activities - 18%, and additional holidays - 7%.

For example, the Baltika company provides its employees and their family members with health insurance, dental and hairdresser fees. In addition, it provides support to young families (in the event of the birth of a child, the employee is paid a cash allowance, and subsequently the costs of vouchers to summer camps and children's recreation centers are paid). Aeroflot offers its staff medical insurance, discounted lunches, payment for sanatorium treatment, and preferential loans for the purchase of housing. In the Felix company, in addition to the social guarantees provided Labor Code Russian Federation (paid holidays, sick leave etc.), employees are also provided with additional payments for lunches, material aid those in need of expensive treatment. In addition, there are programs to support the company’s veterans, as well as programs to support children, encourage healthy lifestyles and sports in teams. Foreign companies operating in the Russian market most often offer employees company cars (100% of companies surveyed), medical insurance (80%), training at company expense (74%), free lunches (67%), payment for mobile communications services ( 58%). The least common benefits are: provision of loans and advances (20%), life insurance for family members of employees (3%).

For example, at Johnson & Johnson, in addition to traditional benefits (medical insurance, food, mobile phone) there are other privileges (paid classes English language, trainings on developing communication and negotiation skills, time management, personnel management, MBA training and advanced training for the best employees). Some foreign companies offer benefits such as sabbatical leave lasting from several months to a year with partial retention of salary and job. However, it should be noted that the benefits provided by employers are not always really necessary for the staff. The results of the above-mentioned author's study showed that most of the components of the social package, employees prefer free lunches, paid transportation expenses, convenient work schedules and medical insurance, least of all - payments for mobile communication services, the opportunity to receive
loan (Fig. 1).

Managerial employees prefer medical insurance, convenient work schedules, free lunches, payment of transportation expenses, and less significant for this category of personnel were the allocation of a separate office, payment for sports activities, and the provision of a corporate car.

The results obtained by the authors were partially confirmed by the results of a similar survey conducted consulting company Ward Howell International among a number of Russian top managers. According to their data, from 75 to 100% of senior executives of the companies they surveyed benefit from free lunches and travel expenses. Workers and service personnel in the study conducted by the authors chose free lunches, paid transportation expenses, discounts on the purchase of company products, and vacation pay as important benefits.

Benefits such as corporate events, sports memberships and free trips to holiday homes have become less necessary.
According to the author's survey, free lunches, convenient work schedules, and paid transportation expenses were more important to men. Men considered payment for mobile communications services, training and advanced training at the expense of the company, the opportunity to receive a loan to purchase company products and the allocation of a separate office to be less important. Women considered payment of transportation costs, free lunches, convenient work schedules, and health insurance the most necessary, and least of all they were interested in paying for mobile communication services and the ability to do work from home (Table 3).

The importance of the components of the social package (as assessed by employees) Figure 1

When building a motivation system, corporate culture plays a general structuring role. Its components - the company's strategy, goals, values, principles, foundations, generally accepted sets of standards, norms, rules of behavior, company history, corporate communications system, work practices - set the consistency, consistency, and general direction of employee efforts. The systems of remuneration and personal development of employees depend on the characteristics of the corporate culture.

Thus, by cultivating certain values ​​and creating the necessary attitudes among employees, the company inspires the behavior of people necessary to achieve business results. There are many cases where employees, content with a relatively small wages, continued to work in the company because they felt comfortable in a team of like-minded professionals. Many people also prefer to work for comparatively less pay in leading companies, to be involved in business victories, and reject the tempting financial prospects offered to them by small, little-known companies.

The corporate culture in a company is set by its first person. As a rule, his ideas, goals, values, behavior patterns are the basis, and people follow them. So the manager should think about how he influences employees by his personal example. It is known that a talented boss is one of the most effective factors in the motivation system. When employees see that they have something to learn from the head of the company, they have a strong desire to grow to the same level, to become the same bright leaders, wise strategists and diplomats. In general, people have a star that they are willing to follow.

§ 3. The essence of the social package

The social package is determined by the specifics of the job and the employee’s position in the company. A company car or housing are privileges for highly qualified hired top managers, on whose work the fate of the business depends. The company saves them from the need to waste precious energy and time on the road, and also provides comfort and the opportunity for quality rest.

Payment for travel on public transport and lunch on weekdays are typical components of the social package of ordinary workers. It is advisable to pay for calls on a mobile phone for those employees who constantly travel to meetings and facilities, i.e., are away from the office. Medical insurance - for specialists whose work involves increased risk 14.

Company managers often underestimate the importance of the social package as a tool for motivating employees and make two main mistakes. Firstly, they do not consider it necessary to draw the attention of their subordinates to how the company cares about them. People don’t even notice that the company gives them some benefits. Secondly, managers often formulate a social package with an eye on competitors: “what they have, we should also have.” As a result, they are always second in this race, i.e. the social package provided is not a competitive advantage of such companies as employers.

Meanwhile, the social package can be the most effective tool for retaining employees. You just need to creatively implement a marketing approach to personnel management.

For example, one company, after analyzing the composition of its employees and their needs, came to interesting conclusions. In particular, having discovered that 60% of employees have schoolchildren, management decided to buy corporate numbers for mobile phones not only for parents working in the company, but also for their children. Thus, the problem of child control has partially lost its severity. In addition, the company offered those wishing to take out family health insurance and thereby saved employees from wasting time in queues to see specialists at district clinics.

A positive aspect of using a social package is the increase in employee loyalty to the organization. The company, having taken on part of its social responsibility, participates in people’s lives and careers and helps overcome everyday problems 15 . The economic advantage of a social package may be the added value effect. For example, the above example with corporate numbers for children of employees. If we analyze the mobile communications market, there will be no doubt that there will be benefits from using corporate tariff plans above tariffs for individuals. To all this, additional bonuses are added when communicating within the same group (free or very cheap calls). The employee, when assessing the benefit, is based on the market prices at which he would have to pay. Thus, the effect of “added value” appears. In my opinion, this can be used in any financial transactions where the corporate pricing policy is lower than the prices set for individuals. The size of the social package also varies. It depends on the level of development of the company and its corporate culture. Profitable terms First of all, they are provided by those companies that know how to count their money. They view the social package as a way to improve the quality of employees' work, make the company more prestigious in the labor market and win the loyalty of specialists 16 . Often, benefits and guarantees allow you to retain valuable employees without significant salary increases.

Traditionally, the most complete packages are offered by large Russian and foreign companies. However, some of them do not provide packages at all, citing the already high level of salaries and bonuses. In most domestic companies, compensation packages, unfortunately, are kept to a minimum.

Typically, the package consists of health and life insurance, a company car, mobile communications, free lunches or compensation for them. Recently, there has been a tendency to include in the package (or replace health insurance with it) a subscription to a fitness room or swimming pool. The number of companies providing corporate training to employees is growing. In rare cases, the cost of obtaining professional certifications is reimbursed, which is much more attractive to young employees than insurance or free lunch. Even less often, the package includes preferential vacations, insurance for the whole family, stock ownership, loans, additional pension savings, as well as discount programs for company products and services 17 .

Currently, the standard (traditional) social package includes:

• Medical insurance
• Car/transportation reimbursement
• Mobile connection
• Meal reimbursement/free lunches
• In-corporate training / external training
• Professional Certificates
• Corporate holidays/voucher compensation
• Providing loans 18

During the study, the policy of using the social package in large corporations and holdings operating in Russia was examined.

For example, IBS believes that the social package is a sign of a civilized organization. If the business depends on the productivity of specialists, management needs to do everything so that employees are maximally focused on work, and not on solving their own problems. social problems" Most companies rely on social policy as the main tool of the overall motivation system. At IBS, this system includes both “social benefits” that are common to all (for example, compulsory health insurance for all employees and their children), and various methods of reward and incentives - for different categories of employees, for example, some consultants after particularly complex projects , the IBS management sends to the Canary Islands to recuperate.

At Johnson&Johnson, the social package means not only material factors, but also non-material incentives for the employee. Traditional benefits are a salary, insurance, food, and for many, a company car and a mobile phone. The company organizes and pays for English language classes, regularly conducts training on communication and negotiation skills, time management, and personnel management. The best employees are paid for MBA education and advanced training. There are also non-material forms of encouragement: these are various awards at the end of the year. Every year the entire company travels abroad, where work and training events are held, as well as recreation and excursions. Finally, corporate events are held at various recreational locations every quarter.

Aeroflot considers it important that employees do not treat the social package as an imposed benefit. This could completely ruin the mission. social policy a company aimed not only at providing employees with additional benefits, but also at increasing their motivation, loyalty, and the image of the company as a whole. Offering its employees a rich social package, which, in addition to voluntary health insurance, subsidized lunches, sanatorium-resort treatment, non-state pension provision and other various benefits, also includes assistance to youth and veterans, various housing programs (including favorable lending). Aeroflot is trying to solve the whole complex problems: increase the responsibility of employees, prevent social conflicts, improve internal corporate relations 19.

However, not all managers choose the social package as the only motivational tool, so a modest social offer does not always mean that the company is not going to think about its subordinates. The higher the employee’s income and level of qualifications, the less significant the social package is for him. Since Soviet times, the necessary compensation for low wages has been the illusion of security and confidence in the future, which was expressed in guaranteed employment and a social package, believes Alexey Ilyin, general director of the Alpina Business Books publishing house. He believes that for modern employees, whose priority is confidence in the future, a social package is simply necessary. However, for those who have enough money to live, it is better to offer a salary increase instead of a social package. He adheres to this position in his company. The publishing house employs mainly creative and ambitious young people, for whom the publisher strives to increase their wages whenever possible, rather than spend the same funds on social security.

Conclusion

For almost every person, to one degree or another, the financial reward of his work, the opportunity to grow professionally and climb the career ladder, and a favorable working climate in the company are important. Another thing is that for each employee the proportion of these four components is individual. Moreover, it changes from time to time. Therefore, a manager who wants to retain the best, talented, experienced, professional employees must use all four motivation tools in his management practice.

To do this, he must clearly understand the strategic goals of the company and carefully calculate the prospects for its development; constantly use the personnel monitoring system to correctly assess the situation in the company. The latter involves periodically conducting employee assessments in order to find out who and what needs currently dominate, what areas of growth exist for each valuable employee.

The social package will play a very important role in this regard. By relieving psychological stress and feeling socially protected, the employee will be much more loyal to the organization, even with low wages compared to competitors. The social package can be used everywhere, in organizations of any type. The only exception is companies aimed at “creative” areas.

During course work material and non-material remuneration of employees was studied, the priority and importance of career growth, the influence of social guarantees on staff motivation was revealed.

It is necessary to use a social package if the employer seeks to reduce staff turnover, interest the employee in developing professional skills, and increase loyalty to both the organization’s management and co-workers. And one more important note - the social package is very often identified with the compensation package. Compensation compensation is payment for something lost by the employee (compensation). In this case, wages are compensation for time and effort spent. But the social package pursues a deeper goal - not to compensate, but to support the employee and take part in social life 20. And this support, first of all, is aimed at the psychological state of the employee.

I would like to see the introduction of the social package take place in all interested companies, where the main goal is not only to make a profit, but also to take care of their own staff.

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