中国宏观经济已在改革开放的车轮中前行四十余年，如今已迈进发展的新时代，这也赋予证券行业及证券公司新的历史使命及要求。新一轮竞争中，如何抢占优质人力资源，打造富有战斗力及稳定性的团队，成为证券公司经营过程中的重要课题。员工福利作为薪酬体系的重要组成，是企业人力资源管理中的一项重要内容，己经成为吸引、保留人才的重要激励方式。

SH证券公司作为国有金融企业、上市公司，经历合并重组后，公司在促进融合发展的道路上行进，对员工福利的关注较多，投入也较大，但在福利方案建设方面仍存在较多需要改进之处。本文以其作为研究对象，通过开展问卷调查及深度访谈，对员工福利方案的满意度及需求进行调研，获得一手数据和资料，结合行业现状及已有研究成果，在所学理论的指导下通过分析研究，对SH证券公司员工福利方案现状进行诊断，得出现行方案的主要问题包括：福利方案的宣导不到位致员工感知度较低，方案无法满足员工的差异化需求，福利方案在灵活性方面较为欠缺以及福利方案的激励性不足。随后，基于分析和调研，设计SH证券公司员工福利方案的优化原则，进而针对现行方案存在的问题提出优化建议，进一步深入挖掘员工福利功能，使其能够真正发挥作用，更好地服务于公司总体战略发展。

通过对SH证券公司现行员工福利方案的研究，得出的主要结论有：第一，在优化方案设计之初提出方案的优化原则，包括公平性、激励性、恰当性、员工参与性及动态调整性五点。第二，针对分析得出公司现行员工福利方案的问题，进而形成公司员工福利优化方案的内容，主要包括建立健全员工沟通渠道，加深员工感知度；以多元化的福利项目以及“核心+可选”的弹性福利模式满足员工需求，进一步将公司福利方案作用得到发挥；将福利与绩效相结合，深化员工福利方案的激励效用，使其更加科学地发挥作用。第三，提出涉及制度制定与施行层面，各部门分工与福利管委会设置层面，以及系统建设层面三方面的执行保障措施，助力优化方案顺利施行。

China’s macro economy has been moving forward with the reform and opening up policy for more than 40 years, and now it has entered a new era of development, which also proposes new historical mission and requirements to the securities industry and securities companies. In the new round of competition, how to seize high-quality human resources and build a team full of combat effectiveness and stability has become an essential issue in the management process of securities companies. Employee welfare, as an important part of the compensation system, is an important factor of the enterprise human resources management, which has become an important incentive way to attract and retain talents.

SH Securities Company is a state-owned financial enterprise and listed company. After merger and reorganization, the company is forging on the road of promoting integrated development, so the company pays more attention to employees’ welfare and invests a lot. Taking it as the research object, this paper investigates the satisfaction and demand of the employee welfare program through questionnaire survey and in-depth interview, so as to obtain first-hand data and materials. Combined with the industry status and existing research results, this paper identifies the status quo of the employee welfare program of SH Securities Company under the guidance of the theories learned through analysis and research, and draws a conclusion that the main problems of the current program include low perception of employees caused by lack of promotion of the welfare program, failure to meet differentiated needs of employees, insufficient flexibility of the welfare program and shortage of the welfare program. Then, based on the analysis and research, the optimization principle of SH Securities Company’s employee welfare program is designed and optimization suggestions are put forward according to the problems existing in the current program, so as to further explore the employee welfare function and play a better role to better serve the overall strategic development of the company.

    Through the research on the current employee welfare scheme of SH Securities Company, the main conclusions are as follows: First, the optimization principles of the scheme are proposed at the beginning of the optimization scheme design, including five points: fairness, incentive, appropriateness, employee participation and dynamic adjustment. Secondly, in view of the problems of the current employee welfare program of the company, the content of the company’s employee welfare optimization program is formulated, which mainly includes the establishment and improvement of employee communication channels to deepen employee perception. Diversified welfare projects and “core + optional” flexible welfare mode are established to meet the needs of employees and give full play to the role of the company’s welfare program; In addition, welfare is closely related to their performance, enhancing the incentive effect of employee welfare program and playing a more scientific role. Thirdly, safeguard measures from perspective of system formulation and implementation, setting of division of labor of various departments and establishment of welfare management committee, as well as system construction are put forward to facilitate the smooth implementation of the optimization plan.