Through our Making
Smart Benefit Choices
Survey, Mercer asked more than 10,000 workers in 10 markets (US, UK, Ireland, Canada, Brazil, Spain, France, Italy,
China and Hong Kong) around the world which benefits they value most and whether they’d be
willing to pay extra for
certain voluntary benefits.
人力資源公司美世達信開展了一項名為“選出明智的福利”的調查活動，參與調查的員工來自全球十個市場（美國、英國、愛爾蘭、加拿大、巴西、西班牙、法國、意大利、中國和中國香港），涉及一萬多名員工。調查的內容包括他們最重視的福利項目是什么，以及他們是否愿意自費獲得某些福利。
Given the choice, employees worldwide
tend to select benefits that offer
immediate gratification rather than those that
potentially deliver value over the long term. In fact, an extra week of paid time off was among the top-three
employee choices in seven of the ten markets surveyed. Underscoring this
trend of “
immediacy” over longer-term benefits, employees selected a salary increase over all
benefit offerings listed in the
survey (
except in Canada where paid time off edged out a salary increase).
從共性上來看，全球的工作者都傾向于選擇可以即時享受的福利，而不是那些需要長時間才能看到的利益。事實上，在接受調查的10個市場中，有7個市場的員工都把帶薪休假排在了最看重的福利前三名。能夠最明顯表現(xiàn)出員工重視現(xiàn)時福利的一點是，全球的員工都把加薪當做是首選的福利（不包括加拿大，加拿大的員工更看重帶薪休假而不是加薪）。
As to the employees in mainland
China,“I would rather have a salary increase, daily commute subsidies or help with my housing plan than any other benefits.”
對于中國大陸的員工來說，“我更看重加薪、交通補貼或者住房補貼。”
Respondents were asked to rank 13 types of benefits. Not surprisingly, a ￥2,500 salary increase received the highest ranking, with 18% of respondents indicating this was the most preferable benefit. The benefits that come closest to delivering the same perceived value to employees as a salary increase are a ￥2,500 increase in employer contribution toward daily commute costs and a supplementary employer contribution of ￥2,500 to the housing program. These results were fairly similar across genders and locations.
中國大陸的受訪者要求在13種不同的福利中，根據最看重的程度，按序排列。正如預料得一樣，2500元的加薪排在了首位，18%的受訪者最喜歡加薪這項福利。員工眼中最接近2500元加薪的福利是2500元的交通補貼和價值2500元的住房補貼。這些調查結果在不同性別和地區(qū)之中的受訪者中并沒有較大差別。
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