Many studies have found that the more well-being of employees, higher productivity. Despite the financial turmoil in 2008, the economic environment is full of uncertainties, however to attract good talents to increase the competitiveness is still a very important goal for many enterprises. Especial in recent years, it¡¦s harder and harder to getting good talents. The enterprises provide the good salary strategy for attracting outstanding talented people. Under the reduction of personnel costs, the outsourcing becomes one of the main approaches for an enterprise in order to keep normal operation."Employee benefits outsourcing" to improve employee satisfaction is an important welfare policy. The main purpose of this study was to explore the key success factors of employee benefits outsourcing. Through the interviews from the field, the study was designed from the point of view of vendors to understand outsourcing factors, enterprises characteristics for the outsourcing and outsourcing processes, for the impact of employee benefits outsourcing. The main conclusions are summarized as follows: 1.Costs are still the main considerations as outsourcing the employee benefit. Generally, the corporations, choosing to outsource employee benefits, have the concept of outsourcing and more attention to the interests of employees. In addition, the employee benefits will be changed by the environment and the times. 2.There is no clear connection for enterprises¡¦ character in outsourcing, such as the size, public or nationality. The research tells us that the corporates to outsource the employee benefits have more respect for the employee benefits as well as all have a concept of outsourcing welfare. 3.From the literature and interviews, the study found that there are fewer differentiations in the outsourcing projects process. The main factor influenced the success of outsourcing is still in whether the enterprises know their actual demand and the vendors are able to clearly catch the demand of outsourcing companies, and provide good recommendations and services. 4.In addition to costs, from the point of view of vendors, another critical success factors for outsourcing is the key person. "The preferences of the key person" will not only affect the "choice of outsourcing vendors", "outsourcing source "and" the acceptance of new service ", but also affect the whole direction of outsourcing.

Thesis (Honors)--College of William and Mary, 2008. / Includes bibliographical references (leaves 74-82). Also available via the World Wide Web.

Thesis (M.H.A.)--University of Michigan, 1969.

Thesis (M.H.A.)--University of Michigan, 1969.

Thesis (M.P.A.)--University of Hong Kong, 1997. / Includes bibliographical references.

Thesis (M.P.A.)--University of Hong Kong, 1997. / Includes bibliographical references. Also available in print.

Thesis (Ph. D.)--Sophia University, Japan, 2006. / Includes bibliographical references (leaves 265-270).

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The challenge of this work is to deepen the knowledge, expand the domain, to provide a deeper analytical view on the issue concerning to generation of benefits for interorganizational networks and the direction of the new benefits in an increasingly competitive environment by creating new interorganizational networks and also by uncertainty about the expectations of participants throughout the relationship. In some cases, also presents the individualistic behavior, where there is no sharing of knowledge and also the stable behavior, observed in certain interorganizational networks. Therefore, a study about the benefits contributes to the interorganizational networks conducive to its participants a competitive power and relevance in the market, capable of overcoming the limits of each individual member and thus be able to seek help for your business to flourish, grow and fruit. The method used for this project was an exploratory survey research, and relying on the qualitative and quantitative analysis. This, because of the analysis, interpretation and presentation of data will be valid, at certain moments, of numerical data, applying univariate statistics and multivariate statistics, and in others, by interpretative aspects of the interviews. In the results we can see that, regarding the establishment and management of networks, it appears that this process occurs similarly among the networks studied, thereby demonstrating that the initial benefits are not sufficient to maintain competitive advantages, because competing networks to be formalized by the same initial benefits. At the end of this work, from the results presented, we can answer the last specific objective: To identify the direction of the new benefits for interorganizational networks. The direction of the new benefit was shown from both the interviews and the results of quantitative analysis, the networks are becoming increasingly concerned about their development process through exchange of experiences and knowledge, which from these interactions will get new ideas and new benefits to achieve it with greater legitimacy in the market and therefore greater sustainability. This concern has shown that the Brazilian interorganizational networks to achieve greater competitiveness in their market, they should be qualified for a more dynamic exchange of information and knowledge. / O desafio do presente trabalho é o de aprofundar o conhecimento, ampliar seu domínio, oferecer uma visão analítica mais profunda sobre o tema referente à geração de benefícios pelas redes interorganizacionais e à direção dos novos benefícios em um ambiente cada vez mais competitivo pela criação de novas redes interorganizacionais e também pela incerteza sobre as expectativas dos participantes ao longo do relacionamento. Em alguns casos, também apresenta-se o comportamento individualista, onde não existe a partilha de conhecimentos e o comportamento estável presente em algumas redes interorganizacionais. A partir disso, um estudo sobre os benefícios contribui para que as redes interorganizacionais propiciem aos seus participantes um poder de competitividade e de relevância no mercado, capaz de suplantar os limites individuais de cada integrante e, com isso, ter condições de buscar auxílio para que seu empreendimento floresça, cresça e gere frutos. O método utilizado para o desenvolvimento deste trabalho foi uma pesquisa survey - exploratória, baseando-se na forma de análise qualitativa e quantitativa. Isso porque a análise, a interpretação e a apresentação dos dados se valerão, em determinados momentos, de dados numéricos, aplicando estatísticas univariadas e multivariadas e, em outros, de aspectos interpretativos das entrevistas realizadas. Nos resultados encontrados, pode-se verificar que a respeito da constituição e gestão das redes, pode-se verificar que esse processo acontece de forma similar entre as redes pesquisadas, demonstrando que os benefícios iniciais não são suficientes para manter as vantagens competitivas, pelo fato de redes concorrentes estarem se formalizando pelos mesmos benefícios iniciais. Ao final desse trabalho, a partir dos resultados apresentados, pode-se responder ao último objetivo específico, o de identificar a direção dos novos benefícios para as redes interorganizacionais. A direção dos novos benefícios se mostrou a partir tanto das entrevistas e dos resultados da análise quantitativa, que as redes estão se preocupando mais com seu processo de desenvolvimento, através da troca de experiências e conhecimentos, o que, a partir dessas interações, conseguirão novas ideias e novos benefícios para, com isso, atingir uma maior legitimidade no mercado e consequentemente maior sustentabilidade. Essa preocupação demonstrou que as redes interorganizacionais brasileiras, para conseguirem maior competitividade no mercado em que atuam, devem ser qualificadas para uma gestão mais dinâmica na troca de informações e conhecimentos.

Diploma thesis analyzes the impact of the legislative changes in employee benefits, contained in an amendment of the Labor Code and the Income Taxes Act on employee salary and the employer`s tax deductible expenses in 2008 compared to 2007. The thesis is divided into three parts. The first chapter deals with clarifying the concept of employee benefits, an overview of employee benefits, and further illustrates the tax solution of benefits. In the second chapter the selected employee benefits are characterized. The third chapter is analytical, there is shown the impact of the legislative changes in employee benefits. Comparative analysis and synthesis are used to identify and quantify the impact of the changes.

This thesis is aimed on fringe benefits which are very popular part of employee's remuneration these days. The supply of benefits is very wide and it depends on the employer what he chooses. It is important to take into consideration what influence the benefits have on employees' satisfaction and what are their tax impacts. The objective of this thesis is to consider all mentioned aspects and to analyse the system of fringe benefits in the company Murr CZ s.r.o. For analysis of the present employee's satisfaction with the system, questionnaire method was used. Then some changes were recommended which could improve the benefit system regarding satisfaction and also regarding tax impacts. The employees could be divided into two groups according their position in the company. First one would be management and the second one would be team leaders and workers. Following this concept the company could adapt benefits with regard to specifics of each group. The company should think over the new benefits including pension insurance contribution and the alternative between transport allowances and culture or sport vouchers.