我国企业年金计划模式选择
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摘要
近年来,企业年金计划作为我国养老保障“第二支柱”得到长足发展,企业年金问题成为倍受关注的焦点问题。从企业年金缴费与给付的方式可以将企业年金划分为两种类型,即受益确定型年金计划(defined benefit ,DB)和缴费确定型年金计划(defined contribution ,DC)。DC型企业年金在世界各国尤其是欧美国家大受欢迎,我国理论界及政府的企业年金政策也都倾向于采用DC型计划。而同时,认为DC计划将取代DB计划大行其道的看法也正受到质疑。对于DC、DB哪种更适合我国企业年金的建立、健全和发展,笔者认为不能简单认为DC计划一定比DB更加有效,本文从此点着手,通过比较研究,得出在DB与DC间选择的适用标准以及对现行体制的完善建议。文章分为四部分:
第一部分是导论,提出问题与研究背景,指出现有研究的不足,对相关概念进行了界定,并回顾了目前国内外对企业年金的相关研究,介绍了本文的具体研究方法。
第二部分通过对DB和DC模式的含义、分类、精算原理的阐述来明确概念,根据二者主要特征的不同来进行客观比较,并针对企业对模式的选择与企业目标、规模等其他因素的联系进行了阐述。
第三部分是对国外企业年金计划模式的发展状况进行研究。通过分析美国、日本等国企业年金计划的发展趋势、存在争议和解决方法,说明DC和DB计划并不是在所有时期和环境中都能够起到积极的作用,并阐述了国际经验对我国企业年金计划模式选择的借鉴和启发。
第四部分分析我国企业的特征、市场投资环境、法律支持等,探讨我国新施行的《企业年金试行办法》中所规定的企业年金运营模式的合理性,提出了我国在DB和DC计划中选择的政策建议,认为DB计划和DC计划各有利弊,在我国企业年金发展初期,应该立足国情鼓励DB和DC计划模式共存、相互补充。
As the development of the community and the old age crisis,various countries are adjusting their social guarantee system. In this situation enterprise annuity as a kind of enterprise security for employees has obtained the rapid development opportunity for its advantage. In the classification of enterprise annuity models, there are two general categories of plan: defined benefit (DB) and defined contribution (DC) plans. Defined contribution plans are popular these years in western, it is also supported by the government in China. Considering the difference of them, this article provides recommendations on which model is a better choice and development of China’s occupational pension scheme. There are four parts here:
The first part is introductory remarks, which briefly elaborates question proposing with the research background, has pointed out the existing research insufficiency, has carried on the limits to the correlation concept, reviewed at present domestic and foreign correlation research of the enterprise annuity and introduced this article concrete research technique.
The second part profits DB and DC the two plans′meaning, classification, fine calculation principle to clear about the concept and comparison according to main different characters objectively. It also elaborates the relationship between the enterprises’choice and other factors, such as the business goal, the scale and so on.
The third part conducts the research on the overseas enterprise annuity plan pattern development condition. It analyzes the disputation of annuity plans, which appears in the US, Japan and other countries, development tendency, and methods to solve the problems. It also explains the DC plan can certainly not play the positive role in all times and environment, and elaborates the international experience which gives the inspiration to choice of our enterprise annuity plan.
The fourth part analyzes the characteristic of Chinese enterprises, market investment environment, the law influence to the pattern choice, discusses the enterprise annuity operation pattern rationality which "Enterprise Annuity Implementation Means" stipulated and proposes the policy suggestion which plan chooses in our country. As well as it mainly summarizes the basic research conclusion: In the enterprise annuity development’s initial period, we should follow voluntary and the diverse market principle and encourage DB and DC plan’s coexistence.
第一部分是导论,提出问题与研究背景,指出现有研究的不足,对相关概念进行了界定,并回顾了目前国内外对企业年金的相关研究,介绍了本文的具体研究方法。
第二部分通过对DB和DC模式的含义、分类、精算原理的阐述来明确概念,根据二者主要特征的不同来进行客观比较,并针对企业对模式的选择与企业目标、规模等其他因素的联系进行了阐述。
第三部分是对国外企业年金计划模式的发展状况进行研究。通过分析美国、日本等国企业年金计划的发展趋势、存在争议和解决方法,说明DC和DB计划并不是在所有时期和环境中都能够起到积极的作用,并阐述了国际经验对我国企业年金计划模式选择的借鉴和启发。
第四部分分析我国企业的特征、市场投资环境、法律支持等,探讨我国新施行的《企业年金试行办法》中所规定的企业年金运营模式的合理性,提出了我国在DB和DC计划中选择的政策建议,认为DB计划和DC计划各有利弊,在我国企业年金发展初期,应该立足国情鼓励DB和DC计划模式共存、相互补充。
As the development of the community and the old age crisis,various countries are adjusting their social guarantee system. In this situation enterprise annuity as a kind of enterprise security for employees has obtained the rapid development opportunity for its advantage. In the classification of enterprise annuity models, there are two general categories of plan: defined benefit (DB) and defined contribution (DC) plans. Defined contribution plans are popular these years in western, it is also supported by the government in China. Considering the difference of them, this article provides recommendations on which model is a better choice and development of China’s occupational pension scheme. There are four parts here:
The first part is introductory remarks, which briefly elaborates question proposing with the research background, has pointed out the existing research insufficiency, has carried on the limits to the correlation concept, reviewed at present domestic and foreign correlation research of the enterprise annuity and introduced this article concrete research technique.
The second part profits DB and DC the two plans′meaning, classification, fine calculation principle to clear about the concept and comparison according to main different characters objectively. It also elaborates the relationship between the enterprises’choice and other factors, such as the business goal, the scale and so on.
The third part conducts the research on the overseas enterprise annuity plan pattern development condition. It analyzes the disputation of annuity plans, which appears in the US, Japan and other countries, development tendency, and methods to solve the problems. It also explains the DC plan can certainly not play the positive role in all times and environment, and elaborates the international experience which gives the inspiration to choice of our enterprise annuity plan.
The fourth part analyzes the characteristic of Chinese enterprises, market investment environment, the law influence to the pattern choice, discusses the enterprise annuity operation pattern rationality which "Enterprise Annuity Implementation Means" stipulated and proposes the policy suggestion which plan chooses in our country. As well as it mainly summarizes the basic research conclusion: In the enterprise annuity development’s initial period, we should follow voluntary and the diverse market principle and encourage DB and DC plan’s coexistence.
引文
1引自邓大松、刘昌平著:《中国企业年金制度研究》,人民出版社,2004版,P56。
2引自邓大松、刘昌平著:《中国企业年金制度研究》,人民出版社,2004版,P178。
3根据《全球企业年金(2003)》资料整理,国际社会保障协会,张树新等译:中国劳动社会保障出版社,2004。
4数据来源:刘永富,中国企业年金网(www. Chinapension.net),2007.2.5。
5刘云龙,姚枝仲,傅安平著:《中国企业年金发展与税惠政策支持》,《管理世界》,2002.4,p27。
[1]方明川.商业年金保险理论与实务.北京:首都经济贸易大学出版社,2000
[2]林羿.美国的私有退休金体制.北京:北京大学出版社,2002
[3]李绍光.养老金与资本市场.北京:中国发展出版社,1998
[4]科林·吉列恩等.全球养老保障——改革与发展.北京:中国劳动社会保障出版社,2002
[5]崔少敏,文武.补充养老保险——原理、运用与管理.北京:中国劳动社会保障出版社,2003
[6]杨燕绥.企业年金理论与实务.北京:中国劳动社会保障出版社,2003
[7]邓大松,刘昌平.中国企业年金制度研究.人民出版社,2005修订版
[8]劳动社会保障部社会保障研究所、博时基金管理有限公司.中国企业年金制度与管理规范.北京:劳动社会保障出版社,2002
[9]武川正吾,佐腾博树.企业年金与社会保障.北京:中国劳动社会保障出版社,2003
[10]何平.企业改革中的社会保障制度.北京:经济科学出版社,2000
[11]葛延风.中国机关事业单位养老金制度改革研究.外文出版社,2003
[12]亨利·艾伦.中国社会保障改革:个人保障与经济增长.徐滇庆、尹尊声、郑玉歆主编.中国社会保障体制改革——98年中国社会保障国际研讨会论文选.北京:经济科学出版社,1999
[13]丹尼斯·E·罗格,杰克·S·雷德尔著,林义等译.养老金计划管理.北京:中国劳动社会保障出版社,2003
[14]丁建定.英国社会保障制度的发展.北京:中国劳动社会保障出版社,2000
[15]吕学静.各国社会保障制度.北京:经济管理出版社,2000
[16]邓大松,刘昌平.中国企业年金制度研究.人民出版社,2004版
[17]林羿.美国私有退休金体制.北京:北京大学出版社,2002
[18]董克用,王燕.养老保险.北京:中国人民大学出版社,2000
[19]刘云龙,傅安平.企业年金——模式探索与国际比较.中国金融出版社,2004
[20]劳动社会保障部社会保障研究所.世纪抉择——中国社会保障体系构架.北京:中国劳动社会保障出版社,2000
[21]伊志宏.养老金改革:模式选择及其金融影响.北京:中国财政经济出版社,2000
[22]朱飞.明天的奶酪——企业年金的历史、选择和运营模式.企业管理,2004
[23]彭剑峰.人力资源管理概论.上海:复旦大学出版社,2003
[24]邓大松.美国社会保障制度研究.武汉大学出版社,1999
[25]赵曼主编.企业年金理论与实务.中国财政经济出版社,2004
[26]孙建勇主编.企业年金管理指引.中国财政经济出版社,2004
[27]孙建勇主编.企业年金运营与监管.中国财政经济出版社,2004
[28]《企业年金试行办法》.中华人民共和国劳动和社会保障部令第20号
[1]郑秉文.中国企业年金制度只能坚持DC,不能引进DB.搜狐财经网,2005.11.8
[2]马斌,朱明明.论我国企业年金制度的几种模式选择.台声·新视角,2005(6)
[3]王芬.DC与DB计划的比较研究.河南商业高等专科学校学报,2005(2)
[4]刘云龙,姚枝仲,傅安平.中国企业年金发展与税惠政策支持.管理世界,2002(4)
[5]刘燕生.企业年金的定位.经济研究参考,2003(15)
[6]张祖平.企业年金对人力资本的影响研究.现代管理科学,2004(12)
[7]李连友,刘飞.我国企业年金运行轨迹的偏移与矫正.湘潭大学学报,2004(3)
[8]张碧安.我国企业年金存在的主要问题研究.华东交通大学学报,2005(7)
[9]庹国柱,朱俊生.关于企业年金几个问题的探讨.劳动和社会保障报,2003.6.12
[10]牟达泉.国有企业年金计划.中国社会保障,2003(9)
[11]孙静,刘昌平.美国养老金收益担保公司——私有受益基准制养老金计划的再保险.社会保险研究,2003(10)
[12]刘昌平.我国企业年金基金管理模式研究.上海证券报,2004.7.23
[13]张锐.谁动了日本养老金的奶酪.当代经济,2004(8)
[14]王时芬.欧洲国家养老金改革及对我国的启示.上海金融,2004(12)
[15]林毓铭.美日企业年金制度解读与我国企业年金制度的完善.江西财经大学学报,2003(4)
[16]国际社会保障协会,张树新等译.全球企业年金(2003).中国劳动社会保障出版社,2004
[17]华金辉.企业年金监管的国际经验及其启示.济南金融,2005(7)
[1] Allen. Pension Planning, 8thed. McGraw-Hill Companies, Inc., 1997
[2] Martin F Palumbos, A Defined Benefit Pension Plan May Fit The Bill For Business Owners, National Underwriter. Life & Health; Sep 11, 2006
[3] Teresa Ghilarducci , The End of Retirement, Monthly Review(2006,5,58, 1)Academic Research Library,pg.12-27
[4] Julia Coronado; Gary Hewitt. Is There a Future for Defined Benefit Pensions in the United States? Benefits Quarterly; Fourth Quarter 2005, pg. 41
[5] Jerry Geisel, New PwC design combines features of DB,DC worlds, Pensions & Investments. Jul 10,2006, pg. 27
[6] OECD(2004),Supervising Private Pension: Institutions and methods, Private Pension Series of OECD No.6
[7] Watson Wyatt, Recent Funding and Sponsorship Trends Among the FORTUNE 1000 , May/June 2005
[8] Watson Wyatt, How Do Retirement Plans Affect Employee Behavior? May /June2005
[9] Alicia Muunell and Annika Sunden, Coming Up Shot:The Challenge of 401(K) Plans, the Brookings Institution,2004
[10] Steven A.Nyce, The Importance of Financial Communication for Participation Rates and Contribution Levels in 401(K) Plans , Benefits Quarterly, 2005.2
2引自邓大松、刘昌平著:《中国企业年金制度研究》,人民出版社,2004版,P178。
3根据《全球企业年金(2003)》资料整理,国际社会保障协会,张树新等译:中国劳动社会保障出版社,2004。
4数据来源:刘永富,中国企业年金网(www. Chinapension.net),2007.2.5。
5刘云龙,姚枝仲,傅安平著:《中国企业年金发展与税惠政策支持》,《管理世界》,2002.4,p27。
[1]方明川.商业年金保险理论与实务.北京:首都经济贸易大学出版社,2000
[2]林羿.美国的私有退休金体制.北京:北京大学出版社,2002
[3]李绍光.养老金与资本市场.北京:中国发展出版社,1998
[4]科林·吉列恩等.全球养老保障——改革与发展.北京:中国劳动社会保障出版社,2002
[5]崔少敏,文武.补充养老保险——原理、运用与管理.北京:中国劳动社会保障出版社,2003
[6]杨燕绥.企业年金理论与实务.北京:中国劳动社会保障出版社,2003
[7]邓大松,刘昌平.中国企业年金制度研究.人民出版社,2005修订版
[8]劳动社会保障部社会保障研究所、博时基金管理有限公司.中国企业年金制度与管理规范.北京:劳动社会保障出版社,2002
[9]武川正吾,佐腾博树.企业年金与社会保障.北京:中国劳动社会保障出版社,2003
[10]何平.企业改革中的社会保障制度.北京:经济科学出版社,2000
[11]葛延风.中国机关事业单位养老金制度改革研究.外文出版社,2003
[12]亨利·艾伦.中国社会保障改革:个人保障与经济增长.徐滇庆、尹尊声、郑玉歆主编.中国社会保障体制改革——98年中国社会保障国际研讨会论文选.北京:经济科学出版社,1999
[13]丹尼斯·E·罗格,杰克·S·雷德尔著,林义等译.养老金计划管理.北京:中国劳动社会保障出版社,2003
[14]丁建定.英国社会保障制度的发展.北京:中国劳动社会保障出版社,2000
[15]吕学静.各国社会保障制度.北京:经济管理出版社,2000
[16]邓大松,刘昌平.中国企业年金制度研究.人民出版社,2004版
[17]林羿.美国私有退休金体制.北京:北京大学出版社,2002
[18]董克用,王燕.养老保险.北京:中国人民大学出版社,2000
[19]刘云龙,傅安平.企业年金——模式探索与国际比较.中国金融出版社,2004
[20]劳动社会保障部社会保障研究所.世纪抉择——中国社会保障体系构架.北京:中国劳动社会保障出版社,2000
[21]伊志宏.养老金改革:模式选择及其金融影响.北京:中国财政经济出版社,2000
[22]朱飞.明天的奶酪——企业年金的历史、选择和运营模式.企业管理,2004
[23]彭剑峰.人力资源管理概论.上海:复旦大学出版社,2003
[24]邓大松.美国社会保障制度研究.武汉大学出版社,1999
[25]赵曼主编.企业年金理论与实务.中国财政经济出版社,2004
[26]孙建勇主编.企业年金管理指引.中国财政经济出版社,2004
[27]孙建勇主编.企业年金运营与监管.中国财政经济出版社,2004
[28]《企业年金试行办法》.中华人民共和国劳动和社会保障部令第20号
[1]郑秉文.中国企业年金制度只能坚持DC,不能引进DB.搜狐财经网,2005.11.8
[2]马斌,朱明明.论我国企业年金制度的几种模式选择.台声·新视角,2005(6)
[3]王芬.DC与DB计划的比较研究.河南商业高等专科学校学报,2005(2)
[4]刘云龙,姚枝仲,傅安平.中国企业年金发展与税惠政策支持.管理世界,2002(4)
[5]刘燕生.企业年金的定位.经济研究参考,2003(15)
[6]张祖平.企业年金对人力资本的影响研究.现代管理科学,2004(12)
[7]李连友,刘飞.我国企业年金运行轨迹的偏移与矫正.湘潭大学学报,2004(3)
[8]张碧安.我国企业年金存在的主要问题研究.华东交通大学学报,2005(7)
[9]庹国柱,朱俊生.关于企业年金几个问题的探讨.劳动和社会保障报,2003.6.12
[10]牟达泉.国有企业年金计划.中国社会保障,2003(9)
[11]孙静,刘昌平.美国养老金收益担保公司——私有受益基准制养老金计划的再保险.社会保险研究,2003(10)
[12]刘昌平.我国企业年金基金管理模式研究.上海证券报,2004.7.23
[13]张锐.谁动了日本养老金的奶酪.当代经济,2004(8)
[14]王时芬.欧洲国家养老金改革及对我国的启示.上海金融,2004(12)
[15]林毓铭.美日企业年金制度解读与我国企业年金制度的完善.江西财经大学学报,2003(4)
[16]国际社会保障协会,张树新等译.全球企业年金(2003).中国劳动社会保障出版社,2004
[17]华金辉.企业年金监管的国际经验及其启示.济南金融,2005(7)
[1] Allen. Pension Planning, 8thed. McGraw-Hill Companies, Inc., 1997
[2] Martin F Palumbos, A Defined Benefit Pension Plan May Fit The Bill For Business Owners, National Underwriter. Life & Health; Sep 11, 2006
[3] Teresa Ghilarducci , The End of Retirement, Monthly Review(2006,5,58, 1)Academic Research Library,pg.12-27
[4] Julia Coronado; Gary Hewitt. Is There a Future for Defined Benefit Pensions in the United States? Benefits Quarterly; Fourth Quarter 2005, pg. 41
[5] Jerry Geisel, New PwC design combines features of DB,DC worlds, Pensions & Investments. Jul 10,2006, pg. 27
[6] OECD(2004),Supervising Private Pension: Institutions and methods, Private Pension Series of OECD No.6
[7] Watson Wyatt, Recent Funding and Sponsorship Trends Among the FORTUNE 1000 , May/June 2005
[8] Watson Wyatt, How Do Retirement Plans Affect Employee Behavior? May /June2005
[9] Alicia Muunell and Annika Sunden, Coming Up Shot:The Challenge of 401(K) Plans, the Brookings Institution,2004
[10] Steven A.Nyce, The Importance of Financial Communication for Participation Rates and Contribution Levels in 401(K) Plans , Benefits Quarterly, 2005.2