待遇确定和缴费确定模式下的企业年金精算模型研究

Research on Enterprise Annuity Fund in Defined Benefit and Defined Contribution Payment Models

自二十世纪七十年代以来,在世界范围之内兴起了一场养老保险制度、退休制度改革的热潮,各国纷纷推出了建立企业年金制度的政策主张并得以贯彻实施,我国的养老保险制度改革也同样显示出这样的趋势。中国实行的是企业自愿设立年金的制度,主要有收益确定型(DB)和缴费确定型(DC)两种企业年金制度,本文用模型对DB和DC两种制度下年金给付的不确定性做了比较,指出了不同具体情况下两种企业年金制度的优劣,通过探讨企业年金给付的不同确定方式,待遇确定型计划和缴费确定型计划,运用数量分析,建立两种确定方式的精算模型,得出养老资产合理替代率,养老保障分担率,建立养老理财及终生财务分析模型;通过实证分析方法,探讨政府、企业、受益人、年金管理者在相互影响,以及在相互博弈中,如何达到整体和各自效益最大化及效益均衡。

Since 1970s, there has been a great upsurge of reform around the world in endowment insurance system and retirement system. Each country around the world has put forward the idea of setting up enterprise pension system and has put it into effect. Our country is no exception. In the firm pension system employed in China, there are mainly two models defined benefit and defined contribution payment models. In this paper, we introduce two types of occupational pension systems from the point of view of risk management： defined benefit （DB） plan and defined contribution （DC） plan. The differences between the two plans are examined. We uses quantitative analysis to construct two econometrics models, derives a reasonable substitution rate of pension asset, contribution rate of pension security, and establishes pension financial management and life-long financial analysis mode. By empirical analysis, we try to work out the mutual influence among government, business, beneficiaries, pension managers. In playing game, we will maximize the overall and individual efficiency and balance efficiency.