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Plan of enterprise business plan

Enterprise management plan - enterprise management strategic planning - **** good group training management organization, **** good group was founded in 1996, is a domestic first-class comprehensive

Consolidated information consulting company, the company adheres to the continuous gathering of talent and experience accumulation, aimed at "competitive intelligence + business training + management consulting "

Multiple professional capabilities for the strategy and management of Chinese enterprises to provide effective solutions, integration of world-class management wisdom, to promote China's enterprises

strategic transformation and management upgrade.

Enterprise strategic planning refers to the process of formulating and implementing strategies based on the state of the external environment and its own conditions and their changes, and adjusting and formulating new strategies based on the evaluation and feedback of the implementation process and results

. A complete strategic planning must be implementable, it includes two basic elements: enterprise

Industrial development direction and enterprise resource allocation strategy. Enterprise business objectives are the results expected to be achieved in a certain period of enterprise production and management activities, is a reflection of the purpose of enterprise production and management activities and the body

Present. It refers to the established ownership relations, the enterprise as an independent

established economic entity, in all of its business activities in the pursuit of, and objectively constrain the purpose of enterprise behavior. This definition is characterized by:

1. wholeness. 2. ultimate. 3. objective.

Enterprise business objectives, in the analysis of the external environment and the internal conditions of the enterprise on the basis of the development direction of the enterprise's economic activities and the development of

Fighting objectives, is the concretization of the enterprise business ideas.

Enterprise business objectives more than one, including both economic and non-economic goals, both the main goal, and subordinate goals. They are

interlinked to form a goal system. Its main content is: economic returns and the direction of the development of business organizations in the composition of the content. It reflects the value of an organization

pursued, providing the basic direction for all aspects of enterprise activities. It enables the enterprise to adapt to the environmental

trends in a certain period and within a certain range, and enables the enterprise's business activities to maintain continuity and stability. Business objectives are one of the bases of value assessment. Different enterprises have different business objectives, for example, before the reform and opening up of China's state-owned enterprises

the business objective is to be able to complete the higher authorities

departments under the business tasks; contracting system of state-owned enterprises as long as the completion of the period of the profit target can be (no matter how to complete). Behind the different business objectives

actually reflects the different enterprise systems. What is the task of business plan control

The basic task is to find deviation, analyze deviation and correct deviation.

1, find deviation. In the process of business plan implementation through all kinds of means and methods to analyze the implementation of the plan, in order to find the problems in the implementation of the plan.

2. Analyzing deviation. Analyzing deviation is actually to study the problems and deviations in the process of executing the business plan, to find out the reasons for the problems and deviations in order to take targeted measures.

3, correct deviations. According to the reasons for deviation to take targeted corrective measures, so that enterprise production and operation activities can be carried out in accordance with the established business plan, or through the modification of the business plan, so that it can continue to guide the enterprise production and operation activities.

What are the steps of business plan control

1, establish standards. Enterprise business plan indicators, a variety of technical and economic quotas, technical requirements, etc., are to check the implementation of the plan standards.

2, determine the results of implementation. Generally through statistical reports and original records and other information to determine the results of the implementation of the business plan. The more accurate and complete these data, the more accurate the results of the measurement, the more reflect the actual status of the implementation of the plan, so that the control is appropriate to achieve a more satisfactory control results.

3, compare the results of implementation.

This step will measure the results of the implementation of the expected goals for comparison and analysis. The purpose of comparative analysis is to see whether the implementation of the results and the expected goal deviation. The common method of comparative analysis is the chart of business plan implementation.

4, correcting deviations. There are two ways to correct the deviation: one is to take measures to make the implementation of the business plan results close to the expected goal; the other is to amend the expected goal. High base salary + low commission

To higher than the average base salary of peers, to appropriate or slightly lower than the commission between the same industry to issue incentives, the system is mainly in the implementation of foreign enterprises or large domestic enterprises more, a domestic home appliance company in Shanghai, the business representative of the base salary of 4,000, a commission of 1%. It is a typical high base salary + low commission system.

The system is easy to retain the loyalty of the old business representatives, it is also easy to stabilize some of the ability of the talent, but the system is often aimed at the business representatives of the educational level, foreign language level, computer level, there are certain requirements, so the business representatives are not easy to easily go in, the threshold is relatively high.

Medium base salary + medium commission

The average base salary of peers as a standard, the average commission issued by the peer commission, the system is mainly used in some medium-sized enterprises in the country quite a lot of the system for some ability to a good business representative with little education has a great attraction. Business representatives consider long-term development in such enterprises, mainly affected by the traditional Chinese idea of mediocrity, more than the top is not enough than the bottom is more than enough. At present, most domestic enterprises adopt this kind of salary payment method.

Less base salary + high commission

Lower than the average base salary of peers or even the local minimum subsistence level as the base salary standard, higher than the average commission in the same industry to issue incentives, the system is mainly used in some small domestic enterprises, the system can not only effectively promote the work of the representative of the work of the enthusiasm, but also the enterprise does not have to pay too high a manpower cost for some of the The system not only can effectively promote the work of the representatives, but also the enterprise does not have to pay high labor costs, for some of the ability to great, experienced but not highly educated business representatives have a certain attraction.

The most innovative is a domestic health care enterprise, the enterprise is a service marketing system, its salary system: the city's minimum subsistence guarantee (450 yuan) + completion of the business volume × the development of a percentage (10%)

This salary system, often resulting in two extremes, the ability to strong people often eat to support the ability of the weak often do not eat.

Decomposition of the amount of tasks

This is a relatively new set of principles of payroll, able to fairly pay each business representative, completely breaking the traditional base salary + commission system.

A company **** 10 business representatives, in April 2005 to develop the sales task of 500,000, then the average task per person is 50,000, when the business representatives happen to complete their own task amount of 50,000, when they get an average salary of 3,000 yuan, the specific distribution of a mathematical formula can be calculated: the average salary × completion of the task ÷ the task amount = the salary due.

In accordance with the above example to calculate, when a business representative to complete 100,000 sales, then should get the salary is 6,000 yuan. This kind of salary system is simplified, so that each business representative knows exactly how much money can be taken. It can fully incentivize the excellent business personnel, and can make the abusive business personnel can't be mixed at all.

To reach the standard high salary system

As the name suggests, this is a standard can get a high salary system, for the business people, there is a peak can sprint, the peak is not out of reach, should let about 10% of very capable business people get. This can inspire more business people to sprint to the goal.

A sales company to take the standard high salary system, to the business representative of the salary is 10,000 yuan / month, the sales staff must reach 200,000 sales performance in order to get the 10,000 yuan salary, the business representative of the average distance of 200,000 yuan in the middle of the gap, in accordance with the 8% deduction, such as the completion of the 100,000 yuan, the actual salary can only be issued 2,000 yuan.

There is a mathematical formula to calculate the specific distribution:

Maximum salary - (maximum amount of tasks - the actual amount of tasks) x the development of the percentage = salary due.

The "set percentage" is critical here, and should be slightly greater than (maximum salary ÷ maximum tasks) x 100% of the value.

Stage assessment system

The salary system is also taken by the base salary + commission system, is also a regular monthly salary, but there is a quarterly assessment indicators, to take the quarterly summary assessment. Specific mode of operation is the monthly payroll, commission is not fully issued, such as commission is only issued 3%, the remaining 5% to three months, according to the total performance whether to meet the standard comprehensive assessment, and then issued three months of the cumulative commission salary.

This approach effectively eliminates the need for business people to lag behind the performance that should be accomplished, or advance the performance of the next month, and effectively reduces the ability of business people to work less than three months to leave the situation. For business people, every three months there is a lot of "extra" salary, equivalent to a year more than 4 times the salary, from the psychological effect of the implication that the business people is also a kind of encouragement.

Of course, the salary system is far more than the above six, no matter what kind of salary system, to retain talent and make the sustainable development of the enterprise is the ultimate goal, for a business, there is absolutely no business personnel to send a high salary or send a low salary said that only send the right salary or not send the right salary points.

The author believes that: for some of the talent mobility, business people generally complain about the salary, employees generally lack of passion for work, appropriate changes in the salary system, is not a proven method.

Scientific and effective incentives to enable employees to play the best potential for the enterprise to create greater value. There are many ways to incentivize, but remuneration can be said to be one of the most important and easy to use. It is the corresponding return and appreciation paid by the enterprise to the contribution made by the employees to the enterprise (including the performance they realize, the effort, time, knowledge, skills, experience and creation). In the minds of the employees, the salary is not only their own labor, it represents to a certain extent the value of the employees themselves, on behalf of the recognition of the work of the enterprise employees, and even represents the staff's personal ability and prospects for development.

At present, the salary is not a single wage, nor is it purely economic compensation. From the point of view of employee motivation, the remuneration can be divided into two categories: one is the extrinsic motivational factors, such as wages, fixed allowances, social mandatory benefits, the company's internal unified welfare program; the other is the intrinsic motivational factors, such as the personal growth of employees, challenging work, the work environment, training and so on. If the extrinsic factors fail to meet the expectations of employees, it will make them feel insecure and there will be a decline in morale, turnover, or even failure to recruit staff. On the other hand, while high wages and a variety of benefits programs can attract employees to join and retain them, these are often seen by employees as entitlements and hardly motivating.

I. Evaluation of the Post Wage System

"There are various forms of post wages, including post benefit wage system, post pay point wage system and post grade wage system." Their main feature is that they are not for the post. Post wage system in accordance with certain procedures, strict division of posts, according to the post to determine the wage; scheduling of the elasticity is not great, but where the employees because they think that the post wage is what they get as a matter of course, that they contribute to the company did not get due return this situation, the post wage will be difficult to play the role of the incentive as it should be. Therefore, must be adjusted accordingly.

Second, the evaluation of the performance pay system

Performance pay system emphasizes the employee's salary adjustment depends on the employee's personal, departmental, and company performance, to the results and contribution to the evaluation criteria. Wages are directly linked to performance, emphasizing the achievement of goals as the main basis for evaluation, focusing on results, that the difference in performance reflects the differences in the ability and work attitude of individuals. Performance pay affects the psychological behavior of employees by regulating the income of high-performing and low-performing employees in order to stimulate employees so as to achieve the purpose of bringing their potential into play. However, there are many operational difficulties in the use of performance pay because of the many factors that affect it. Firstly, performance pay may have a negative impact on employees. Sometimes, the use of performance pay can affect the mood of "temporary" underperforming employees, or even eliminate them, and this elimination can lead to a significant increase in the cost of enterprise management. Secondly, the effect of performance pay is constrained by many external factors. Third, the performance of the wage judgment standard must be labor and management *** with the recognition. Fourth, the employee's real satisfaction with the specific program of performance pay. Sometimes performance evaluation is inevitably subjective evaluation. The existence of these difficulties to a certain extent affects the effective implementation of the performance pay system, thus reducing the incentive utility.

Third, the evaluation of mixed pay system

"Mixed pay system, also known as institutional pay system, refers to a pay system that has several pay structures that can only be different." The design of structural pay absorbs the advantages of ability pay and post pay, scientifically classifies different staff, and increases the living part of wages, and its various wage units correspond to reflect the different forms and elements of the labor structure respectively, thus reflecting more comprehensively the principle of distribution according to post, according to technology, according to labor, and has played a positive role in mobilizing the enthusiasm of the staff, promoting the development of production and operation of the enterprise, and the improvement of the economic efficiency in a certain period of time.

Four, the evaluation of the annual salary system

Annual salary system has been widely used in developed countries a long time ago, the annual salary system is generally used as a senior management payroll, is a "full responsibility" payroll. From the perspective of human resources, the annual salary system is an effective incentive to improve performance. The annual salary system breaks through the norms of the payroll organization, and for top management, the annual salary system represents status and position, which can promote the construction of talents and increase the motivation of the annual salary earners. The annual salary system has a certain degree of inhibition of the "59-year-old phenomenon" prevalent in state-owned enterprises.

The annual salary system has many advantages, but also has disadvantages. Embodied in:

First, the senior management of the annual salary of the highest how much, the lowest how much is reasonable, there is no objective standard. China is a low-income developing countries, and the United States, Britain and developed countries can not compare. It is in the country, the level of economic development in different regions is a big gap. Even the same region, but different industries, different enterprises caused by the gap between the business efficiency of non-operational factors are also many, and therefore does not have much reference.

Secondly, the establishment of entrepreneurial career market and benefit risk mechanism is the basic condition for the implementation of annual salary system. Under the conditions of entrepreneurial career marketization, the inclusion, registration, evaluation, recommendation and tracking of top managerial talents of the enterprise, the authoritative social intermediary organization is responsible for. The generalization of the annual salary system requires the matching of internal and external conditions of the enterprise. With the conditions, the annual salary system may benefit more than harm, do not have the internal and external conditions to force the implementation of more harm than good.

Different pay systems are implemented in different enterprises, and the effect of incentives varies. Enterprises should design a reasonable incentive system according to their own reality.

The human resources department needs to arrange the compensation system from the basis of compensation, the design of compensation and compensation enhancement at three levels, so that the design of the compensation system embodies the principle of fairness, which is in line with the overall needs of the company's development.

Remuneration basis and standard setting

The reason for employees to get paid is just two points: first, to meet the requirements of the post; second, in accordance with the requirements of the post to complete the specific performance of the work. But what is the specific requirements of the post, how to evaluate the completion of specific work achievements, the company's human resources department needs to complete the compilation of job descriptions, job descriptions and performance evaluation indicators and a series of basic work.

The human resources department first needs to break down the company's business activities, to determine the corresponding jobs, and in the form of job descriptions of job responsibilities and qualifications clearly down. The definition of job duties, the company's requirements for job qualifications together, is the basis for determining the fixed remuneration of jobs.

At the same time, in order to evaluate the completion of specific jobs, the human resources department needs to establish an employee performance appraisal system, including performance appraisal indicators, ability appraisal indicators and attitude appraisal indicators. By evaluating the performance of employees in their positions, the company determines their contribution to the company's performance, which in turn determines the rate of employee bonuses. Employees may or may not exceed the basic performance requirements of their position, which directly affects the amount of bonus they receive. The results of the employee performance evaluation are the basis for determining the performance bonus for the position.

Compensation structure and compensation design

The compensation system established on the basis of job descriptions and the performance appraisal system, in general, includes the forms of fixed compensation + performance pay + benefits.

Fixed compensation must be designed so that the level of employee compensation to ensure relative internal and external equity.

Internal equity refers to the remuneration can reflect the value of each position to the overall performance of the company's contribution, in general, the human resources department needs to assess the position from three aspects: 1. position on the knowledge and skills requirements 2. position on the problem-solving ability of the requirements of the position 3. position to assume the size of the responsibility. The HR department uses the results of the analysis to determine the range of pay differentials and to establish a pay grade ladder for the position. One of the implicit meanings of internal equity is that the pay gap between jobs should be reflected.

External equity is whether the pay is competitive in the market. On the one hand, the company's salary level of each position needs to be adjusted with reference to the salary level of the same industry to ensure that the company can recruit suitable talents under this salary level; on the other hand, the human resources department also needs to understand the salary changes of competitors at regular intervals to ensure that the company's salary level maintains dynamic competitiveness.

However, since it is impossible to assess the value of a position with complete accuracy, companies often introduce a pay-for-performance system, with the aim of making the pay structure fairer, more competitive and more flexible, thus stimulating the motivation of employees. Performance-based pay refers mainly to performance bonuses determined by the performance appraisal scores of employees - employees engaged in the same job may ultimately earn significantly different incomes as a result of different performance.

In addition to this, the company may also decide to grant year-end bonuses depending on the annual performance.

Benefits are a necessary complement to the compensation system, and can effectively cushion the relative dissatisfaction of employees with fixed pay and performance pay. For example, most foreign-funded companies reduce employee turnover by offering favorable welfare policies, and human resources departments should also make reference to the welfare levels of other companies to develop a company welfare system.

Employee development and salary enhancement

A reasonable salary system should be able to promote the rising salary level of employees. The human resources department must clarify the career development routes for different positions, improve the training system, and provide opportunities for employees to compete for jobs or further advancement.

On the one hand, the HR department needs to take the initiative to implement training programs to give employees the opportunity to improve their skills. Improvement of employee skills is often accompanied by an increase in salary levels and work performance appraisal of the rise, which is particularly important in the assessment of the system of rewards and punishments as the core of the human resources management system. Training can greatly improve the quality of staff, stimulate staff motivation, is an important auxiliary management measures.

On the other hand, the company should provide a fair chance to get a job, so that the staff career development path is practicable. The company can through competition, the implementation of rotation, regular exchanges and other systems to give employees as much as possible to fight for high-paying jobs. Such as competition, employees have the ability to bid on which position on which position, when the bidding is not when the salary is less than others, there is nothing to say. This competition should not be a one-time, but should be a regular such as once a year, so that gives each employee equal opportunity, but also drums each employee upward.

The increase in profits of retail enterprises mainly comes from the increase in sales and the reduction of costs, both of which are closely related to the enthusiasm and costs of retail employees, and the enthusiasm and costs of employees are closely linked to the compensation system. Famous U.S. retailers have three typical employee compensation system: one is a fixed salary plus profit-sharing plan to Wal-Mart (wd-mart) as a representative; the second is a simple sales commission system to Nordstrom (nodstrom) as a representative; the third is an hourly wage plus sales commission system to Macy's (macy) as a representative.