point system management refers to the use of the point system in the management of people, measuring people's self-worth with points, reflecting and assessing people's comprehensive performance, and then linking all kinds of material treatment and welfare with points, and leaning towards people with high scores, so as to motivate people's subjective initiative and fully mobilize people's enthusiasm. The characteristics of integral management

When an enterprise establishes the integral management system, it overcomes many disadvantages of traditional management methods, solves a lot of problems that money can't solve, and adds a brand-new incentive resource. Enterprises with the "integral" line can affect all aspects of employees, so as to maximize the mobilization of employees' subjective initiative.

first, the executive power of the system has been increased.

after the implementation of the point system management, employees' various violations will be deducted. Because they don't deduct money, employees feel more humane, and at the same time, they can receive the signal of punishment and all kinds of violations can be dealt with, which greatly increases the execution of the system.

second, it meets the spiritual needs of employees.

employees go to work not only for wages and bonuses, but also for higher spiritual pursuits. After the implementation of the point system management, the higher the employees' points, the greater their contribution to the company, the higher their position in the company, and the stronger their sense of self-achievement, especially the points accumulated for life, which are not cleared, invalid and effective forever. With the continuous accumulation of points, the spiritual needs of employees have been met.

Third, the disadvantages of egalitarianism in distribution have been solved.

the egalitarianism of benefit distribution is a big drawback of small and medium-sized enterprises. Although everyone is happy, it can't really motivate them. After the implementation of the points system management, employees' points ranking is clear, which is equivalent to evaluating the advanced every day, and all kinds of benefits are tilted towards high-scoring people. In the past, some bosses secretly gave out a red envelope to arouse one person's enthusiasm, which affected the enthusiasm of a large group of people after it was spread, and turned it into public distribution at the meeting. A red envelope mobilized the enthusiasm of a large group of people.

fourth, it is conducive to retaining talents.

SMEs can't retain talents because they don't have chips to retain talents. With the management of points system, the problem of keeping talents is solved. The higher the employees' points, the more benefits they will get, and the more reluctant they are to leave the company, thus solving the long-standing problem of keeping talents with high wages and bonuses.

fifth, it is conducive to the rapid formation of a healthy corporate culture.

corporate culture is corporate habits, and corporate habits are the integration of employee habits. Points system management uses rewards to cultivate employees' good habits, and uses deduction to restrain employees' bad habits. Employees' habits start from bit by bit behavior. By constantly awarding points and deducting points, the behavior and habits of employees will change, and a healthy corporate culture will be formed rapidly.