The core content of the integral system management is to use the award points and deductions to record and assess the comprehensive performance of people, and then use the software record, and lifelong usefulness of the points and the design of the three-dimensional needs linked to mobilize people's intrinsic motivation, so that the good people do not suffer, so that the "suffer is blessed," really become a reality.
Extended reading:
The role of the points system management
One of the human ability
The human ability refers to a person's academic qualifications, titles, managerial positions, employees' technical expertise, personal strengths and so on, such as secondary education, college education, undergraduate education, postgraduate education; managers, supervisors, workshop supervisors, team leaders, backbone; graphic designers, accountants and so on. Designer, accountant and so on. Personal specialties: such as work to speak Mandarin, will speak a foreign language, can sing and dance, do hosting, will play the piano and so on. These are all personal employees have, is an important element to reflect the size of a person's ability, as long as the employee has these elements, every month will get a certain number of fixed points. This means that the talents possessed by an employee can be recognized through points as soon as he or she enters the company. This is not possible in any administrative organization or state-run enterprise. The points given by the companies are not very high, but the employees feel especially good.
Two, comprehensive performance
Human ability and comprehensive performance are both related and different. Because capable people can perform or not perform, and less capable people can also have excellent performance. For example: in terms of work enthusiasm, some employees see the difficulties on, some see the difficulties and let; some work with disease, some without disease pretending to be sick; some are afraid of both dirty and tired, some are not afraid of hard work, not afraid of dirty, not afraid of tired. In the work of responsibility, sense of enterprise, some employees treat their work as a career, the company's business as their own, work seriously and responsibly, rarely make mistakes, not just to work to earn money, but more importantly, learning to be a person, learning professional knowledge, learning expertise, in order to realize their own ideals, to achieve their own values; and there are employees go to work just for the sake of money, the company's business They are indifferent to the company's affairs, have no goal in life, no lofty ideals, and even less correct values. In terms of work performance, the amount of business work done is linked to the points. In terms of active overtime work, every day of overtime work of the employees, according to the difference of positions and skills, can get certain standard points, every hour of overtime work can get 2 points of bonus points; every technical innovation and every mastery of a new technology can get thousands of points of bonus points. In terms of caring for the company, employees put forward rationalization suggestions or provide valuable information can get a certain number of bonus points; employees for the company to find talent, digging for talent, according to the situation of the talent, you can get a few hundred to a few thousand points of bonus points. There are also employees to do good deeds, picking up money, donations to disaster areas, donations, etc., can get a certain number of points award points. Employees to participate in the company's beneficial activities, such as mountaineering competitions, tug-of-war, table tennis, tennis, watermelon eating contest, eat oranges, drink beer contest, etc., all employees who participate in each time, you can get 20 points of the points award points, and get the rankings of the additional points. Employee filial piety to their parents, the Spring Festival to their parents to buy gifts, but also to get on the percentage of the award points. In short, all kinds of behavior and performance of employees can be linked to the points.
Three, all-round quantification
All-round quantification refers to the performance of each employee behavior with points for 360 degrees quantitative assessment. In addition to good performance to give awards points, poor performance of various violations of the staff, poor performance should be given points. For example, employees late, leave early to give the corresponding deduction, employees do not wear badges, do not wear uniforms to give the deduction, employees do not turn off the computer after work, employees are not clean, employees do not comply with the division of labor, employee absenteeism and employee quarrels, swearing, fighting and so on to give the corresponding deduction points. Even the staff's thoughts should be quantified, for example, the staff puts forward a proposal can get 20 points points award points, backbone say bad things about the company, can get 20 points deduction points. Because only to do a full range of quantitative assessment, its points can represent a person's overall performance, to be recognized by all employees and managers of the company, in order to be linked to a variety of benefits.
Four, software records
Points system management, although the principle of simple, due to the formation of a complete set of management system, so it is an extremely complex system of management work. But because of the development of a "points system management software", and make the complex work very simple. In the daily management work, the staff's education points, title points, job points, skills points and other fixed points, completely without manual operation, automatically generated by the software on time. At the same time, a part of the personalized event of the award points, deductions entered into the computer, the software automatically classified, automatically summarized, automatically divided into departments, automatically divided into stages, automatically ranked. At the same time, and points to solve the points system management increased workload, in general, do not need to set up a full-time staff, only need to be equipped with part-time staff, 100 people below the enterprise, a person no more than 1 hour of workload per day, you can complete all the points system management work, more than 500 people in the enterprise, it is necessary to consider a full-time staff.
Fifth, permanent use
Points entered into the personal account, as long as the employee does not leave the company, the points are valid for life, the use of the points will not be reduced after zero, repeated use will not be invalidated. At the same time, the role of points is divided into two categories, one is informed in advance, so that employees know in advance what the role of points, has begun to implement the role of the following aspects.
5_1. Linked to employee benefits. In the enterprise, the employee wage increase is no rules, many companies are employees to jump ship, only is the time to consider giving employees a wage increase. Therefore, some employees want to increase wages to play the separation report. This method is the most passive method, the boss money is also out, but the employees feel bad. The company links the employees' wage increase with their personal points, and every 10,000 points increase of the employees' points can enjoy a chance to discuss whether to increase their wages or not. Of course, the ability to rise wages should also be combined with the basic performance of individual employees and other factors, for example, the individual's basic salary part has reached the highest standard, even if there is a chance to discuss, it will not go up. If there is still space, and eligible, each time you can rise 50 dollars in basic salary, especially just joined the staff, the overall performance is good, high points, then the salary will also rise faster. But note that the points are linked to individual wage increases, but must not be directly linked to the individual's salary.
5_2. Linked to tourism. First, overseas travel, there are three targets each year, managers, middle-level cadres, employees, one each, the highest points are eligible to participate in, starting from Hong Kong, Macao, gradually arranged to Taiwan, Malaysia, Australia, Japan, etc., and finally the United States. We have been practicing this for 6 years, and many very young employees have traveled abroad several times due to their outstanding work performance. The second is domestic travel, which is attended by employees from every department. For example, in 2010, the company announced at the beginning of the year, each department one to June points of the highest top three employees to Shanghai to see the World Expo. early July, the company a **** arrangements for 46 high-scoring employees, we went to Shanghai to play very happy, the other employees in the company to cope with the day-to-day work, and can not take a break, or else, every day, deducted points 1,000 points, the company's work has not been affected. The third is a day trip around the neighborhood, which is also linked to the points. The same day to go the same day back. At the same time traveling with a photographer, come back to do a TV special, the company did not go to the staff to see, but also to follow along to feel happy.
5_3. linked to the end of the year bonus. 2010 year-end, the company from each department to choose a maximum points, and then again in accordance with the points rankings, according to the ranking of the distribution of the year-end awards, the highest score of 6,000 yuan, in order of 5,000 yuan, 4,000 yuan, 3,000 yuan, 2,000 yuan, 1,000 yuan, 900 yuan, 800 yuan ... ...Every department has employees who get year-end awards. However, each person's points rankings are different, the amount of bonus is also different, this method is actually also the company should send the bonus openly, the incentive effect is particularly good. Of course, the company's efficiency is good, each department can also increase the number of places, increase the standard of the bonus, but in any case, is not evenly distributed.
5_4. Linked to the Spring Festival distribution of materials. Every year in the Spring Festival, most companies have to give employees Spring Festival supplies, but generally are issued on average, everyone the same amount. But in Qunyi, instead of the average distribution, but according to the points ranking, the year the highest points of the first 20 employees arranged to have apples, pears, chickens, fish cakes, meat cakes, peanuts, melon seeds, etc., most of the employees in the middle of the two pieces of fruit, zero points and negative points of the employees only one piece of fruit. This program breaks the traditional equal distribution and multiplies the incentive.
5_5. Linked with out training. Any employee with high points is a relatively good and stable performance, so they are eligible to enjoy outgoing training, at the expense of the company, arranged to go out to learn new techniques, of course, is to sign a training and learning contract.
5_6. Points to dry shares. Dry shares means that employees do not need to pay money, can be allotted a certain number of shares, as long as the company works, you can enjoy dry shares every year dividends. Points reached more than 100,000 points, belonging to the company's irreplaceable technical talent, excellent managers, you can turn a certain number of dry shares. 2011, a **** turned 21 people, each 50,000 to 100,000 yuan, the annual dividend ratio of not less than 6%, and the department's goals and tasks linked to the benefits of a good, but also to increase the proportion of dividends.
5_7. Issuance of electric car subsidies. Where 100,000 points points or more employees, individuals to buy an electric car, the company can subsidize 1,000 yuan in cash; if you do not need to buy an electric car, buy an Apple cell phone, you can receive an additional 1,000 yuan in cash. Therefore, the Apple cell phone possession among the employees is higher than the possession of other companies in the region.
5_8. Issuance of car subsidies. Employees with 200,000 points or more are eligible for subsidies for purchasing a car. for car purchases under 100,000 yuan, the subsidy is 10,000 yuan; for car purchases above 100,000 yuan, the subsidy standard for car purchases increases by 1,000 yuan for every additional 10,000 yuan, with a maximum subsidy of 20,000 yuan. in 2011, the company had 4 people who were qualified to receive subsidies for their cars. Relatively speaking, the better the car bought by the employee, the happier the old boss heart.
5_9. Buy financial insurance for employees with high points. Points up to 300,000 points or more employees, the company to do a financial insurance, the company pays 10,000 yuan a year, a **** to pay 10 years, and then wait 10 years, the employee can receive 300,000 cash. Young employees can be used for their children to get married, older employees can be used for old age. However, if the employee leaves midway, the right to use automatically return to the company, the plan is to run the first batch of 10 employees, the second batch again from 450,000 points to start, and then run 10 people. Using this method, if the midway talent away, bring the result is the employee to realize his desire, but the old boss also get a windfall. Therefore, some people believe that this is not to retain talent, it is tethering talent. Because of the solution to the staff's long-term belonging to the problem, to achieve the highest level of talent retention.
In short, the high scores of the crowd can enjoy a lot of special treatment, high scores of the crowd to participate in the staff meeting there are people pouring tea, you can use the customer-specific high-grade bathroom, you can use the customer-specific shoe-shine machine, you can follow the boss to go out on an airplane to visit, participate in exhibitions and so on.
Sixth, points bring benefits unknown
Why is unknown, because the company's future development and benefits are also unknown. If the benefits increase, the company can always add many new benefit programs linked to points. For example, after 5 years the highest points may reward a small car, 10 years later, the highest points can award a set of housing, often these unknown and suspense has a greater incentive effect.
The characteristics of the points system management
When an enterprise has established a points system management system, to overcome the many shortcomings of the traditional management methods, to solve a large number of money can not be resolved, adding a new incentive resources. Enterprises have "points" this line, you can pull all aspects of the staff, so as to maximize the mobilization of employees subjective initiative.
I, increased the implementation of the system.
After the implementation of the points system management, the staff of various violations will be deducted points, due to not deducting money, the staff feel more humane, while receiving the signal of punishment and various violations can be dealt with, greatly increasing the system's implementation.
Two, to meet the spiritual needs of employees.
Employees work not only for wages, bonuses, there is a higher spiritual pursuit. After the implementation of the points system management, the higher the points of the employees, indicating that their contribution to the company, the higher the status of the company, the stronger the sense of self-fulfillment, especially points for life accumulation, not zero, not void, always effective, with the continuous accumulation of points, the spiritual needs of employees have been satisfied.
Thirdly, it solves the disadvantage of egalitarianism in distribution.
Benefit distribution of egalitarianism is a major drawback of small and medium-sized enterprises, the average distribution of various benefits, although everyone is happy, but can not play a real role in incentives. After the implementation of the points system management, the employee's points ranking clear, equivalent to every day in the evaluation of advanced, a variety of benefits to the high points of the crowd tilt. In the past, some bosses secretly send a red envelope to mobilize a person's motivation, after spreading the influence of a large number of people's motivation, into the meeting openly issued, a red envelope to mobilize a large number of people's motivation.
Four, conducive to retaining talent.
Small and medium-sized enterprises can not retain talent, because there is no talent retention chips. With points system management, to solve the problem of retaining talent chips, the higher the points of employees, the more benefits they will get, the higher the points the more reluctant to leave the company, thus solving the problem of high wages, high bonuses can not retain the talent of the old problem.
Fifth, in favor of the rapid formation of a healthy corporate culture.
Corporate culture is the habit of the enterprise, the habit of the enterprise is the integration of the habits of employees. Integral system management with the award points to cultivate good habits of employees, with the deduction of points to restrain the bad habits of employees, the habits of employees from a little bit of behavior to start. Through the continuous award points, deductions, bring about changes in employee behavior and habits, a healthy corporate culture will be formed quickly.
Sixth, conducive to saving management costs.
Why do we say that points system management cost savings? Because the points do not need to spend money to buy, do not need to approve the procedures, it is the Arab figures, inexhaustible, inexhaustible; at the same time, the points are not directly linked to the money, what are talking about rankings (rankings), the treatment to the high points of the crowd tilt, the company has always been to spend money on the knife edge, saving a lot of incentive costs.
Seven, do not need to modify the rules and regulations, change the process.
Every enterprise has its own management system, has its own rules and regulations, have standardized production processes. After the implementation of the points system management, these do not need to change, only need to award points, deduction criteria into the existing rules and regulations and processes, you can enter the assessment run.
Eight, humanized, more acceptable.
The core of the points system management is to make good employees do not suffer, a variety of welfare benefits to the high points of the population tilt, the performance of the staff through the points are recognized, and therefore more humane; will be deducted in the past into deductions, deductions are more humane than deductions, the staff is easy to accept; do not need to do too much ideological work on the staff, through the award of points, deductions to the staff signals, the staff is happy to accept.
Nine, to solve a variety of problems in the daily management.
Points system management in the management of enterprises can be unlimited extension, unlimited refinement. For example, points and quality management linked to the quality management system can solve a variety of problems, and quickly improve product quality; linked to the service attitude, customer satisfaction, the parties involved in the award points, customer complaints, the parties involved in the deduction of points, can quickly improve the level of corporate services; linked to the management of health, the health of the enterprise immediately get a change of appearance; linked to the meeting discipline and active speech, immediately have a healthy meeting culture; linked to the staff's overtime and overtime, immediately solved the problem of staff unwilling to work overtime.
Ten, solved the family management of the old problems.
In the early stage of business, the family business management style will play a very good role, but with the development of the enterprise, the family business management problems will be more and more. After the implementation of the points system management, the company's family members and other employees are the same with points assessment, from the root to solve the family business management of the old problems.
Eleven, the size of the company can be used.
The integral system of management of this method is not subject to the limitations of the size of the enterprise, because more than three companies can be ranked by points, thousands of people, tens of thousands of people in the company can also be divided into departments, sub-departmental workshop assessment. Small companies use this method to make the company bigger, and large companies use this method to continuously improve internal management and make the enterprise stronger.
Twelve, different industries are not affected.
Points system management methods can be used in all industries, because 90% of the management is similar, for example, each company wants employees to work actively and creatively, the expectations and requirements of employees are the same. This method has been extended to the production industry, manufacturing, advertising, printing, beauty salons, hotels, foot spas and other services, real estate, hospitals, supermarkets, shopping malls, drugstores, pharmacies and other industries.
Thirteen, not affected by the cultural level of managers.
The cultural level of managers is very different, and this method is simple, there is no profound theory, only addition and subtraction, both understandable and easy to operate, not subject to the constraints of the level of managers.
Fourteen, easy to implement landing.
Management training is very much, many management methods are highly theoretical, sounding enthusiastic, back to the company is very difficult to operate and implement, can not land. And points system management of this method is very easy to implement, and the longer the time, the higher the points of employees, the better the results will be.