Points system management [1] refers to the application of points system in people's management, which measures people's self-worth with points, reflects and assesses people's comprehensive performance, and then links all kinds of material benefits and benefits with points, leaning towards people with high scores, so as to stimulate people's subjective initiative and fully mobilize people's enthusiasm.
Functions of integrated system management
I. Human capacity
People's ability refers to a person's education, professional title, manager's position, employee's technical expertise, personal expertise and so on. , such as secondary school education, junior college education, undergraduate education, postgraduate education; Managers, supervisors, workshop directors, team leaders and backbones; Graphic designer, accountant, etc. Personal strengths: for example, I can speak Mandarin at work, speak foreign languages, sing and dance, be a host, play the piano and so on. These are all owned by employees and are important elements to reflect a person's ability. As long as employees have these elements, they will get a certain number of fixed bonus points every month. This means that employees' talents can be recognized through points as soon as they enter the company. No administrative institution or state-owned enterprise can do this. The score given by the enterprise is not very high, but the employees feel particularly good.
Second, the comprehensive performance
People's ability and comprehensive performance are both related and different. Because people with ability can perform or not, and people with weak ability can perform well. For example, in terms of work enthusiasm, some employees go to work when they see difficulties, and some let go when they see difficulties; Some work with illness, and some pretend to be sick; Some are afraid of being dirty and tired, while others are not afraid of suffering, dirty and tired. In the sense of responsibility and dedication to work, some employees regard work as a career, do their own things, work conscientiously and responsibly, and rarely make mistakes. They go to work not only to earn money, but more importantly, to learn to be a man, learn professional knowledge and skills, and realize their ideals and values. Some employees just go to work for money, are indifferent to the company's affairs, have no goals in life, have no lofty ideals and have no correct values. In terms of work performance, how much business work has been done must be linked to points. In terms of active overtime, employees can get certain standard points according to their positions and skills for every overtime day, and get 2 points plus points for every overtime hour; Every time you innovate and master a new technology, you can get thousands of points. In caring for the company, employees can get a certain amount of rewards by putting forward reasonable suggestions or providing valuable information; Employees can get hundreds to thousands of points for finding and digging talents for the company, depending on the situation of talents. There are also employees who do good deeds, raise money, donate money to disaster areas, and offer love. And you can get a certain number of points. Employees participate in beneficial activities of the company, such as mountaineering competition, tug-of-war competition, table tennis competition, tennis competition, watermelon eating competition, orange eating competition, beer drinking competition, etc. All employees participating in the competition will get 20 points each time, and those who win the ranking will get extra points. Employees can also get a hundred points for honoring their parents and buying gifts for their parents during the New Year. In short, all kinds of behaviors and performances of employees can be linked to points.
Third, all-round quantification.
All-round quantification refers to the 360-degree quantitative assessment of each employee's behavior with integral. In addition to rewarding those who perform well, employees will be penalized for all kinds of violations and poor performance. For example, employees who arrive late and leave early will be deducted, employees who don't wear badges and overalls will be deducted, employees who don't turn off their computers after work will be deducted, employees who don't obey the division of labor will be deducted, employees who are absent from work will be deducted, and employees who quarrel, swear and fight will be deducted. Even employees' ideas should be quantified. For example, an employee can get 20 points for making a suggestion, and the backbone can get 20 points for saying bad things about the company. Because only by doing a comprehensive quantitative assessment, its points can represent a person's comprehensive performance, be recognized by all employees and managers of the company, and be linked to various welfare benefits.
Fourth, software recording.
Although the principle of overall system management is simple, it is a very complicated system management work because it needs to form a complete management system. However, due to the development of a set of "integral system management software", the complicated work has become very simple. In the daily management work, the fixed points of employees' academic qualifications, professional titles, professional titles and skills are automatically generated by software on time, and there is no need for manual operation at all. At the same time, after the awards and deductions of some personalized events are entered into the computer, the software automatically classifies, summarizes, divides departments, stages and ranks. At the same time, integral is used to solve the increased workload of integral system management. Generally speaking, there is no need for full-time staff, only part-time staff. For enterprises with less than 100 employees, if the daily workload of one person does not exceed 1 hour, all the points system management work can be completed, and enterprises with more than 500 employees need to consider full-time staff.
Verb (abbreviation of verb) is used permanently.
After the points are entered into personal accounts, as long as employees do not leave their jobs, the points will be valid for life, will not be reduced or cleared after use, and will not become invalid after repeated use. At the same time, the function of integral is divided into two categories, one is to inform in advance, so that employees can know what the function of integral is in advance, and the realized function has the following aspects.
5_ 1. Linked to employee welfare. In enterprises, there is no regulation for employees to raise their wages. Many enterprises should consider raising wages when employees want to change jobs. So some employees want to get a raise and resign. This method is the most passive method. The boss pays the money, but the employees feel very bad. The company links the employee's salary increase with personal points, and every time the employee's points increase by 1000, he can enjoy an opportunity to discuss whether to raise salary. Of course, whether the salary can be raised depends on factors such as the basic performance of employees. For example, the basic salary of an individual has reached the highest standard, and even if there is an opportunity for discussion, it will not rise. If there is still room and conditions are met, 50 yuan's basic salary can be increased every time, especially for new employees, whose comprehensive performance is good and their points are high, then their salary will rise even faster. However, it should be noted that points are linked to personal salary increase, but not directly linked to personal salary.
5_2. Linked to tourism. One is traveling abroad. There are three indicators every year, one manager, one middle-level cadre and one employee. The person with the highest score is eligible to participate. From Hongkong and Macau, we will arrange to go to Taiwan Province Province, Malaysia, Australia, Japan and so on, and finally to the United States. We have implemented it for 6 years, and many young employees have traveled abroad many times because of their outstanding work performance. The second is domestic tourism, and every department has employees. For example, on 20 10, the company announced at the beginning of the year that1-in June, the top three employees from all departments went to Shanghai to watch the World Expo. At the beginning of July, the company arranged 46 employees with high scores. Everyone had a good time in Shanghai. Other employees cope with daily work in the company and can't rest. Otherwise, 1 0,000 points will be deducted every day, and the company's work will not be affected. The third is a day trip around, which is also linked to points. Go on the same day and return on the same day. At the same time, I took a photographer with me during my trip and came back to shoot a TV feature film. The employees who didn't go to the company saw it and felt very happy.
5_3. Linked to the year-end award. At the end of 20 10, the company selects the one with the highest score from all departments, and then issues the year-end bonus according to the score ranking. The highest score is 6000 yuan, which are 5000 yuan, 4000 yuan, 3000 yuan, 2000 yuan, 1000 yuan, 900 yuan, 800 yuan ... All employees in each department got the year-end bonus. However, everyone's points ranking is different, and the bonus amount is different. This method is actually the red envelope that the development company should issue, and the incentive effect is particularly good. Of course, the company's benefits are good, and all departments can increase the number of places and raise the bonus standard, but in any case, it is not evenly distributed.
5_4. Linked to the distribution of materials during the Spring Festival. Every year during the Spring Festival, most companies will distribute Spring Festival materials to their employees, but they are generally distributed equally. But in group art, it is not evenly distributed, but ranked according to points. In that year, the top 20 employees with the highest scores ranked apples, pears, chickens, fish cakes, meat pies, peanuts and melon seeds. Most employees in the middle have two fruits, and employees with zero and negative scores have only one fruit. This scheme breaks the traditional average distribution and doubles the role of incentives.
5_5. Linked with overseas training. Those with high scores are employees with relatively excellent and stable performance. Therefore, they are eligible to go overseas for training, and the company funds them to go abroad to learn new technologies. Of course, training and study contracts must be signed.
5_6. Integral becomes performance stock. Performance shares mean that employees can distribute a certain number of shares without paying money, and they can enjoy performance shares dividends every year as long as they work in the company. With an integral of more than 65438+100000, he is an irreplaceable technical talent and excellent manager of the company, and can transfer a certain number of performance shares. 20 1 1 year, a * * * transfers 2 1 person, each person is 50,000 to 1 10,000 yuan, and the annual dividend ratio is not less than 6%. After being linked to the department's objectives and tasks, the dividend ratio can be increased if the benefits are good.
5_7. Give subsidies to electric vehicles. The company can subsidize 1 000 yuan in cash for employees whose points exceed 1 000. If you don't need to buy an electric car, you can get 1000 yuan in cash by buying an Apple mobile phone. Therefore, the number of Apple mobile phones among employees is higher than that of other companies in the region.
5_8. Give car subsidies. Employees above 200,000 are eligible for car purchase subsidies. The car purchase amount is less than 654.38+10,000 yuan, and the subsidy amount is 654.38+10,000 yuan. If the car purchase amount is more than 6,543,800 yuan, the car purchase subsidy standard will increase by 654.38+ 0,000 yuan for every increase of 6,543,800 yuan, with a maximum subsidy of 20,000 yuan. 20 1 1, four people in the company are eligible for car subsidies. Relatively speaking, the better the car employees buy, the happier the boss is.
5_9. Buy financial insurance for employees with high points. For employees with more than 300,000 points, the company will provide them with a financial insurance. The company pays 10000 yuan a year, a * * 10 year, and then 10 year, employees can get 300,000 cash. Young employees can be used for children's marriage, and older employees can be used for providing for the elderly. However, if the employee leaves the company halfway, the right to use it will automatically belong to the company. The first batch plans 10, and the second batch starts with 450,000 people, and plans 10. In this way, if the talents leave their jobs halfway, the employees will realize their wishes, but the boss will also get an unexpected benefit. Therefore, some people think that this is not to retain talents, but to bind talents. Because it has solved the long-term ownership problem of employees, it has reached the highest level of retaining talents.
In short, people with high scores can enjoy many special treatments. People with high scores can take part in staff meetings to pour tea, use high-end toilets dedicated to customers, use shoe polishers dedicated to customers, and fly out with their bosses to inspect and participate in exhibitions.
Sixth, the benefits brought by points are unknown.
Why is it unknown? Because the future development and income of the company are also unknown. If the benefits increase, the company can add many new benefits linked to points at any time. For example, after five years, the highest score may reward a car, and after 10, the highest score may reward a house. Often these unknowns and suspense have a greater incentive. [ 1]
Characteristics of overall system management
The establishment of points management system in enterprises has overcome many disadvantages of traditional management methods, solved many problems that money can't solve, and added a brand-new incentive resource. Enterprises take "integral" as the line, which can affect all aspects of employees, thus mobilizing their subjective initiative to the maximum extent.
First of all, it increases the execution of the system.
After the implementation of the point system management, all kinds of violations of employees will be deducted. Because no money is deducted, 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, meet 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 status in the company, and the stronger their sense of self-achievement, especially the points accumulated for life, which are not cleared, permanently invalid and effective. With the continuous accumulation of points, the spiritual needs of employees have been met.
Third, it solved the disadvantages of egalitarianism in distribution.
The egalitarianism of interest distribution is a major drawback of small and medium-sized enterprises. Although everyone is happy, it doesn't really inspire them. After the implementation of the point system management, employees' points are ranked clearly, which is equivalent to evaluating advanced every day, and various benefits are tilted towards high-scoring people. In the past, some bosses secretly distributed red envelopes in order to arouse one person's enthusiasm. After the spread, it affected the enthusiasm of a large group of people and became public distribution at the meeting. A red envelope aroused the enthusiasm of a large group of people.
Fourth, it is conducive to retaining talents.
Small and medium-sized enterprises can't keep talents because they don't have chips to keep talents. With the point system management, the problem of retaining talents will be solved. The higher the employees' points, the more benefits they get, and the less willing they are to leave the company, thus solving the long-standing problem of retaining talents with high wages and bonuses.
Fifth, it is conducive to the rapid formation of a healthy corporate culture.
Corporate culture is corporate habit, and corporate habit is the integration of employee habits. Points system management uses rewards to cultivate employees' good habits, and uses deduction points to restrain employees' bad habits. Employees' habits begin with bit by bit behavior. By constantly rewarding and deducting points, employees' behaviors and habits will change, and a healthy corporate culture will quickly form.
Sixth, it is conducive to saving management costs.
Why does integral management save costs? Because the points do not need to be purchased and approved, they are Arabic numerals and inexhaustible; At the same time, points are not directly linked to money, everything is ranking (ranking). The treatment is inclined to the people with high scores, and the company always spends money on the cutting 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, rules and regulations and standardized production processes. After the implementation of the point system management, these do not need to be changed, just need to integrate the reward points and deduction standards into the existing rules and regulations and processes, and you can enter the assessment operation.
Eight, humanization, more acceptable.
The core of point system management is to make excellent employees not suffer losses, and all kinds of welfare benefits are inclined to high-scoring people, and employees' performance is recognized through points, so it is more humanized; Turning the past deduction into deduction is more humane than deduction, and it is easy for employees to accept; There is no need to do too much ideological work for employees, and employees are willing to accept rewards and deductions.
Solved various problems in daily management.
Overall system management can be infinitely extended and refined in enterprise management. For example, linking integral with quality management can solve various problems in quality management system and improve product quality quickly; Linked with service attitude and customer satisfaction, the parties win prizes, customers complain and the parties deduct points, which can quickly improve the service level of enterprises; Linked with health management, the health status of enterprises will be improved immediately; Associated with meeting discipline and positive speech, a healthy meeting culture will be established immediately; Linked with employees' overtime work, the problem that employees are unwilling to work overtime will be solved immediately.
Ten, solved the long-standing problem of family management.
In the initial stage of starting a business, the management mode of family-owned enterprises will play a very good role, but with the development of enterprises, there will be more and more management problems of family-owned enterprises. After the implementation of the point system management, the family members of the company treat other employees equally and use the point assessment, which fundamentally solves the long-standing problem of family-owned enterprise management.
XI。 Companies of all sizes can do it.
The management mode of points system is not limited by the scale of enterprises, because companies with more than three employees can rank by points, and companies with thousands or tens of thousands of employees can also be assessed by departments and workshops. Small companies use this method to make their companies bigger, while large companies use this method to constantly improve their internal management and make their enterprises stronger.
Twelve, different industries are not affected.
The integral management method can be used in all walks of life, because 90% management is the same. For example, every enterprise wants employees to work actively and creatively, and has the same expectations and requirements for employees. This method has been extended to manufacturing, advertising, printing, beauty salons, hotels, pedicure and other services, real estate, hospitals, supermarkets, shopping malls, pharmaceutical factories, pharmacies and other industries.
Thirteen, not affected by the cultural level of managers.
The cultural level of enterprise managers varies greatly, and this method is simple in principle, has no advanced theory, only addition and subtraction, is easy to understand and operate, and is not limited by the level of managers.
Fourteen, easy to implement landing.
There is a lot of management training, and many management methods are very theoretical and sound exciting, but it is difficult to operate and implement after returning to the company. The management mode of points system is very easy to implement. The longer the time, the higher the employees' points and the better the effect.