Points management refers to the use of a points system for human management to motivate people and measure their self-worth.
Points-based management refers to the use of the points system for the management of people, in the form of points to motivate people, measure the self-worth of people, reflect and assess the overall performance of people.
How to measure a person's self-worth and contribution to the company? The conventional method is based on the number of years of work, job level and other factors, there is no systematic quantitative assessment standards, managers just rely on personal feelings. Even if the appraisal is incorporated into the work performance, it loses its role after being linked to the bonus, and generally there is no continuous record. Points management completely change the traditional assessment flaws, it will be a person's working years, job level, performance size, as well as education, title, technical expertise, labor discipline, work attitude, ideology and morality and other factors, integrated and comprehensive with points for systematic statistics, and then points results, and wages and bonuses, travel and pension and other welfare benefits are linked, and the points are cumulative calculations, life-long benefits, thus creating a huge incentive for the The point of view is that it is not a good idea to use the point of view as an incentive for the employees.
The role of integral system:
First, it solves the problem of lack of spiritual pursuit of employees. The self-worth of a person is not only the amount of salary and bonus, but also the sense of personal achievement. The higher a person's points are, the greater their contribution, the better their performance, and the stronger their sense of self-achievement.
Secondly, it is like an invisible line, holding the hearts of all employees. We are united and motivated, the company's goals and personal points of employees into one, employees in the realization of personal points increase at the same time, so that the company's goals are completed or overfulfilled.
Third, the integral system of management into the company's rules and regulations, the company's decisions, the system is easier to implement and enforce, so that a healthy corporate culture quickly formed.
Fourth, the points as a standard, the issuance of various welfare incentives, to eliminate the phenomenon of eating pot rice, the company's money on the knife edge, more conducive to mobilize the enthusiasm of employees.