Why are our post-81s and post-91s employees addicted to playing games and spending money, but tired of working and earning money? Why can Shanda manage 3 million paying users in the virtual game world, but it is so difficult to manage more than 2,111 paid employees? These problems not only puzzle enterprise managers, but also cause us to think about "game management players".

Mr. Zhu Mingkun explains to you the core management ideas, operation methods and key control points in the application process of "Game Management Players" in the management mode of AIMS points system, and how to change the traditional management from "top-down" management to "bottom-up" management ideas, so as to help the enterprise management team solve the problem of learning difficulties, and let employees realize "I want to do" to "I want to do" through the introduction of the management mode of points system.

course outline of points-based management mode (AIMS practical edition):

chapter 1: understanding the management thinking of the post-81s and 91s

1. why are you addicted to playing games after 81s and 91s, but tired of jobs that can make money? 2. Three key points in game management: 1. Respect for human nature 2. Fairness and justice 3. Happy experience Chapter 2: Principles of AIMS management mode 1. AIMS management mode. 2. Features of the management mode of AIMS points system: 1. From "I want to do it" to "I want to do it" 2. Driven by bonuses and deductions, the employee behavior bank is established. 3, reverse management, without increasing the burden on the supervisor. 4, bonus points, do not increase the cost of enterprises. 5. The accumulated points are not cleared, which stimulates employees' sense of honor and accomplishment. Chapter three: the scheme design of integral landing. 1. Set up the employee desire wall. Second, set the four principles of welfare. Third, who will design it? Fourth, the category of integral design. V. Ways to cash in benefits. 1. Participating in the task: All employees have it, and they can get relative rewards by accumulating points. 2. Points ranking: According to the ranking of different types of designs, strive for more chances of winning prizes for employees (31%). 3. Post welfare: the welfare exchange standard set according to different departments/positions. 4. Attainment of tasks: the benefits that can be obtained by accumulating a certain number of points. 5. Surprise: Let employees who participate in the integral task have a chance to win the prize. Chapter four: The rules of the game of integral landing 1. Do not change the existing system. Second, the company leads and employees participate. Third, the authority and task of the management's award and deduction: 1. Make the award and deduction authority according to the level, and set the award and deduction task according to the level. 2. Care for employees, find employees, reward employees and arouse their enthusiasm. 3, find problems, analyze problems, solve problems, cultivate observation. Fourth, it is simple, efficient and operable. Fifth, give priority to extra points and stimulate positive energy. Chapter 5: Key nodes of integral landing 1. Core elements of project landing: participants are beneficial. Second, pay attention to the operation experience and optimize the operation process: 1. Customer experience 2. Reduce costs 3. Increase income 3. Establish a trust management culture 1. For employees, trust is the most important asset in personality and the basis of effective communication. 2. For enterprises, trust is the lowest cost and most efficient management method. 3. For society, we need to build an environment of trust. Fourth, choose efficient management tools: 1, high employee participation and strong interaction. 2. The supervisor's work is relaxed and unburdened. 3. The boss has a high input-output ratio. 4. AIMS cloud platform (Internet thinking). Five, integral landing operation process. Chapter 6: Conference System of Integral Landing I. Conference System of Integral Landing. Second, the person in charge: 1, the integral plan. 2. Supervise the implementation of the plan. Third, the design focus of the commendation meeting: 1. The organizational form of the commendation meeting can be operated by issuing "temporary tasks". 2, determine the matters needing attention and operation process of the meeting. 3. Commend the key appeal points in the conference. Fourth, learning is the foundation, and making good use is the guarantee!