Talking about the Real-time Rewarding and Punishment in Enterprise Management
For growing and developing packaging companies, after the company is bigger or bigger, after breaking through the market and technology stage, when the organization's management of the company is not a problem, how to use the talented person and play its role? Allowing talents to reflect their value is an important task in management. To create this kind of atmosphere, it is necessary to establish a fair, fair, and open appraisal system and rewards and punishments mechanism. Through immediate rewards and punishments, employees are actively encouraged to clearly understand what actions and results are expected by the company and are therefore rewarded by the company.
When employees' work behaviors and work results are affirmed and rewarded, they will consciously and continuously make self-motivation behaviors, providing more than expected motivation for improving the competitiveness of enterprises.
As a company's management personnel, in the face of the increasingly competitive market environment, how to develop the maximum potential of employees is the core task of management.
Companies need subordinate employees to agree with established value standards, and strive to do what the company wants him to do, so that it becomes the core personnel that the company wants. This requires establishing a relatively correct system and formulating a value standard that meets the fundamental interests of the enterprise and passes it The specific implementation of the rewards and punishments mechanism is clearly demonstrated. This is the essence of management.
What is instant reward and punishment? In short, it is the immediate redemption of the results of the planned goals. The scale of rewards and punishments is a very important factor in the incentive mechanism. Enterprises must clearly demonstrate to employees that assessment itself is not the ultimate goal, but only a tool to strengthen management. Although some assessments in the assessment system and incentive mechanism of enterprises are not comprehensive and complete, immediate rewards and punishments are one direction, and companies should spare no effort to implement them. For example, the author's packaging material factory recently implemented personal and quarterly accumulative scores for all employees, including monthly assessment points for individuals, four monthly supervision points, monthly production loss and quality records, and scores. The assessment of the five projects, including the total scores of departments and departments, and the evaluation of the work through the 100-point system, strengthened the coordination of the organization, exerted the talent effect, and further supported and promoted the continuous implementation of the overall strategy of the company. The following working guidelines: Instant rewards for achieving corporate goals, and immediate punishment without completing the bottom line goals. The method is as follows:
Steps
1. Sign the job responsibilities at the beginning of the year or the beginning of the season and the beginning of the month, and link the performance to the pay and ensure everyone's work and direction;
2. At the end of the month, end of the season, or at the end of the year, the bonus for each employee is determined based on the individual business index assessment scores;
3. At the end of the year and at the end of the quarter, perform the performance rankings based on the two major factors of performance and ability, and combine the results of the oversight of major responsibility issues with the winner award and the penalty for the inferior.
Assessment principle
1. The principle of scientific unification: Through the scientific mechanism and open, fair assessment methods, the assessment of the unified standard calculation method;
2. Results-oriented principle: Performance evaluation focuses on the results, does not pay attention to the process, and the assessment method is strict, transparent and scientific;
3. The principle of authoritative organization: The general manager serves as the leader and takes the lead to supervise the team to perform regular or irregular assessments;
4. Principles of communication and communication: The appraisers are entitled to submit an appeal to the appraisal and appraisal team and to give a written explanation or reconsideration to the dissenting part of the appraisal calculation process.
Attention points
1. The correct outlook on business and values ​​should be advocated and used in a material and spiritual manner or in alternation.
2. The modern psychology should be used as a guide to correctly apply the theoretical method of motivation. The scale of punishment should be smaller than the scale of reward.
3. Pay attention to collecting information at any time, and immediately correct key performance indicators to make performance assessment persistent.
In short, the management personnel of enterprises should introduce effective performance assessment and real-time rewards and penalties mechanisms in management according to their own human environment and management methods, tap the core competitiveness of enterprises, create innovative opportunities for employees and maintain the corresponding pressures, and create a A dynamic and vibrant corporate environment allows corporate managers to discover corporate talent, nurture them, and enable them to use their intelligence and intelligence to use real-time rewards and penalties to serve the company's development.
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