How to innovate and optimize services to directly and effectively promote market performance

1. The basic salary level is simple - control overtime pay.

At present, our company has four levels of basic salary for employees, namely ordinary employee level, ordinary administrator level, middle administrator level, and senior management level. The company stipulates that there is no overtime pay for the latter two levels, and if there is something to deal with, they must also work overtime.

2. All employees time - control labor costs.

At present, all employees of the company are standard hourly wage system, only need to calculate overtime pay, attendance, rewards and punishments, five insurances and one housing fund, night shift subsidies, other deductions, etc., salary calculation is very simple, as long as the control of the various departments, the quota of each position, it is conducive to the control of the company's overall labor costs, that is, the company's profits are easy to be guaranteed.

3. There is more room for promotion - the salary adjustment is simple.

The company's salary is currently divided into J, K, T three levels, each level is divided into a number of small levels, each small level is divided into more than a dozen to dozens of others, the whole company adds up to more than 280 salaries, different levels of staff salary promotion space is very large, as long as the corresponding standards can be applied for assessment, after approval to get promoted.

4. Pay equal attention to management technology - two ways to promote.

Employee salary growth has two ways of management line and technical line, job promotion should naturally be raised, if the technical ability is strong, after assessment, it can also be promoted to a higher level of income, so that those who have technical expertise and management willingness or lack of management ability employees have to work hard, many technical backbone more than the income level of middle-level cadres.

5. Need to be improved and optimized. Since the company has only recently been established, the salary structure and management methods have basically followed the practice of the head office, but there are still areas for improvement.

The optimization of the performance management program must be targeted and based on the following aspects:

1. The current strategic development goals of the enterprise;

2. The current corporate culture orientation of the enterprise;

3. The focus of enterprise development that the core leadership is concerned about;

4. Problems and points to be improved exposed by employees in the existing performance appraisal process.

Based on the above aspects, we will dig out the unsmooth aspects in the implementation of the current performance management plan, and improve the key aspects, such as the appraisal process, appraisal standards, and the application of appraisal results.

To optimize the performance management system of an enterprise, the following improvements can be considered:

1.Set clear goals and expectations: Ensure that the goals and expectations of the business are clear, specific, measurable, and achievable.

The goals should be aligned with the organization's strategic goals and match the employee's job responsibilities. Clear goals help employees clarify their priorities and provide a clear basis for performance evaluation.

2.Establish an effective communication mechanism: Establish a good communication channel to ensure that two-way communication between employees and management is unimpeded.

Conduct regular performance communication and feedback to give employees an idea of how they are performing and provide support and guidance. At the same time, employees are encouraged to put forward opinions and suggestions to improve the performance management system.

4.Provide ongoing training and development opportunities: Provide employees with ongoing training and development opportunities to help them develop their skills and capabilities.

Training should be combined with performance reviews and work objectives to fill gaps in the knowledge and skills of employees. At the same time, employees are encouraged to take the initiative to learn and develop, and a learning organization culture is established.

5.Implement differentiated incentive and reward mechanism: Adopt differentiated incentive and reward mechanism according to the performance of employees.

Rewards should be matched with the employee's contribution and ability, and can stimulate the employee's motivation and motivation. At the same time, it is essential to distribute rewards fairly and equitably to avoid unfairness and dissatisfaction.

6.Regular evaluation and improvement: Regularly evaluate the effectiveness of the performance management system and make improvements and optimizations based on the evaluation results. Gather feedback and opinions from employees to understand their views on the performance management system and take appropriate action on issues and areas for improvement.

7.Build a culture of support and feedback: Build a culture of support and feedback that encourages collaboration, learning, and sharing among employees. Provide timely feedback and support to let employees know that their work is recognized and help them improve and grow.

These measures can help companies optimize their performance management systems, improve employee performance and satisfaction, and promote the development and success of their organizations. However, each business is different, and improvement strategies need to be developed and implemented on a case-by-case basis.

Your question is too general, please be more detailed.

1. The ultimate purpose of performance appraisal is to achieve performance improvement. In the performance appraisal, the continuous two-way communication between the supervisor and the employee on the job responsibilities, work performance and employee development helps the supervisor and the employee to continuously improve the quality of work, promote the development of employees, and ensure the ultimate realization of individual, departmental and company performance goals.

2. The complete performance appraisal process includes three parts: planning, implementation, and application of results.

3. There are two main aspects of the performance plan: what work should be completed by employees during the appraisal period and what performance standards should be achieved.

In order to make the content and standards of the appraisal more acceptable to employees, managers should work with employees to develop performance polarization.

4. In the performance implementation stage, it is necessary for managers and employees to maintain continuous communication, on the one hand, to follow up and adjust the performance plan, and on the other hand, to provide timely help and know when employees encounter difficulties.

5. The performance appraisal results are mainly used in three aspects: for all aspects of human resource management, as the basis for salary payment, job promotion, training plan, etc.; It is used for the formulation of performance improvement plans and clarifies the focus of employees' future work improvement; It is used for the revision of the performance plan and the further improvement of the performance management system.

6. The main evaluation tools of performance appraisal are: icon evaluation method, alternating ranking method, mandatory distribution method, behavior anchoring grade evaluation method, etc. Each method has pros and cons.

In the use of macros, attention should be paid to the following: unclear evaluation criteria, halo effect, centering tendency, problems of tight or biased grasp of evaluation criteria, and personal bias of the evaluator.

7 The effectiveness of a performance management system can be measured in three ways: reliability, validity and completeness.

Hope it gives you a reference.

First, define what is a service? What kind of efficiency is needed, how to calculate performance; The process can be optimized by making the process transparent, and the hierarchical authorization can only be carried out by understanding the structure of the organization.