What are the precautions for the company when implementing the employee point system management? 5

The points system is an excellent tool that can be used in both small and medium-sized businesses and large enterprises, but the methods of use are different. For large companies, it is recommended to use the "double points system", that is, the method of combining the departmental unit points system and the employee points system, the former helps the enterprise to plan resources, and the latter can become the guide of employee behavior. For the average small and medium-sized business, it is enough to simply use the employee points system.

Friendly reminder, the clarification of enterprise management objectives is the premise, do not point for the sake of points, to clarify the management orientation and requirements of the enterprise before formulating the rules, that is, to think about what your goal is, in the choice of points mode, clear your focus is on the career development of employees or short-term incentives of employees, whether it is an individual or an enterprise, know what you want, this is very important.

The points system is a good tool in enterprise performance management, but it cannot solve all problems, and the premise of solving enterprise performance problems is that the points management system is reasonably designed and there are relevant management measures to support the landing.

There are six categories of employees' points projects: performance class, key task class, award evaluation class, ability development class, resource sharing class, and behavior contribution class, and the purpose of setting the points rules is to be behavior-oriented, but the difficulty in the design of the points project lies in: fair availability, content orientation, and whether the management goal orientation of the enterprise is clear. Enterprises should be based on management objectives (performance priority, cultural advocacy、......Set the specific gravity of the six modules, and focus on it to be targeted.

In addition, it is also necessary to pay attention to the allocation of points items, the following figure lists some of the influencing factors for reference, in the design of the points rules to fully consider a variety of situations, unreasonable points will not only not motivate employees, but also stimulate dissatisfaction (for example, the leader has too many points, and the hard-working employees get less points than the employees who will have a good relationship with the leader, etc.).

Finally, the points rules must go through the pre-calculation, not in order to complete the design and management of the points system and pat the head of the design rules, especially in the large and medium-sized enterprises of the double points management (department unit points & employee points) project, Bert Consulting will spend a lot of energy on the pre-calculation, so that the enterprise knows how the effect of the points mechanism can be achieved, how much cost it costs, etc., a good points system must go through the program discussion, feasibility demonstration and landing support. Look).

1. The company's business and positions are coordinated, and the job responsibilities are detailed and quantified, so as to facilitate the statistics of points.

2. The score and proportion of the scoring should be appropriate, and the score ratio can be set according to the core and peripheral degree of the business, and the scoring can be refined again for easy statistics in the important work quantification.

3. The scoring design should be as fair and reasonable, simple and clear as possible between business positions, business and administrative departments, and easy to count and calculate.

4. The scoring system should implement the management and supervision system, and it is best to designate a special person to be responsible for it and have corresponding supervision measures.

5. The point system should be combined with the company's reward and punishment mechanism, especially linked to economic interests.

The benefits of the integral system management for employees are that under the management of the integral system, fully respect human nature, meet the needs of employees, truly achieve a win-win situation between the enterprise and employees, provide employees with space for personal development, and let employees realize that all the contributions for the company are for themselves, reflect recognition, so that excellent employees will never suffer, all-round assessment, all benefits are issued according to the points ranking, reflecting openness and transparency, fairness and justice, and the exchange link makes employees happier and improves happiness.

The point system management uses the form of points to conduct a comprehensive quantitative assessment of the work performance and behavior of employees, and then links the points with various benefits of employees, and tilts towards the high-score group. The higher the employee's points, the more benefits they receive. The benefits to employees are mainly manifested in the following aspects:

1. While meeting the material needs of employees, it also meets the spiritual needs of employees.

2. Integral management, advocating humanized management and people-oriented management mode.

Make it more acceptable to employees.

3. Breaking the traditional average distribution, the point system management advocates, more work and more rewards.

An introduction to the management of the points-based system.

Points system management, as the name suggests, is to use points to manage employees, literally very easy to understand the points in fact, we have been in contact since childhood, the little safflower in kindergarten is a reward for good performance, the test score when studying is also a kind of points, the score of the driver's license is also a kind of points, so the points are introduced into the workplace enterprise management, that is the work, and the points correspond to the salary.

In other words: the point is to quantify the work of the employee, into points, in the form of points to quantify the work, every thing the employee does corresponds to a point, and these points will eventually be linked to the employee's welfare, treatment, bonus, salary, etc.

When employees earn points, it is equivalent to making money, which is equivalent to fighting for their own benefits, so this new management system.

In the enterprise management, it can improve the enthusiasm of employees.

In addition, the point system management needs to be used with the Gongdao cloud point system management software, and the point system management only provides a management idea and method, and ultimately needs a set of software to record.

1. Hello bosom friend!

3. Employees refer to the personnel in various forms of employment in the enterprise (unit), including permanent workers, contract workers, temporary workers, as well as substitute trainees and interns.

4. The management of the integral system refers to the use of the integral system for the management of people, to measure the self-worth of Fulu people, to reflect and assess the comprehensive performance of people, and then to link various material treatment and welfare with points, and to the high-scoring crowd, so as to motivate people's subjective initiative and fully mobilize people's enthusiasm.

5. Definition of integral system management: To put it simply, it is to use points (bonus points and deduction points) to conduct a comprehensive quantitative assessment of people's ability and comprehensive performance, and use software to record and use them permanently.

6. Employee points system.

8. Employee points management system.

11. If it helps you. Please click the "Select Satisfied" button below me. In time you will ** to 5 wealth points.

Companies generally divide points into two categories:

1. Attitude, discipline and sense of responsibility are divided into one category, accounting for 3 points.

2. Job responsibilities, work tolerance and work completion are divided into a category of prosperity and dryness, accounting for 7 points.

The core feature of integral management is that no points can be subtracted, and no points can also be added. This can be a good way to stimulate the action of employees and correct their work attitude.

Points management is an open, simple, effective and flexible management system.

In general, the "points system" refers to the "point welfare system".

The birth of integral benefits is to effectively control the cost of employee benefits while maximizing the benefits of the enterprise and realizing the benefits of the enterprise.

Enterprises can not only issue holiday benefits, birthday benefits, annual physical examinations, employee insurance insurance, various subsidies and other security benefits to employees in the form of points, but also extend the benefits to various scenarios such as incentive-oriented attendance rewards, years of service, job recommendations, excellent employees and employees, project innovation, etc., so as to realize the multi-scenario implementation of corporate benefits, improve the perception of employee benefits, and deepen the incentive effect of employees.

With the blessing of our digital platform, we can not only realize the multi-macro staring scenario of welfare incentives, but also continuously strengthen the behaviors that the company wants to advocate in real scenarios, promote the implementation of corporate culture, and provide more welfare data references to effectively control welfare costs.

If necessary, you can come to our guan website for further consultation.

Yes, many companies have been using it over the years, and it is already very mature.

As long as it is bound to the performance appraisal, the rules and regulations of the enterprise are combined with management, and the leadership attaches great importance to it, which will have an effect.

The core value of TeamToken employee wallet is to provide an employee wallet for each enterprise employee, so that each employee can have their own points account, cash currency account, virtual stock account, option account, enterprise annuity account, etc., to realize the management of employees' digital assets in the enterprise. It also provides an application ecology with incentives as the core, including such as team collaboration software, performance management software, CRM software, etc., which are also the data of employee wallets, so that collaboration, performance, sales and other work can reflect the recognition of employees' work in real time, and reward the corresponding points, cash, ** or options, etc., so that management has a more incentive effect.

First of all, to answer the first question, the management of the points system can be implemented in any way, but the effect will be very different. According to market research, there are two ways to implement the implementation of the current operation.

One is the software statistics method, this way is used by many entrepreneurs, but the effect is counterproductive, in the process of implementing the points system greatly increases the workload of employees and management, very resistant, the way of the implementation of the points system is that some training companies launch to increase the saturation of their courses, mainly to earn training fees.

The other is the automatic points system management, which is proposed by Shenzhen Qiyou Tianxia Software Co., Ltd.: advocating the active participation of employees, and the automated operation mode will not increase the workload, in the process of implementing the points system to achieve real-time incentives and all employees are visible, is realized in a platform. Fully mobilize the enthusiasm of employees in a timely manner, and the services they provide are full assistance to landing, and there are no other so-called hundreds of thousands of landing service fees.

This model of theirs has also been adopted and implemented by SEG Group.

We believe that large enterprises will have more judgment when it comes to products and implementations.

I am also a user of both companies. I don't name the above family, I believe many friends know. This answer is also not to want small and medium-sized entrepreneurs like us to waste too much money and not be able to really help the enterprise.