Encourage employees to make plans.

Encourage employees to plan. In order to meet the needs of personnel in various departments, open up recruitment channels, encourage on-the-job employees to recommend positions needed by the company, and recommend successful people to give different amounts of rewards according to the recommended reward scheme. Let's share with you some information about encouraging employees to plan. You are welcome to see it.

The first plan to motivate employees is aimed at the problems of low efficiency, unstable mentality and low morale of employees in the company. Therefore, we try to formulate relevant incentive measures. The scheme is based on the principles of spiritual encouragement and moderate material encouragement.

First, goal motivation.

The production manager and relevant leaders * * * jointly determine the job responsibilities of each post, clearly inform the employees of the work they should do, and set an over-production award by the production manager and employees in combination with the current work efficiency and rated equipment capacity of employees, and give corresponding rewards (money, gifts, verbal praise or verbal encouragement) to employees who exceed the rated output. For employees who have not achieved their goals, they should be given appropriate comfort and help, such as training, to help employees achieve their work goals.

The possible effect of this measure: 1 is that employees are self-motivated, and employees who exceed the target will increase their pride and income, thus improving their work enthusiasm. 2. Employees who have not achieved their goals will work harder when they are comforted.

Second, participate in incentives.

When making decisions on some issues unrelated to the company's principles (such as canteen service, food quality, whether some auxiliary production tools are labor-saving, whether some equipment parts are replaced, etc.). ) and formulate some production rules and regulations, you can select 1 ~ 2 employees to participate in the discussion and listen to their opinions.

Possible effects of this measure: 1. Employees feel that they are valued by the company and can enhance their work intention. 2, easy to understand the ideas of front-line employees. 3. It can be proved that the company system is formulated after understanding the employees' ideas, which embodies fairness and humanity. 4, the staff of the actual operation of the equipment and operation intensity can put forward relative to the actual improvement opinions, put an end to an armchair strategist.

Third, select excellent employees.

The company can select outstanding employees once every quarter, and the specific selection method can be based on employees' work performance, work attitude and attendance. Select 2 ~ 3 employees with good performance from employees, issue outstanding employee certificates and give necessary material rewards. (The third prize can be 1 50 yuan RMB, the second prize is 30 yuan RMB, and the third prize is 20 RMB, and the reward will be paid in the form of overtime), but attention should be paid to the fairness of the selection, otherwise it will be counterproductive.

Possible effects of this measure: 1. The combination of honor incentives and material incentives can enhance the willingness of employees. 2. In order to evaluate excellent employees, competition can be formed among employees and work intention can be enhanced. 3. The stability of people who are rated as excellent employees will be enhanced.

Fourth, birthday greetings for employees

Every employee's birthday, the general manager of the company or the factory director of the base will send a birthday card to express his wishes to the employees. Possible impact of this measure: 1. Employees feel valued by the company. 2. The encouragement of the general manager will improve the enthusiasm of employees.

Verb (abbreviation for verb) salary incentive

For employees' salary, seniority salary can be set. Every employee who has worked in this company for one year can be paid seniority salary to 25 yuan every month. For every employee who has completed two years, 50 yuan will be paid the seniority salary every month, and so on. The seniority salary will be capped in 200 yuan. The possible impact of this measure is that seniority pay facilitates employees to work in the company for a long time and prevents well-trained skilled workers from jumping ship.

Sixth, corporate culture incentives.

Through the form of training, tell employees that work is for themselves, and companies with potential employees will bring them broad development space and corresponding salary. What the company values is not education, gender and other factors. Anyone who is willing to work hard has the opportunity to develop in the company. Combine the goals of the company with those of the employees.

The possible effect of this measure: different from other enterprises without corporate culture incentives, this will be a more personalized way.

Seven, performance incentives

At present, the energy consumption is too high, so incentive measures can be set according to the current power consumption per ton and gas consumption of corresponding products combined with rated power consumption and gas consumption. Under certain standards, we can save electricity and gas fees and return them to employees in a necessary proportion. (The reward will be paid in the form of overtime) Possible effects of this measure: 1. Improve employees' sense of responsibility and sense of belonging to the enterprise. 2. The corresponding profit of the company has been improved.

Eight, negative incentives

Employees who fail to meet the company's minimum piece-rate wage for two consecutive months will be transferred or dismissed according to their usual work performance (including attendance and work attitude, etc.). Many employees are saying that other companies pay well, but few workers are willing to resign. The age of employees determines what they need is stability, and the management of high-paying companies is much stricter than ours, so they will not adapt. )

The possible effect of this measure: 1, reverse motivation makes employees understand that they will be eliminated if they don't work hard. 2. It is an incentive for employees with low work efficiency. 3. It can be combined with target motivation.

Nine, praise and encouragement

1. When the employees finished their work well, the manager expressed his positive congratulations in person. 2. Managers should also praise employees publicly to attract more employees' attention and praise. 3. When managers encourage employees, they should encourage their work results, not their work process.

The possible effect of this measure: let employees feel the recognition of their work by the leaders and improve their intentions.

Encourage employees to make plans. purpose

In order to meet the needs of personnel in various departments, open up recruitment channels, encourage on-the-job employees to recommend positions needed by the company, and recommend successful people to give different amounts of rewards according to the recommended reward scheme.

Second, the scope of application

_ _ _ _ _ _ and _ _ _ _

Third, the reward requirements and standards

1. Requirements: Recommend new employees who meet the requirements of the company and be hired. If the recommended employee has worked for one month and has not violated the company's rules and regulations or failed the company's assessment within one month, the recommender can enjoy half of the total reward; You can enjoy the other half of the reward after three months.

Note: personnel recommended by HR staff do not enjoy this award.

2. Conditions:

(1) More than one year experience in the same industry;

(2) People outside Binzhou;

(3) Under 35 years old (salesmen with sales experience and no experience in the same industry are under 30 years old).

3, sewing worker reward standard:

Those who meet the above standards and are employed by the company will be awarded 600 yuan/person, which will be distributed in two phases. I will be sent to 300 yuan one month later and 300 yuan three months later.

If only the above (1) and (2) are met, 400 yuan/person will be awarded and distributed in two phases. I will be sent to 200 yuan one month later and 200 yuan three months later.

Only those who meet the above requirements (1), (3) or (2) and (3) and are employed by the company will be awarded 300 yuan/person, which will be distributed in two phases. Pay it to 200 yuan one month after joining the company, and pay it 100 yuan three months later.

4, salesman reward standard:

Those who meet the above conditions (1), (2), (3) or (1) and (3) and are employed by the company will be awarded 1200 yuan/person, which will be distributed in two phases. I will be sent to 600 yuan one month later and 600 yuan three months later.

If only the above (1) and (2) are met, 800 yuan/person will be awarded and distributed in two phases. I will be sent to 400 yuan one month later and 400 yuan three months later.

If 600 yuan/person only meets the above (2) and (3) and is employed by the company, the reward will be distributed in two phases. I will be sent to 300 yuan one month later and 300 yuan three months later.

Fourth, the reward procedure.

(1) The recommender shall first file with the Human Resources Department, hire the recommender according to the company's requirements, and go through the entry formalities within the specified time;

(2) Three days before receiving the bonus, the company issued the Confirmation Sheet for Internal Recommendation of Employees in triplicate, which will take effect after being sealed, with one referee, one human resources department and one finance department;

(3) When the recommended employees have worked for one month and three months respectively, they should go to the Finance Department to receive the reward, and attach the Confirmation Sheet for Internal Recommendation of Employees as the reward certificate.

Attachment: Confirmation Form for Internal Recommendation of Employees

(Reminder: Please keep this confirmation form properly as a voucher for internal recommendation reward)

Encourage employees to make plans. 3 1. Purpose

In order to fully mobilize the enthusiasm and creativity of employees, carry forward the spirit of dedication, constantly encourage employees to forge ahead and innovate, and improve service quality and management level, the hotel comprehensive office has specially formulated the following reward items to commend employees who have outstanding performance in all aspects.

Second, the scope of application

Applicable to all employees who have served for more than one month; However, some bonus payment methods can also be applied to part-time employees.

Third, the reward project

1, Outstanding Employee Award:

Reward scope: hotel foreman and employees below the foreman.

A, once a month;

B, the number of places is selected according to 5% of the total number of departments, and the number of hotels is * * *10;

C, the logistics department can jointly identify;

D. democratic and open selection; Out of Man Qin, all the work; No accidents, no complaints;

E. Reward method: notification of praise and bonus distribution;

F, the general manager's office organization, team recommendation, department audit report to the general manager's office for approval.

2. Excellent Manager Award:

Award scope: Hotel managers above director level.

A, once a month;

B, places1;

C, at the first management meeting every month, select the advanced managers of last month;

D. reward method: notification of praise and bonus distribution;

E. general manager's office organization.

3, excellent service case award (including appeal award):

Reward scope: all staff of the hotel

A, once a month;

B, according to the advanced cases reported by various departments, the general manager's office will be publicized on the bulletin board for three days;

C, each class will vote, and the hotel will compare it at the morning meeting;

D, a first prize 1 name, two second prizes;

E. Reward method: notification of praise and bonus distribution;

F. organization of the general manager's office;

G vacancies are allowed in the selection of this award.

4. General Manager Special Award:

Reward scope: all staff of the hotel

First, for the immediate honor. Each department may submit a written application to the general manager's office according to the employee's performance;

B: What are the conditions for winning the prize? Excellent service brings good social reputation to the hotel, reasonable suggestions bring obvious benefits or greatly reduce costs to the hotel, and the hotel has the courage to protect collective property, and has been rated as an excellent employee or an excellent manager for six consecutive months.

C. Reward method: The general manager will issue honorary certificates, circulate commendation, issue bonuses and give other rewards as appropriate.

D. organized by the general manager's office.

5. Courtesy Award

Reward scope: all staff of the hotel

A, once a month;

B, in order to strengthen the guests' goodwill towards the hotel, cultivate the tacit understanding between colleagues and increase the cooperation of various departments, according to the advanced cases reported by various departments, the general manager's office will be publicized on the bulletin board for three days;

C, each class votes, and the hotel will judge the most polite staff at the morning meeting;

D. reward method: notification of praise and bonus distribution;

E. organization of the general manager's office;

6. Most Popular Award

Reward scope: all staff of the hotel

A, once a month;

B, in order to let colleagues live in harmony and let guests feel the cordial attitude of hotel service, the general manager's office will publicize it on the bulletin board for three days;

C. Choose one of the most popular employees among colleagues in all departments, and let customers share their joy.

D. reward method: notification of praise and bonus distribution;

E. organization of the general manager's office;

7. Outstanding collective award

Take the team as the unit, choose a team for the whole store, and the materials will be declared by all departments, and the general manager's office will evaluate them once a year.

8. Typical cases of good deeds and excellent services in daily work shall be collected by each team and reported to the department in writing. Department heads will report at the morning meeting, and the morning meeting host will commend them as appropriate.

Three, selection and reward procedures:

For awards of 1 or above, the department shall recommend the candidate list of winning projects to prepare advanced materials according to the actual situation, and report the specific requirements and examples to the general manager's office for review and decision.

2. Hold a commendation meeting for employees of the whole store once a month, issue award-winning certificates and bonuses, and commend the award-winning employees.

3. People who have won individual awards for many times can be used as conditions for quarterly selection of outstanding employees and promotion.

The above winners will be announced on the hotel honor list, calling on all staff to learn.

Fourth, the selection requirements

The purpose of setting up various awards is to set an example among employees, and all departments are required to be representative and unable to make up the numbers through employee evaluation and discussion in the selection process. The principle of fairness, justice and openness in hotel selection has been realized. Through this activity, the hotel bonus incentive management system aims to encourage employees to play a more active and creative role in hotel management and make greater contributions to the hotel.

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