Excellent employee curriculum outline

The first episode of Valuable Workplace Platform

1. Good salary and benefits

2. Extensive network resources

3. Rich working experience

4. Valuable growth experience

Episode 2 Happy Work

1. You should have a healthy and happy working attitude.

2. Positive people make good use of their own advantages, while negative people complain about their own shortcomings.

3. Work is the foundation of happiness

Episode 3 Your Value Geometry

1. What should I do?

2. What can I do

3. How did I do?

4. What have I brought to the enterprise?

The fourth episode of the consequences of laziness

1. Are you a positive asset or a negative asset of the enterprise today?

2. Everything starts from scratch

3. Must have thinking, action and execution.

Slack is the most terrible killer.

4. Loyalty is the evergreen tree of the enterprise that grinds a sword for ten years.

Episode 5 There is no excuse for work.

1. The question is a question without reason or excuse.

2. Quality and connotation are the goals leading to success

The sixth episode to improve learning ability

1. Self-study constantly to build personal core competitiveness.

Modesty is the ladder of human progress.

Episode 7 stick to your goal.

1. has a goal and direction.

2. Seize the opportunity and take it seriously

Episode 8 Responsibility is a bounden duty

1. pragmatism

2. Seeking novelty and survival

3. The importance of responsibility

4. Cooperation is a prerequisite for development.

Episode 9 Confidence and Influence

1. Exercise your eloquence

2. Self-confidence opens the door to success

Infect others with enthusiasm

4. The power of commitment

5. Listen to understand the needs

6. Honesty brings prestige

Episode 10 Communication creates value

1. Adventure spirit

2. Focus on participation

effective communication

4. Adhere to the three principles of+innovation+making money.

There are rules for building square gardens in the first set 1 1.

1. creates a fair environment for us.

2. Help us avoid harm

3. Win more development space for us.

Viewpoint: Without rules, you can't be Fiona Fang. If you have not been managed by others, you will never manage others. The system not only brings us courtesy and restraint, but also teaches us how to build an invincible team.

Episode 12 and Team Growth

1. Success depends on yourself 20% and others 80%.

2. The better the brand of the team, the higher the personal value.

If you want to be helped, you must first see if you have the conditions to be helped.

4. Create wealth from the neck up

Viewpoint: There are no perfect individuals, only perfect teams. The brilliance of the team depends on the efforts of each of us, and our success is inseparable from the strength of the team.

Episode 13 Dignity in the Workplace

1. How strong the professional ability is, how high the dignity is.

2.90% of the time I think about what I should do, 10% of the time I want to lead what I want to do.

3. Only changing the thinking mode and not changing the behavior mode will never change the facts and results.

Viewpoint: People who are truly respected are people with strong abilities. Change our thinking and behavior patterns and do things with the boss's mentality. Each of us is our own boss, running our own lives.

Episode 14 Always be grateful

1. Grateful parents gave us life.

2. Grateful to the four leaders (passing by)

3. Be grateful to the motherland

Episode 15 Payment and Return

1. Grateful work makes us grow.

2. Grateful enterprises give us a platform.

3. Thank the leaders for training us.

Episode 16 Gratitude for Growth

1. Grateful leaders give us training.

2. The Four Lessons of Life

Thank you for your criticism

4. Concentric with the enterprise, * * * and the selection criteria for growth

1. Attendance and punctuality (e.g. no absenteeism in the current month, etc.). ).

2. Work enthusiasm and initiative (such as taking the initiative to undertake extra work in the month, full of enthusiasm).

3. Quantity and quality of work (for example, the quantity and quality of trade unions in that month exceeded the standard requirements and were higher than other employees)

4. Work knowledge and skills (e.g. related knowledge and skills exceeded the standard in the current month, higher than other employees)

5. Personal appearance and hygiene (for example, personal appearance and hygiene conforms to hotel regulations and is higher than other employees).

6. Politeness to others (such as being polite and decent to guests and colleagues and being well received by others).

7. Handle interpersonal relationships (such as harmonious interpersonal relationships with guests and colleagues, and be able to handle various working relationships).

8. Teamwork and helping others (for example, being able to unite colleagues and help each other, adding luster to the collective and the hotel, etc.). ).

9. Actively train and participate in training (such as actively participating in relevant training organized by hotels) (1), and strive to improve organizational functions and clarify responsibilities.

Organizational design is based on the strategic positioning of pharmaceutical companies, focusing on the company's scale development, the improvement of management system, the improvement of service quality and the reasonable control of labor costs. Improve the efficiency of business processes, the speed of market response and the effective control of human resources and finance. Strengthen and improve departmental functions, and clarify departmental responsibilities at the same time, laying an organizational foundation for the future development of pharmaceutical companies. The personnel of the company's management functional departments clearly set posts and personnel quotas, so that the evaluation of posts is well-founded and the key positions are evaluated. The salary system based on post value evaluation entrusts excellent employees with important tasks, so that they can give full play to their specialties to ensure the benign development and positive influence of the company.

(2) Establish a long-term incentive policy

The long-term development of the company is based on talents. In the future, the company will expand its recruitment efforts, so it is necessary for the company to have corresponding policies to retain outstanding talents. The long-term incentive policy is not only to retain talents, but also to encourage talents, so that core employees and the company can form a development body; Long-term incentive policies can also promote the cultivation of talents, encourage employees within the company to strengthen their study and growth, and strive to become the backbone employees of the company. Long-term incentive policies: internal equity, signing long-term cooperation agreements, providing opportunities for further study abroad, participating in major company decisions, and providing generous salaries.

(3), strengthen the assessment, survival of the fittest.

Establish the target management system and performance appraisal system of functional departments, objectively judge the performance of outstanding employees through reasonable performance indicators and appraisal methods, improve the effect of outstanding employees through appraisal, give full play to the incentive effect of performance appraisal on outstanding employees and continuously improve the management level of the company; Strengthen the performance appraisal management function of the human resources administration department, take the human resources administration department as the lead department and supervision and guidance department for performance appraisal, and strengthen the performance management ability of the human resources administration department; The performance appraisal of the company should be led by the human resources department as a whole, and given guidance and control in the implementation process to ensure the integrity and professionalism of the performance appraisal of pharmaceutical companies.

Goal setting tends to be fair and reasonable. It is suggested that the company keep the annual turnover rate between 15%-20%. Eliminate the survival of the fittest in a timely manner, and recruit and appoint excellent, self-motivated and potential employees.

Establish a comprehensive performance appraisal management system;

1. Determine performance standards, which include performance objectives and assessment indicators.

2. The implementation of the action plan is a support system to achieve performance goals, which enables employees to better understand and implement, effectively reduce unexpected situations, and make performance and results more controllable and predictable.

3. Supervising the performance process In this process, managers should guide and supervise the work at any time, solve the problems found in time, and adjust the performance plan when necessary.

4. Comprehensive performance evaluation: it is an integral part of performance management. Without performance evaluation, there will be no improvement of performance, and there will be no performance development of enterprises.

5. Continuous improvement of performance is the ultimate goal of performance management, thus ensuring the long-term sustainable development of enterprises. Therefore, in all aspects of performance management, "performance improvement" is the most important one. The main contents of the Method of Selecting and Retaining Excellent Employees are as follows: First, the essential talent view of managers is 1. Introduction 2. Talent is the source of creating value. Ten qualities necessary for managers II. Talent strategy that managers must know 1. Strategic choice 2. Strategic principle 3. Strategic core 3. How to select talents 1 Formulate clear talent standards. Adhere to science. Talent selection procedure 3. Let the company become a magnet to attract talents. Lecture 4: How to Cultivate Excellent Talents 1. Cultivate the most potential people. 2. Three levels of personnel training. 3. Three key points of personnel training. Lecture 5: How to make good use of outstanding talents (1) 1. Use the most suitable person. 2. Use your strengths and avoid your weaknesses. 3. Effectively motivate people. Lecture 6: How to make good use of outstanding talents (2 1. Clear personal vision II. Establish * * * the same vision 3. Strengthen vision 7. How to make good use of excellent talents (3) 1. Appoint people on merit. High salary, high efficiency and multi-effect 3. Reward and punish severely. Fair competition, survival of the fittest. How to make good use of excellent talents (4) 1. Nissin province is getting taller every day. 2. Encourage happy work every day. 3. Praise often leads to small rewards. 9. How do outstanding talents make good use of (5) 1. The reward and punishment rate is 28. 2. Tao Xingzhi's educational methods. South wind law 10. How to retain outstanding talents 1 Meet the growing demand for talents. 2. Case: Tian Jiu Ye Wei's lifelong employee system 3.