Internal employee reward plan of the company

Internal employee reward plan of the company

Company employee incentive plan. There are many employees in a company, so the employee reward scheme is very necessary, otherwise the employees will have no goals, like a mess. Next, I will take you to learn more about the company's internal employee reward plan.

Internal employee incentive scheme 1 internal employee incentive scheme (1)

This method is formulated to improve the enthusiasm of employees and reward outstanding employees.

A, the classification of monthly outstanding employees

Excellent employees in the department are divided into department level and company level;

Second, the monthly outstanding employees should have the conditions

(a), excellent employees should also meet the following conditions:

1, employees below supervisor level who have been employed for more than one month;

2. Successfully completed the work of this position this month and became a model of the department with excellent performance;

3. Make a significant contribution to the company's operation and management or be affirmed by the brother departments;

4. No gross negligence;

(2), excellent employees should also have dedication and more skilled work skills than people in the same position as a prerequisite;

Three. quota allocation

(a), each department to carry out their own selection, the number of candidates is not limited, and those who have the conditions can stand for election;

(2) Each department organizes candidate selection, and selects a monthly outstanding employee of the department;

(3), organized by the management department, according to the outstanding employees recommended by various departments, select the company-level outstanding employees, and select two company-level monthly outstanding employees.

(4) Excellent employees at the company level are divided into logistics support category and technical support category, which belong to logistics support departments respectively: management department, finance department and project assistants of various technical departments; Departments belonging to the technical support category: technical post personnel of Safety Department I, Safety Department II, EMC, Inspection Department and Chemical Analysis Department.

Fourth, the selection method

(a), the management department to establish employee rewards and punishments record files, as one of the basic data of the monthly selection of outstanding employees at the company level;

(2) Employees should keep all kinds of basic data when carrying out various work activities, so that they can be used as data basis when selecting outstanding employees at the company level every month;

(3), by the management department according to the monthly outstanding employee list and opinions reported by the department, submitted to the general manager's office for approval;

(4) At the monthly meeting, the personnel from all departments attending the meeting voted to select the outstanding monthly employees at the company level.

(five), the general manager's office will determine the on-site reward, and post an announcement after the meeting and meet the requirements of incentive travel.

Verb (abbreviation for verb) Reward for excellent employees.

(1) departmental excellent employee of the month

1, get the opportunity to attend the monthly supervisor meeting;

2. Won the excellent employee award and took a photo with the general manager;

(B) Company-level monthly outstanding employees

1, awarded a certificate of honor;

2. Obtain the travel plans of outstanding employees of participating companies.

Six, excellent staff evaluation rules

Employees in technical and administrative logistics positions of the company must meet the requirements and meet the conditions stipulated in these Detailed Rules, and be elected after personal application or recommendation by department managers and through selection procedures. The evaluation rules are divided into uniform applicable standards and specific standards for each post, and the standards that excellent employees should meet. The specific standards for each post include two parts, one is the company's target requirements for the post, and the other is the specific assessment methods.

(a), all employees of the company were rated as excellent employees unified applicable standards.

1, which can meet the requirements of employee handbook and post function;

2. Use standard working methods to complete the work with good quality and quantity, or handle temporary tasks according to the requirements of company leaders;

3. Strong sense of responsibility, initiative, love for the post and the company, and high moral character;

4. Correct work attitude, including not being late and leaving early, and not being punished for violating work discipline;

5. After democratic appraisal, it has been recognized by most people.

(II) Please refer to the requirements of corresponding job responsibilities for the specific standards of outstanding employees of the company.

Incentive Scheme for Company Employees (II)

I. Purpose

In order to meet the company's manpower demand in time, effectively shorten the recruitment time and improve the recruitment efficiency, the company plans to broaden and strengthen the management of internal recruitment channels, so as to stimulate the enthusiasm of employees for internal introduction, and this reward scheme is specially formulated.

Second, the scope of application

Rewards applicable to the introduction of employees within the company (except the human resources manager of the personnel administration department).

Three. accountability

1. The personnel administration department is responsible for recording and sorting out the internal introduction information of employees, and handling the bonus collection procedures for internal introductions that meet the reward conditions according to this scheme.

2. The Finance Department will issue corresponding bonus according to this plan.

3. The heads of all departments publicize this reward scheme to their subordinates and encourage them to actively recommend suitable talents to the company.

Four. principle

1. The internal introducer must meet the job requirements. No employee may introduce people who do not meet the job requirements to the company in the name of internal introduction and realistic relationship.

2. Employees introduced internally by management personnel shall not be placed in the same department as the introducer after being hired.

Verb (abbreviation of verb) content

1, reward

1. 1 The personnel introducer shall first go to the Personnel Administration Department for recommendation and filing, introduce the recommended personnel, and go through the formalities after passing the interview. At the same time, the personnel administration department should make records in the Employee Internal Introduction Record Form. The recommendation and filing must be conducted before the interviewee interviews, otherwise the employment of employees will not be regarded as internal introduction.

1.2 If the referee has worked for 3 months and has not been given administrative punishment above warning, he can enjoy a reward of 100 yuan; If the referee has worked for 6 months and has not been given administrative punishment above warning, he can enjoy a reward of 100 yuan.

1.3 annual internal introduction assessment: for every introduction 1 person working 1 month, the introducer will give 1 point; Give it to the introducer 1 after 3 months. 5 points integral; After working for 6 months, the introducer will get 2 points. Employees with a total score of 6 in the whole year are eligible to participate in the annual internal introduction competition. First place in the total score, rewarding 500 yuan; Second place, reward 300 yuan; Third place, 200 yuan. If there is a tie ranking, select the total working hours of the employees introduced by the introducer.

2. Incentive plan

2. 1 After the introducer has worked for the specified time, he can apply to the Personnel Administration Department for a reward. According to the provisions of this reward scheme, the recruiter shall assist in the financial procedures related to the bonus collection, and require the introducer to sign the employee's internal introduction record form when receiving the bonus.

2.2 The Personnel Administration Department is responsible for the annual internal introduction assessment. According to the classification principle, the personnel administration department counts the number of employees and working hours introduced by each introducer, conducts assessment, determines the ranking, issues corresponding bonuses and posts them.

3. The right to interpret this scheme belongs to the Personnel Administration Department.

Internal employee incentive scheme 2 General rules of employee incentive scheme

In view of the company's current large employee turnover, low employee efficiency and unstable employee mentality. This incentive scheme is specially formulated. The scheme is based on the principle of spiritual encouragement and moderate cooperation of material encouragement.

First, goal motivation.

Personnel and the factory director * * * jointly determine the post responsibilities of each post, clearly inform employees of the work they should do, and the factory director and employees jointly set monthly production targets (note: it should be achievable targets) and give verbal praise and verbal encouragement to employees who achieve the targets. For employees who have not achieved their goals, they should be moderately comforted and given help, such as training, to help employees achieve their work goals.

Effect analysis: 1 employees are self-motivated, and employees who achieve their goals will increase their pride and enthusiasm for work. 2. Employees who have not achieved their goals will work harder if they are comforted.

Second, participate in incentives.

When making some production regulations for some issues that do not involve the company's principles (such as buying a water dispenser, which floor to put it on, or how many times the company needs to punch in 1 day), you can select 1 ~ 2 employees to participate in the discussion and listen to their opinions.

Effect analysis: 1, employees feel that they are valued by the company and can enhance their work enthusiasm. 2, easy to understand the ideas of front-line employees. 3. It can be seen that the company system is formulated after understanding the employees' ideas, which embodies fairness and humanity.

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 the staff, award the outstanding employees of Puzepi craft ornaments and give some 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 bonus will be paid in the form of salary), but attention should be paid to the fairness of the selection, otherwise it will be counterproductive.

Effect analysis: 1, the combination of honor incentive and material incentive can improve the enthusiasm of employees. 2. In order to evaluate excellent employees, competition can be formed among employees and work enthusiasm can be improved. 3. The stability of people who are rated as excellent employees will be enhanced.

Fourth, birthday greetings for employees

On the birthday of every employee, the general manager of the company will send birthday cards to express his wishes to the employees. (It must be signed by the general manager himself, otherwise the effect is not obvious)

Effect analysis: 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 the employee's salary, you can set the seniority salary. Every employee who has worked in this company for half a year can give 25 yuan the seniority salary every month. For every employee who has completed one year, the salary of seniority will be paid to 50 yuan every month, and so on, and the salary of seniority will be capped in 200 yuan.

Effect analysis: seniority facilitates employees to work in the company for a long time and prevents well-trained skilled workers from jumping ship.

Sixth, corporate culture incentives.

Develop a people-oriented corporate culture. Through training, tell employees that work is for themselves, and capable employees will get 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.

Effect analysis: this will be a special road different from other enterprises that are not encouraged by corporate culture.

Seven, performance incentives

It cannot be implemented at present, and it will be implemented after the performance appraisal system is established.

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.). ).

Effect analysis: 1, reverse incentives let employees know that they will be eliminated if they don't work hard. 2. It is an incentive for employees with low work efficiency. 3, can be combined with target incentives.

This will have a certain effect on motivating employees, but at the same time this plan is also widely implemented by many companies! In fact, the human heart is the most difficult to manage. A company that can really retain people should create a good working environment, a humanistic atmosphere, symmetrical salary and generous boss management! Wait!

1, apply for social insurance;

2. handle commercial insurance;

3. Handling of accident compensation in case of accident;

4. Handling of social security medical expenses;

5. Fill in and report the monthly social insurance report;

6, social insurance monthly accounting, and tabulation and printing;

7. Issue medical manuals and medical passbooks;

8. The employee's insurance policy reply;

9. Apply for temporary residence permits for employees;

10, drafting of training agreement;

1 1, drafting of other agreements;

12, personnel system drafting;

13. Application for employee libation ceremony and congratulations ceremony;

14, employee welfare fee application;

15, employee physical examination institution;

16, making company address book;

17, condolence work for special employees;

18, cash management of employee activities (payment);

19, cash management (payment) of positive and negative incentive system;

20. Coordination and communication among employees;

2 1, communicate with department heads to learn about employees.