Performance management of integral system

With the post-90 s and post-95 s entering the workplace, the old management methods have become more and more difficult to use, and material incentives have been described as "vulgar"; Spiritual encouragement, also known as "chicken soup" and "pie painting", in short, no matter what you do, employees just have no motivation.

Even if the manager puts KPI on the employee's desk every day, the employee has no motivation but is forced to leave.

Therefore, some domestic companies have not tried a new management model, and the most typical and localized one is the performance management based on points system.

Performance management based on integral system quantifies the contribution of employees.

The contribution of all employees should be quantifiable. Unquantifiable work will only produce prevarication, wrangling and irresponsibility.

The point system is to quantitatively manage employees' scores of "comprehensive performance, core value and team contribution", and to evaluate and motivate employees by adding and subtracting points immediately. This fully meets the needs of employees for "value".

Compared with the traditional performance appraisal mode, integral management can achieve:

1, use bonus points to quantify the ability and comprehensive performance of appraisers, and make records and use them permanently.

2. Peer-to-peer encouragement of employee performance.

Integral is not for money, but for behavior;

Integral is to solve the incentive problem of employees' work;

Integral is to solve the problem of distribution;

Let employees find his needs in the points;

Integral is to solve the long-term incentive problem;

The performance management of the whole system produces all positive energy;

Let the performance management of points system become the core competitiveness of enterprises;

What management problems can the integral system solve?

? Integral solves the problem of target management: everyone has a target task, and there are prizes for completing it, and points for not completing it.

Points encourage employees to work across departments: salesmen deliver goods to the warehouse themselves to solve the urgent need of warehouse delivery.

Points to solve the problem of survival of the fittest: employees with zero \ negative points will leave automatically.

Integral solves the problem of selecting excellent employees: the greater the contribution to the company, the higher the integral, and the greater the contribution to the company.

Solve the problem of managers' rights and responsibilities: all managers have the right to reward and deduct points, which can be decided by themselves within the prescribed authority.

Points to solve the problem of boss resignation management: According to different teams, every manager has the task of winning points and deducting points, which will affect his points.

Points to achieve refined management of enterprises: unlimited extension of bonus points and deduction points, continuous expansion and refinement of linkage scope?

△ Example of integration standard

Work like a game and create a positive and happy performance culture.

Traditional performance, when it comes to it, is bound to be lifeless, assessment and fines, which makes employees talk about it.

Ma Yun once said: HR's mission is to build the happiest company, establish new systems and systems, and create employee welfare. But under such an old performance appraisal system, employees have no sense of happiness.

The idea of the integral system is to create a positive and happy performance culture and let employees work like playing games. Turn the game into a level, and integral is just like playing a game. You must go through the customs, so that you can feel happy.

The integral system has "points" and "extra points". Scoring refers to the completion of the work within the integral, and adding points refers to the completion of the work beyond expectations. Encourage every employee to pursue perfection in a positive atmosphere.

△ Scoring and Award-winning Examples

Do a good job in the point system management of enterprises competing to land.

It must be said that the localized management mode of the integral system is more in line with the management needs of "humanization". Encouraging employees plays a greater role than traditional performance management. Because of this, many domestic enterprises are scrambling to learn the points system.

But how to do a good job in performance management of the points system? Most HR have no answers in their hearts, and blind execution may be counterproductive.

Shenzhen Professional Managers Development Research Association is committed to building a performance management platform for small and medium-sized enterprises with points system.

Every employee is a bright spot, and no contribution is buried!

The performance management of points system adopts mobile internet technology to build a platform of points incentive system, takes point management as the carrier, integrates the concept of game management, creates a warm social atmosphere within the enterprise, attracts employees to participate spontaneously, builds an interesting, informative and useful real-time incentive platform for the enterprise, helps the enterprise to immediately commend employees' excellent performance, recognize employees' positive behavior, support corporate culture, shape boundaryless organization, explore and cultivate high-potential employees, and make the enterprise relaxed through professional, systematic and technical integration schemes.