First, the main practices
Quantitatively assess employee performance with points (rewards and deductions) and establish personal points files. Taking the comprehensive office, the production office, the agricultural office and the financial office as units, we will implement the method of grading authorization awards and points deduction, strengthen safeguard measures and publicity, and comprehensively carry out the management of points system in three stages.
1. Strengthen safeguard measures and clarify working ideas. The leaders of the Agricultural Park Management Committee attached great importance to this work, set up a leading group to promote the management of the points system, and defined the division of responsibilities of the team leader, deputy team leader and members of the office under it.
According to the working idea of "overall design, step-by-step implementation, easy before difficult" and the working principle of "classification and integration, quantitative assessment, benchmarking, bottom line management, rewarding the excellent and punishing the poor, and encouraging dedication", from point to point
Step by step, and strive to create an incentive platform driven by demonstration and dynamic management.
2, active propaganda, ideological form of knowledge. Through scientific and effective publicity, employees are fully aware of the importance of implementing the point system management, and participate in the point system management with a positive attitude, thus winning points.
Become a good habit. It is clearly required that the comrades in charge of integral management should find, study and solve problems in time in line with the principles of openness, fairness and justice to ensure the standardized operation of integral management.
3. Scientific planning and detailed overall setting. The first stage of integral system management is to hold a general meeting of all employees, publicize the concept of integral system, solicit opinions from many parties, and study and formulate specific implementation plans. Further refining products
Setting of scores and reward points. Employee integral consists of three parts: basic integral, fixed integral and peacetime integral. The basic integral means giving each person 500 points in the initial stage; Fixed points include employee education, length of service, etc.
Comprehensive situation; Usually, integral is to link employees' personal words and deeds with integral behavior. In principle, the setting of integral scores and bonus items is decided by the plenary meeting of the person in charge above the administrative Committee department, and solidified into system implementation. Integral score according to
Natural month and natural year are ranked separately, which is an important basis for issuing daily benefits and entering the assessment scope.
4, a person, posts, responsibilities, to carry out pilot promotion. The second stage of integral system management is to set up a special executive department, implement personnel, posts and responsibilities, further rationalize the working mechanism, and establish and improve the basic database of integral system management.
Concentrate on the terminal operation method of management personnel, choose the comprehensive office as the pilot, and try out the point system management mainly in attendance, reception and important activities. , and record the increase and decrease of employee points in time according to the principle of "one thing, one discussion"
Personal points account.
5. Gradually improve the mechanism and implement comprehensive implementation. The third stage of integral system management is to adjust and improve individual problems in time and communicate gradually on the basis of summarizing the experience and practices of implementing integral system management in the pilot.
At present, the reward and punishment measures in the previous stage of the integral system management have played a continuous incentive role. Further study the feasible operation methods of popularizing the point system management in other fields, and formulate the project details in time.
Second, the results achieved
Comprehensive quantitative evaluation and permanent use is a major feature of integral system management. The strong implementation of the integral system management in Huaming Agricultural Park has broken the egalitarianism in the past, effectively stimulated the enthusiasm of employees, comprehensively improved the comprehensive ability of employees, and played a positive role in the formation of institutional culture and the establishment of an efficient management system.
1, creating a positive working atmosphere. Because of the point system management, the incentive mechanism of the unit accumulates through points, which can mobilize the enthusiasm, initiative and creativity of employees to the maximum extent and change their bad habits such as carelessness, laziness, dispersion and procrastination.
Phenomenon, prompting employees to do more work. For example, there are two cashiers in this unit, and in the trial stage of implementing the point system management, both of them earn less than 20 points a day. Because the scores were not enough, both of them lost face.
In front of students, they "can't lift their heads". In response to this phenomenon, the leader transferred a cashier to arrange a new job. The rest of the cashier not only has no opinion, but also thinks that the leader can take more points and accept it gladly.
Got a job assignment.
2. Encourage employees to pursue Excellence. The Agricultural Park Management Committee clearly stipulates that the points should be linked to the annual assessment and year-end bonus, and formulate relevant incentive policies, such as the centralized arrangement of national annual assessment.
These regulations are more attractive to young comrades, and it is clearly stipulated that the points system should be linked to the promotion of cadres and employees, which further stimulates the work motivation of employees.
3. Improve the level of daily work. The integral system pays attention to details and can actively supervise a lot of daily work and maintain a high standard. For example, in office hygiene, although there were relevant systems and regulations in the past,
Inspection, but often the system is "putting on airs" and the inspection is "going through the motions". If the leader corrects it several times, the effect will not be obvious after a long time. In the trial operation stage of implementing the integral system management, the daily work has been greatly improved. For example, the office will
Indoor affairs as an integral project, the hygiene of each office immediately changed greatly, and employees all said that "integral management is still effective." At the same time, the quality of food in the canteen, night duty, and care for public finances are all within the points system.
Under the management mode, obvious changes have also taken place.
4. Enhanced the execution of the system. Under the traditional management mode, it is difficult to implement the rules and regulations linked to money, and some employees who perform well on weekdays tend to relax when they violate the rules and regulations.
Accurate, or even not investigated, which weakens the implementation of the system, if carefully implemented, when employees deduct money to a certain extent, it will seriously affect their work enthusiasm. After the implementation of the point system management, all employees violated
Violation of regulations can be implemented by deducting points, which will get a punishment signal with quantitative standards, so that employees can be educated without affecting the salary of the month, which is more humane than deducting money.
Thereby greatly improving the execution of the system.
5. Create a healthy institutional culture. Office culture is formed in the long-term work practice, and it is the ideology, moral quality, value standard, code of conduct, work style and so on recognized and observed by office members.
The sum of internal unity and external performance reflects the quality and management level of a unit. Points system management can play a great role in shaping organizational image, cohesive team strength and accelerating the cultivation and promotion of employees' values.
The role of high personal self-discipline. After the implementation of the point system management, all employees in the unit can get extra points for good performance and deduct points for poor performance. Over time, all employees have more and more good habits and the construction of "soft environment"
Continuous improvement has formed a good trend of healthy development of institutional culture.
6. An efficient management system has been formed. In administrative management, the implementation of streamlined and efficient points system management has been realized, and the actual operation is relatively convenient, which runs through all aspects of daily work and provides strong support for organ management.
Promote the optimization of service functions. In enterprise management, it has realized increasing income and reducing expenditure. After using integral incentive, monetary incentive can no longer be used, and integral does not need to be purchased and approved by functional departments, which is inexhaustible.
An inexhaustible resource. On the premise that any reward is linked to the ranking of points, all expenses are within the scope of control and budget, so as to avoid the situation that expenses and costs are out of control.
Third, accumulate some experience.
On the whole, the new management mode of points system in Huaming Agricultural Park is still in the exploratory stage, but in the process of operation, it has achieved good results in humanized management and operation, and accumulated valuable experience for strengthening the management of organs and improving work efficiency in the whole street.
1, the points system is an effective means to retain talents. For employees' personal points, as long as they work within the scope of the unit, they are valid for life. Once they leave, these points will be cleared. Therefore, the better the employee, the longer the working hours, his score.
The higher the cumulative number, the higher the various welfare benefits he gets, the more he is valued by the leaders, and the more reluctant he is to leave when the points accumulate to a fairly high number.
2. The positive effect of the points system on the training of reserve talents. Reserve talents should have certain potential and training space in all aspects, have a positive attitude towards work and life, and have high recognition among leaders and comrades. After being included
Personnel in the personnel training team generally have an inspection period, and their daily performance can be quantified through the assessment of the points system. It can be clearly required that their points should be among the best in the whole points team during the inspection period, otherwise the inspection period will be extended.
Cancel the training qualification. This way is not only a constraint on reserve talents, but also an incentive.
3. The management of people should focus on stimulating internal motivation. Marx said that people's needs are human nature, the product and practice of people's unique spiritual activities and practical activities, and the internal motivation for people to carry out various conscious activities.
In essence, the fundamental difference between human beings and animals is that human beings have spiritual pursuits. You know, employees go to work not only for wages, but more importantly for realizing self-worth. Under the integral management system, the employee table
The better he is now, the more points he gets and the stronger his sense of accomplishment. On the other hand, if he doesn't perform well, the fewer points he gets and the more sense of crisis he has. So the better the employee, the more things he has in the unit.
The stronger the sense of industry and belonging, the stronger the internal motivation to do a good job.
4. Effective combination of integral system and current management system. Each unit has its own rules and regulations, workflow and management system, which will be continuously improved with the overall environment. Combining the management of points system with the management of institutions,
The advantage is that we only need to introduce the integral management method into the organ management system purposefully and selectively, and further concretize the reward and deduction standards of various work systems. There is no need to change any rules and regulations of existing organs and units.
Degree and workflow, will soon be able to play its due role.