2 thoughts on “What are the principles of corporate incentive mechanism?”
Melvin
Reprinted the following information for reference
The five principles of motivating employees 1. The work assigned by employees should be suitable for their work ability and workload; With senior training programs, improve employees' working ability, and select talents who are qualified to act as leadership from the company; 4. Continuously improve the working environment and safety conditions; 1. The work of employees should be suitable for their work capabilities and workload. The matching of the workload is the goal pursued by the employee. In order to achieve a suitable job, the employees and positions need to be analyzed. Each person's ability and personality are different, and the requirements and environment of each position are different. Only by analyzing in advance and rational matching can we fully play the role of talents and ensure that the work is successfully completed. Through four methods to promote the matching of people: First, a number of senior managers meet with a new employee at the same time to learn about his interest, work ability, and work potential. There are corresponding work descriptions and requirements; third, use electronic databases to store relevant work requirements and information on employee capabilities in a timely manner; fourth, through "appointment", senior managers recommend candidates for important positions to the board of directors. 2. On the contribution of rewarding employees to the company's contribution, it is affected by many factors, such as work attitude, work experience, education level, external environment, etc. Although some factors are not controlled, the main factors are the personal performance of employees. Factors that can be controlled and evaluated. One of the principles is that the income of employees must be determined according to his work performance. Whether employees' past performance is recognized directly affects future work results. On the meritorious reward, not only can employees know which behaviors should be avoided, but also inspire employees to repeat and strengthen those behaviors that are conducive to the development of the company. Therefore, the reflection of wage differences on the basis of work performance is an important part of establishing a high incentive mechanism. In addition, BASF also provides benefits such as different dietary subsidies, housing, and company stocks based on the performance of employees. 3. Through basic and advanced training programs, improve employees' work ability, and select talents who are qualified to serve as leadership from the company. Provide employees with a wide range of training plans, and special departments are responsible for planning and organization. The training plan includes some basic skills training, which also involves high -level management training, and training courses developed according to the actual situation of the company to help employees grow as the ultimate goal. The organizational structure is clear. Each employee knows the position and role of their posts in the company. It can also easily understand what promotions are promoted and can obtain relevant information. BASF has obvious internal orientation characteristics in promotion, and has tended to promote managers from the inside, which provides promotion opportunities for those who are interested in development. 4. Continuously improving the working environment and the appropriate working environment of safety conditions can not only improve work efficiency, but also regulate employee psychology. According to physiological needs to design working environments, it can speed up speed, save energy, and relieve fatigue; design the working environment according to psychological needs can create a pleasant, relaxed, positive, and vibrant working atmosphere. Make a humanized transformation of the working environment, set up various special automobile facilities near the factory, open a number of cafeteria and restaurants in the company, add a cleansing room for physical workers, and keep the work location neat and clean ... Basic requirements, but it is a hidden pain that many companies are difficult to achieve. A large number of standard facilities that guarantee safety have been established, which are responsible for special departments, such as the medical department, fire brigade, and senior guards of the factory, responsible for safety issues within their respective work scope. Provide regular safety guidance and protection facilities to all workers. You can also establish a variety of safety systems. For example, each floor of the building must have a special safety training employee in turn on duty. In addition to the protection of facilities and systems, safety production is encouraged by rewards. The workshop with the lowest incidence of accidents can receive safety prizes. 5. Implement the leadership method of cooperating attitude in the relationship between leaders and leaders, emphasizing a cooperative attitude. In the process of leadership, the leadership is as frank and frank in the atmosphere of mutual respect. The task of BASF's leaders is to aggregate work indicators, assign work, collect intelligence, inspect work, resolve contradictions, evaluate subordinates, and improve their work level. Among them, the main task is to evaluate the subordinates, and give impartial evaluation based on work tasks, work ability and work performance, so that subordinates can feel their contributions to the enterprise and recognize the gains and losses at work. The principle of evaluation is "praise and less responsibility", respect employees, and help them complete the task by cooperation. After the task is appointed, the leader must inspect himself, and the employees also inspect the mid -term work and the final work results to jointly promote the successful completion of the work.
The five principles of motivating employees 1. The work assigned by employees should be suitable for their work ability and workload; With senior training programs, improve employees' working ability, and select talents who are qualified to act as leadership from the company; 4. Continuously improve the working environment and safety conditions; 1. The work of employees should be suitable for their work capabilities and workload. The matching of the workload is the goal pursued by the employee. In order to achieve a suitable job, the employees and positions need to be analyzed. Each person's ability and personality are different, and the requirements and environment of each position are different. Only by analyzing in advance and rational matching can we fully play the role of talents and ensure that the work is successfully completed. Through four methods to promote the matching of people: First, a number of senior managers meet with a new employee at the same time to learn about his interest, work ability, and work potential. There are corresponding work descriptions and requirements; third, use electronic databases to store relevant work requirements and information on employee capabilities in a timely manner; fourth, through "appointment", senior managers recommend candidates for important positions to the board of directors. 2. On the contribution of rewarding employees to the company's contribution, it is affected by many factors, such as work attitude, work experience, education level, external environment, etc. Although some factors are not controlled, the main factors are the personal performance of employees. Factors that can be controlled and evaluated. One of the principles is that the income of employees must be determined according to his work performance. Whether employees' past performance is recognized directly affects future work results. On the meritorious reward, not only can employees know which behaviors should be avoided, but also inspire employees to repeat and strengthen those behaviors that are conducive to the development of the company. Therefore, the reflection of wage differences on the basis of work performance is an important part of establishing a high incentive mechanism. In addition, BASF also provides benefits such as different dietary subsidies, housing, and company stocks based on the performance of employees. 3. Through basic and advanced training programs, improve employees' work ability, and select talents who are qualified to serve as leadership from the company. Provide employees with a wide range of training plans, and special departments are responsible for planning and organization. The training plan includes some basic skills training, which also involves high -level management training, and training courses developed according to the actual situation of the company to help employees grow as the ultimate goal. The organizational structure is clear. Each employee knows the position and role of their posts in the company. It can also easily understand what promotions are promoted and can obtain relevant information. BASF has obvious internal orientation characteristics in promotion, and has tended to promote managers from the inside, which provides promotion opportunities for those who are interested in development. 4. Continuously improving the working environment and the appropriate working environment of safety conditions can not only improve work efficiency, but also regulate employee psychology. According to physiological needs to design working environments, it can speed up speed, save energy, and relieve fatigue; design the working environment according to psychological needs can create a pleasant, relaxed, positive, and vibrant working atmosphere. The humanized transformation of the working environment, set up a variety of special automobile facilities near the factory, open a number of cafeteria and restaurants in the company, add a cleaner to a physical worker, and keep the work location neat and safe. Requirements, but it is a hidden pain that many companies are difficult to achieve. A large number of standard facilities that guarantee safety have been established, which are responsible for special departments, such as the medical department, fire brigade, and senior guards of the factory, responsible for safety issues within their respective work scope. Provide regular safety guidance and protection facilities to all workers. You can also establish a variety of safety systems. For example, each floor of the building must have a special safety training employee in turn on duty. In addition to the protection of facilities and systems, safety production is encouraged by rewards. The workshop with the lowest incidence of accidents can receive safety prizes. 5. Implement the leadership method of cooperating attitude in the relationship between leaders and leaders, emphasizing a cooperative attitude. In the process of leaders, the leadership is as frank and frank in the atmosphere of mutual respect. The task of BASF's leaders is to aggregate work indicators, assign work, collect intelligence, inspect work, resolve contradictions, evaluate subordinates, and improve their work level. Among them, the main task is to evaluate the subordinates, and give impartial evaluation based on work tasks, work ability and work performance, so that subordinates can feel their contributions to the enterprise and recognize the gains and losses at work. The principle of evaluation is "praise and less responsibility", respect employees, and help them complete the task by cooperation. After the task is appointed, the leader must inspect himself, and the employees also inspect the mid -term work and the final work results to jointly promote the successful completion of the work.
Reprinted the following information for reference
The five principles of motivating employees
1. The work assigned by employees should be suitable for their work ability and workload; With senior training programs, improve employees' working ability, and select talents who are qualified to act as leadership from the company; 4. Continuously improve the working environment and safety conditions; 1. The work of employees should be suitable for their work capabilities and workload. The matching of the workload is the goal pursued by the employee. In order to achieve a suitable job, the employees and positions need to be analyzed. Each person's ability and personality are different, and the requirements and environment of each position are different. Only by analyzing in advance and rational matching can we fully play the role of talents and ensure that the work is successfully completed. Through four methods to promote the matching of people: First, a number of senior managers meet with a new employee at the same time to learn about his interest, work ability, and work potential. There are corresponding work descriptions and requirements; third, use electronic databases to store relevant work requirements and information on employee capabilities in a timely manner; fourth, through "appointment", senior managers recommend candidates for important positions to the board of directors. 2. On the contribution of rewarding employees to the company's contribution, it is affected by many factors, such as work attitude, work experience, education level, external environment, etc. Although some factors are not controlled, the main factors are the personal performance of employees. Factors that can be controlled and evaluated. One of the principles is that the income of employees must be determined according to his work performance. Whether employees' past performance is recognized directly affects future work results. On the meritorious reward, not only can employees know which behaviors should be avoided, but also inspire employees to repeat and strengthen those behaviors that are conducive to the development of the company. Therefore, the reflection of wage differences on the basis of work performance is an important part of establishing a high incentive mechanism. In addition, BASF also provides benefits such as different dietary subsidies, housing, and company stocks based on the performance of employees. 3. Through basic and advanced training programs, improve employees' work ability, and select talents who are qualified to serve as leadership from the company. Provide employees with a wide range of training plans, and special departments are responsible for planning and organization. The training plan includes some basic skills training, which also involves high -level management training, and training courses developed according to the actual situation of the company to help employees grow as the ultimate goal. The organizational structure is clear. Each employee knows the position and role of their posts in the company. It can also easily understand what promotions are promoted and can obtain relevant information. BASF has obvious internal orientation characteristics in promotion, and has tended to promote managers from the inside, which provides promotion opportunities for those who are interested in development. 4. Continuously improving the working environment and the appropriate working environment of safety conditions can not only improve work efficiency, but also regulate employee psychology. According to physiological needs to design working environments, it can speed up speed, save energy, and relieve fatigue; design the working environment according to psychological needs can create a pleasant, relaxed, positive, and vibrant working atmosphere. Make a humanized transformation of the working environment, set up various special automobile facilities near the factory, open a number of cafeteria and restaurants in the company, add a cleansing room for physical workers, and keep the work location neat and clean ... Basic requirements, but it is a hidden pain that many companies are difficult to achieve. A large number of standard facilities that guarantee safety have been established, which are responsible for special departments, such as the medical department, fire brigade, and senior guards of the factory, responsible for safety issues within their respective work scope. Provide regular safety guidance and protection facilities to all workers. You can also establish a variety of safety systems. For example, each floor of the building must have a special safety training employee in turn on duty. In addition to the protection of facilities and systems, safety production is encouraged by rewards. The workshop with the lowest incidence of accidents can receive safety prizes. 5. Implement the leadership method of cooperating attitude in the relationship between leaders and leaders, emphasizing a cooperative attitude. In the process of leadership, the leadership is as frank and frank in the atmosphere of mutual respect. The task of BASF's leaders is to aggregate work indicators, assign work, collect intelligence, inspect work, resolve contradictions, evaluate subordinates, and improve their work level. Among them, the main task is to evaluate the subordinates, and give impartial evaluation based on work tasks, work ability and work performance, so that subordinates can feel their contributions to the enterprise and recognize the gains and losses at work. The principle of evaluation is "praise and less responsibility", respect employees, and help them complete the task by cooperation. After the task is appointed, the leader must inspect himself, and the employees also inspect the mid -term work and the final work results to jointly promote the successful completion of the work.
Reprinted the following information for reference
The five principles of motivating employees
1. The work assigned by employees should be suitable for their work ability and workload; With senior training programs, improve employees' working ability, and select talents who are qualified to act as leadership from the company; 4. Continuously improve the working environment and safety conditions; 1. The work of employees should be suitable for their work capabilities and workload. The matching of the workload is the goal pursued by the employee. In order to achieve a suitable job, the employees and positions need to be analyzed. Each person's ability and personality are different, and the requirements and environment of each position are different. Only by analyzing in advance and rational matching can we fully play the role of talents and ensure that the work is successfully completed. Through four methods to promote the matching of people: First, a number of senior managers meet with a new employee at the same time to learn about his interest, work ability, and work potential. There are corresponding work descriptions and requirements; third, use electronic databases to store relevant work requirements and information on employee capabilities in a timely manner; fourth, through "appointment", senior managers recommend candidates for important positions to the board of directors. 2. On the contribution of rewarding employees to the company's contribution, it is affected by many factors, such as work attitude, work experience, education level, external environment, etc. Although some factors are not controlled, the main factors are the personal performance of employees. Factors that can be controlled and evaluated. One of the principles is that the income of employees must be determined according to his work performance. Whether employees' past performance is recognized directly affects future work results. On the meritorious reward, not only can employees know which behaviors should be avoided, but also inspire employees to repeat and strengthen those behaviors that are conducive to the development of the company. Therefore, the reflection of wage differences on the basis of work performance is an important part of establishing a high incentive mechanism. In addition, BASF also provides benefits such as different dietary subsidies, housing, and company stocks based on the performance of employees. 3. Through basic and advanced training programs, improve employees' work ability, and select talents who are qualified to serve as leadership from the company. Provide employees with a wide range of training plans, and special departments are responsible for planning and organization. The training plan includes some basic skills training, which also involves high -level management training, and training courses developed according to the actual situation of the company to help employees grow as the ultimate goal. The organizational structure is clear. Each employee knows the position and role of their posts in the company. It can also easily understand what promotions are promoted and can obtain relevant information. BASF has obvious internal orientation characteristics in promotion, and has tended to promote managers from the inside, which provides promotion opportunities for those who are interested in development. 4. Continuously improving the working environment and the appropriate working environment of safety conditions can not only improve work efficiency, but also regulate employee psychology. According to physiological needs to design working environments, it can speed up speed, save energy, and relieve fatigue; design the working environment according to psychological needs can create a pleasant, relaxed, positive, and vibrant working atmosphere. The humanized transformation of the working environment, set up a variety of special automobile facilities near the factory, open a number of cafeteria and restaurants in the company, add a cleaner to a physical worker, and keep the work location neat and safe. Requirements, but it is a hidden pain that many companies are difficult to achieve. A large number of standard facilities that guarantee safety have been established, which are responsible for special departments, such as the medical department, fire brigade, and senior guards of the factory, responsible for safety issues within their respective work scope. Provide regular safety guidance and protection facilities to all workers. You can also establish a variety of safety systems. For example, each floor of the building must have a special safety training employee in turn on duty. In addition to the protection of facilities and systems, safety production is encouraged by rewards. The workshop with the lowest incidence of accidents can receive safety prizes. 5. Implement the leadership method of cooperating attitude in the relationship between leaders and leaders, emphasizing a cooperative attitude. In the process of leaders, the leadership is as frank and frank in the atmosphere of mutual respect. The task of BASF's leaders is to aggregate work indicators, assign work, collect intelligence, inspect work, resolve contradictions, evaluate subordinates, and improve their work level. Among them, the main task is to evaluate the subordinates, and give impartial evaluation based on work tasks, work ability and work performance, so that subordinates can feel their contributions to the enterprise and recognize the gains and losses at work. The principle of evaluation is "praise and less responsibility", respect employees, and help them complete the task by cooperation. After the task is appointed, the leader must inspect himself, and the employees also inspect the mid -term work and the final work results to jointly promote the successful completion of the work.