What impact does point-based management have on photo studios?

The scoring system of point system management refers to the management of people, measuring people's self-point value, reflecting the person's overall performance and evaluation, and then providing various material benefits, benefits and point-linked scores. The crowd tilts, thereby stimulating people's subjective initiative and fully mobilizing people's enthusiasm.

The definition of overall system management: Simply put, it is the integration of points (points) to comprehensively and quantitatively evaluate the overall performance of human capabilities, and use software to record and permanently use it.

What people usually call point-based management refers to the credit management of customers. Today, we are talking about point system management which refers to the managers of the system. In enterprises, in order to measure people's self-point value, reflect people's overall performance and evaluation, and then provide various benefits and material benefits linked to points, staff with high points can get more benefits, and even solve future vesting issues. To achieve the purpose of stimulating people's subjective initiative and fully mobilizing people's enthusiasm. Definition of points system management: Simply put, points (bonus points and points) are comprehensive and quantitative assessments of overall performance based on people's abilities, and are recorded and permanently used by software, the purpose of which is to mobilize people's enthusiasm.

The following keyword explanations will give you a deeper and more comprehensive understanding of point system management.

1. Human resource capabilities

Human capabilities refer to a person’s academic qualifications, professional titles, work managers, professional and technical personnel, personal advantages, etc., such as secondary education, higher education , undergraduate degree, graduate degree; manager, supervisor, workshop director, team leader, backbone, graphic designer, accountant, etc. Personal advantages: This kind of job can speak Mandarin, speak foreign languages, sing, dance, host, play the piano, etc. What these individual employees possess is an important factor that reflects a person's ability. As long as an employee has these elements, he or she will receive a certain number of fixed points every month. This means that employees' skills can be validated through integration into the company. At present, no administrative institution or state-owned enterprise can do this. The company's points are not very high, but the staff feel particularly good.

Second, overall performance

Human ability and overall performance are both related and different. Because of the behavior of capable people, you can not follow the rules, and people who are not strong can perform well. For example: in terms of enthusiasm, some employees see difficulties, and some difficulties make some work while sick, and some pretend to be sick; others are not afraid of getting dirty, are afraid of getting dirty, and are not afraid of being tired. In this sense, in terms of sense of responsibility and dedication to work, some employees regard their work as a profession and do the company's things as their own business. They are serious and responsible and rarely make mistakes. They are not just going to work to make money, but more importantly It is learning, learning professional knowledge, learning professional skills, in order to realize their own ideals and realize their own value, while some employees go to work just for money, the company is indifferent, there is no goal in life, no lofty ideals, but incorrect values . If you do some business work at work, it must be linked to points. In taking the initiative to work overtime, employees who work overtime every day can get certain level points according to their responsibilities and skill differences. Every hour of overtime work can get two points. For every person who has mastered technological innovation and every new technology, you can get Thousands of points. For health care companies, employees who make rational suggestions or provide valuable information can earn a certain number of points for the company; employees discover and tap talents, and depending on the personnel situation, hundreds to thousands of available credit reward points are available. Employees who do good deeds, donate money, show love, etc. can get a certain number of bonus points. Employees participate in the company's beneficial activities, such as mountain climbing competitions, tug-of-war, table tennis, tennis, watermelon eating competitions, orange games, beer drinking competitions, etc. Participating employees can get 20 points, and each award points are accompanied by additional points. Bonus points. Employees honor their parents, buy gifts for them during the Spring Festival, and receive 100 points. All in all, various employee behaviors and performance are linked to points.

Third, comprehensive quantification

Refers to every employee’s 360-degree all-round quantitative behavior that can be used for quantitative evaluation points. In addition to very good performance, various violations are rewarded for poor performance, and points are deducted for poor performance. If an employee is late or leaves early, points will be deducted accordingly. If an employee does not wear a badge or clothes, points will be deducted. If the employee does not have a working computer, the employee's health care area is not clean, if the employee does not obey the division of labor, the employee absenteeism rate and employee Arguments, curses, fights, etc. should be given appropriate points. Even those who want to be quantified, such as employees who make suggestions, can get 20 points, and key personnel who say bad things about the company will be deducted from the 20 points they get. Because only by achieving a comprehensive quantitative evaluation, points can represent a person's overall performance, the company wants to identify all employees and managers in order to connect various benefits.

Fourth, although the principle is simple, since it forms a complete management system, it is an extremely complex system management software record

Overall system management. However, thanks to the development of a set of "Point System Management Software", complex tasks have become very simple. In daily management, employees’ qualification points, professional titles, positions, and skill level fixed points do not require manual operation, and the time software automatically generates them.

At the same time, some personal activity points are transferred to the computer, and the software automatically classifies, automatically summarizes, automatically sub-industries, automobile stages, and automatically ranks. At the same time, we also need to solve the problem of increasing the workload of point system management. Under normal circumstances, there is no need to set up full-time personnel, only part-time staff. With less than 100 companies, one person does not need to work for more than an hour a day. , you can complete the management of all scoring systems, need to consider full-time employees, more than 500 companies.

Use of entry points for the five permanent members

Personal accounts, as long as no employee leaves the company, the lifetime effective use of the post-point will not be reduced. Reuse after zero-point is not void. At the same time, the indispensable roles are divided into two categories. One is to inform in advance, so that employees know in advance what the role of the integrator is. In Hubei art groups, the following roles have been implemented.

First of all, employees are linked to salary increases. In enterprises, employee salary increases suddenly appear, and many enterprise employees quit. You can consider when to increase employees' salaries. Therefore, some employees want to report their resignation on salary. This method is the most passive method. The boss also contributes money, but the employees feel very bad. Hubei Art Group, the company raises employees' salaries, and each increase is extreme. You can enjoy the salary increase if there is an opportunity to discuss and integrate the individual employees. Of course, both the salary increase and the basic performance of individual employees and other factors, such as the individual's basic salary part has reached the highest standards, there has been no increase even if there is an opportunity for discussion. If there is enough space but the conditions are met, the basic salary can be up to 50 yuan per time, especially for new employees with good overall performance and high points, then the salary will rise faster. However, please note that salary increases and individual points may not be directly linked to an individual's salary.

Second, with tourism. First of all, there are three indicators for overseas travel every year. Managers, middle-level cadres, employees, everyone is eligible to participate in the highest point, starting from Hong Kong and Macau, and gradually arranged to Taiwan, Malaysia, Australia, Japan, etc., and finally the United States. We have implemented it in the Hubei Art Group for 6 years, and many very young staff members have already traveled abroad several times due to their outstanding performance. Secondly, regarding domestic tourism, employees from various departments participated in the meeting. For example, in 2010, the company announced that it would start sending the first three employees in each department from January to June to Shanghai to watch the World Expo. At the beginning of July, the company arranged a total score of 46 employees. We are very happy to go to the Shanghai company to cope with the daily work of other employees. They cannot take a break, otherwise points will be deducted for every 1,000 points. The company's work has not been affected. Influence. Visiting on the third day is also linked to points. The back of the day. Although the tourism industry is also a photographer and is a TV feature, the company did not go to the staff to see it, and it also followed the feeling of happiness.

Three, year-end bonus. By the end of 2010, the company selected the one with the highest score from each department, and then distributed year-end bonuses according to the rankings. The highest score was 6,000 yuan, followed by 5,000 yuan, 4,000 yuan, 3,000 yuan, 2,000 yuan, 1,000 yuan, and 900 yuan. , 800 yuan... There are employees in every department who receive year-end bonuses. However, the bonus amount is different for everyone's different credit levels. This method is actually the company issuing red envelopes to the public, and the incentive effect is particularly good. Of course, if the company's performance is good, each department can also increase quotas and increase bonus standards, but no matter what it is, it just doesn't mean shooting.

Fourth, linking aid distribution during the Spring Festival. Every Spring Festival, most company employees buy Spring Festival supplies, but generally they have average hair, and everyone has as much as possible. But in the previous art group, instead of dividing equally, they ranked according to points, and then ordered up to one apple, pear, chicken, fish cake, meat cake, peanut, melon seeds, etc. Among the 20 employees, most of the staff were two Slices of fruit, zero and negative employee points for only one fruit. This method breaks the traditional uniform distribution, thereby doubling the effect of incentives.

Fifth, provide training links. High-end staff are relatively good and stable employees, so they have the right to be sent out for training expenses arranged by the company to learn new technologies. Of course, they sign contracts, train and learn.

Sixth, points can be converted into dry shares. Dry shares mean that employees do not need money. You can allocate a certain number of shares and enjoy dry stock dividends every year as long as you work for the company. An art group in Hubei has a score of more than 100,000. It is an irreplaceable technical staff and excellent manager of the company. You can transfer a certain amount of shares to it. In 2011, there were 21 transfers in one company, each with 50,000 yuan to 100,000 yuan. The annual dividend is not less than 6%. It is effective after being linked to the goals and tasks of the department, but the dividend payout ratio can also be increased.

Seventh, provide subsidies for electric vehicles. For 10 or more employees who personally purchase electric cars, the company can subsidize 1,000 yuan in cash. If you do not buy an electric car but buy an iPhone, you can withdraw cash and add an additional $1,000. Therefore, employees of Jingmen Art Group own iPhones more than other company stocks.

Eighth, provide car purchase subsidies.

Art groups in Hubei with extreme points of up to 20 or more employees may be eligible for car subsidies. The car purchase subsidy amount is less than 10,000 yuan, and each additional purchase amount of 10,000 yuan is within 100,000 yuan. Above, the car subsidy standard is increased by 1,000 yuan, and the maximum subsidy amount is 20,000 yuan. In 2011, four people from the company were eligible for car subsidies. Relatively speaking, better employees buy cars, and the more the boss cares about them, the better.

Ninth, the high point of purchasing insurance for employees. In Hubei, if there are 30 or more employees at the extreme point, the financial insurance company run by the company will pay 10,000 yuan for 10 years. After waiting for another 10 years, the employees can receive 300,000 yuan in cash from the art group. It can be used for children of young employees to get married and for older employees to retire. However, if an employee leaves midway, the right to use is automatically owned by the company, which has a plan to do the first batch of 10 employees, and start with the second batch of 45, and then do 10 people. Using this method, if the talent disappears halfway, the employee will realize his wish, but the veteran will also get an unexpected gain. Therefore, some people think that the talent is not going to leave, the talent is tied up. Thanks to the long-term talent left in the staff to solve problems and reach the highest level.

All in all, people can enjoy many marked special treatments. In the Hubei Art Group, dozens of people attended a staff meeting for tea, customers can use dedicated high-end bathrooms, and you can use customer-specific shoe polishers. CEOs can follow the plane to visit, participate in exhibitions, etc.

Reference: /view/5258135.htm.