Company's internal employee reward scheme

internal employee reward scheme

internal employee reward scheme. A company has a number of employees, and the employee reward scheme is very necessary, otherwise the employees will have no goal to strive for, like a loose sand. Next, I will take you to learn more about the company's internal employee reward program. Company internal staff incentive scheme 1

Company internal staff incentive scheme (I)

In order to improve the work enthusiasm of employees and reward outstanding employees, these measures are specially formulated.

I. Classification of outstanding employees of the month

Outstanding employees of departments are divided into department level and company level;

Second, the conditions that a monthly outstanding employee should meet

(1) A monthly outstanding employee should meet the following conditions at the same time:

1. Employees below the 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 for the department with outstanding 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 the spirit of dedication and skilled job skills than those in the same position as a prerequisite;

III. Allocation of places

(1) Each department conducts the selection by itself, and the number of candidates is not limited. Those who have the conditions can stand for election;

(2), each department organizes the selection of candidates, and selects a department-level monthly outstanding employee;

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

(4) Excellent employees at the company level are divided into logistics support category and technical support category, which belong to logistics support departments: 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.

IV. Selection Method

(1) The management department establishes employee reward and punishment records as one of the basic data for selecting outstanding employees at the company level every month;

(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) The management department shall submit the monthly list of outstanding employees at the departmental level and their comments to the general manager's office for approval;

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

(5), after being confirmed by the general manager's office, giving awards on the spot, posting announcements after the meeting, and offering incentive tours in line with the regulations.

V. Rewards for Excellent Employees

(1) Excellent monthly employees at the departmental level

1. Get the opportunity to attend the monthly supervisor-level regular meeting;

2. Get an excellent employee award and take a photo with the general manager;

(2), excellent monthly employee at company level

1, awarded honorary certificate;

2. Get the excellent employee travel plan of the participating company.

VI. Detailed Rules for the Evaluation of Excellent Employees

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

(1) All employees of the company are rated as excellent employees, which are uniformly applicable

1. They can abide by the Employee Manual and the requirements of job functions;

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

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

4. Have a correct work attitude, including not being late for attendance and leaving early, and not being punished for violating discipline;

5. After democratic appraisal, it was recognized by most people.

(2) For the specific standards of each position of outstanding employees of the company, please refer to the requirements of corresponding job responsibilities.

internal employee incentive scheme (II)

I. Purpose

In order to meet the company's manpower needs in time, effectively shorten the recruitment time and improve the recruitment efficiency, the company intends to broaden and strengthen the management of internal recruitment channels, thus stimulating the enthusiasm of employees' internal introduction, and this incentive scheme is specially formulated.

II. Scope of application

It is applicable to the reward for internal introduction of employees of the company (except for human resources managers in the personnel administration department).

III. Responsibilities

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 plan.

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

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

IV. Principles

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 the reality of the relationship.

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

V. Contents

1. Reward methods

1.1 The personnel introduction shall be made to the Personnel Administration Department for recommendation and filing, and the information of the recommended personnel shall be introduced. After passing the interview, the formalities shall be completed, and the Personnel Administration Department shall make a record in the Employee Internal Introduction Record Form. The recommendation filing must be conducted before the interviewee interviews, otherwise the hired employees will not be regarded as internal introductions.

1.2 if the introducee has worked for 3 months and has not been given any administrative punishment above warning, the introducer can enjoy 1 yuan reward; The introducer can enjoy the 1 yuan Award if he has worked for 6 months and has not been given any administrative punishment above warning.

1.3 annual internal introduction appraisal: employees will give the introducer 1 point for each introducer who has worked for one month; After 3 months, give an introducer 1. 5 points integral; After working for 6 months, the introducer will be given 2 points. Employees with a total score of 6 points in the whole year are eligible to participate in the annual internal introduction appraisal. First place in the total score, rewarding 5 yuan; Second place, reward 3 yuan; Third place, 2 yuan. If there is a tie ranking, the total working hours of the employees introduced by the introducer will be chosen.

2. Reward Procedures

2.1 Once the introducee has worked for a specified time, the introducer can apply to the Personnel Administration Department for a reward. According to the provisions of this reward scheme, the recruiter shall assist in handling 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 appraisal. According to the principle of grading, the HR & Administration Department counts the number of employees and working hours introduced by each introducer, conducts appraisal, determines the ranking, issues corresponding bonuses and posts them.

3. The right to interpret this scheme belongs to the internal employee incentive scheme of the personnel administration department. 2

General principles of employee incentive scheme

In view of the problems of large employee turnover, low work efficiency and unstable employee mentality in our company. This incentive scheme is specially formulated. This scheme is based on the principle of giving priority to spiritual incentives and moderately cooperating with material incentives.

1. Target Incentive

The personnel and production factory director * * * shall jointly determine the job responsibilities of each post, clearly inform the employees of the work they should do, and the production factory director and the employees shall work together to establish the monthly production target of the employee's current work efficiency system (note: it should be an achievable target) to give verbal praise and verbal encouragement to the employees who have achieved the target. Employees who fail to achieve their goals 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 fail to achieve their goals will work harder if they are comforted.

second, participation incentive

when deciding on some issues that do not involve the company's principles (such as buying a water dispenser and putting it on several floors, or how many times the company needs to punch cards for attendance one day) and formulating some production regulations, one or two employees can be selected to participate in the discussion and listen to their opinions.

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

iii. selection of outstanding employees

the company can select outstanding employees quarterly, 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 employees, and issue awards to outstanding employees of Puzepi craft ornaments and give certain material rewards. (The prize for the third place can be the first prize in 5 yuan, the second prize in 3 yuan and the third prize in 2 yuan, and the prize 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 incentives and material incentives can enhance the enthusiasm of employees. 2. In order to evaluate outstanding employees, competition can be formed among employees and work enthusiasm can be enhanced. 3. The stability of people who are rated as excellent employees will be enhanced.

IV. Birthday greetings to employees

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

Effect analysis: 1. Employees feel valued by the company. 2. Encouragement from the general manager will enhance the enthusiasm of employees.

V. Salary incentive

For employees' salary, seniority salary can be set, and every employee who has worked in our company for half a year can be given 25 yuan's seniority salary every month. Every employee who has completed one year will be given a monthly seniority salary to 5 yuan, and so on, and the seniority salary will be capped in 2 yuan.

effect analysis: seniority pay facilitates employees to work in the company for a long time, and prevents trained skilled workers from changing jobs.

VI. Corporate culture motivates

Develop a people-oriented corporate culture. Through training, employees are told that the work is for themselves, and capable employees will be provided with 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 a chance to develop in the company. Combine the company's goals with those of employees.

effect analysis: it will be a special way to be different from other enterprises without corporate culture incentives.

VII. Performance incentive

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

VIII. Negative incentives

Employees who fail to meet the minimum piece-rate standards of the company for two consecutive months will be given job transfer or dismissal according to their usual work performance (including attendance and work attitude).

effect analysis: 1. reverse motivation makes 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 the target incentive.

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

1. Apply for social insurance;

2. handle commercial insurance;

3. Handling the accident reimbursement in case of accident;

4. Handling social security medical expenses;

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

6. Calculate the monthly payment of social insurance, and make a chart and print it;

7. Issuance of medical manuals and medical bankbooks;

8. Responses to various insurance policies of employees;

9. Handling temporary residence permits for employees;

1. Drafting of training agreement;

11. Drafting of other agreements;

12. Drafting of personnel system;

13. Application for employee's libation ceremony and congratulatory ceremony;

14. Employee welfare expense application;

15, employee physical examination organization;

16. Making the company address book;

17. condolence work for special employees;

18. Management (payment) of employee activity cash;

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

2. Coordination and communication among employees;

21. communicate with department heads to learn about employees.