[The boss is to do three things well] First, get people, build a team, build a team, use the right people, and cultivate successors. The second is to rectify the mechanism, reform governance, and clarify the strategy, the system is the guarantee, and the mechanism is vitality. The third is to clear the environment, create a happy and positive atmosphere, tolerate people to discipline themselves, and advocate positive energy! People are the foundation of the enterprise, the mechanism is the god of the enterprise, and the environment is the soul of the enterprise
Why is it so hard to recruit people?
1, only children 2, high level of education, more knowledge 3, more choices, where you want to go
Solution: Talent referral mechanism
The premise of the talent introduction mechanism: take good care of employees (Haidilao Daniel Zhang around employees)
1. Bó Lè Award:
As long as the employee recommends one, the person who is recommended over, after three months, will award the recommender 200 yuan Bole Award There are two options, 1, can be directly claimed; 2, waiting for the appreciation premise: the recommender is in office
2. The Bó Lè Award is rewarded according to the step-by-step method:
Demonstration: An employee recommended 4 people First: 200 Rated once excellent employee 400 Second: 300 Promoted to supervisor 1200 Third: 400 Promoted to supervisor 1600 Fourth: 500 Rated once excellent employee 4200
3, who is short of people, who recruits
Which team is short of people will recruit people; at the specified time, the number of people will be recruited, and the number of awards will be reached and the penalties will not be reached.
The lifeblood of the compensation mechanism is to let some people get rich first.
How to develop a compensation system?
1, let some people get rich first (the income of the first place of the company and the income of the last place are at least ten times or more) 2, the introduction of products and commission ratios that employees make money 1) the best to sell; the highest satisfaction rate; 2) the commission is twice that of other products; 3) the commission is calculated according to the step-by-step method; such as: 1-9 million, the commission is 5%; 10-19 million, the commission is 8%; more than 190,000, the commission is 10%
Enterprise managers can increase their salaries by increasing output value and value. Because of the salary increase but does not increase the cost of enterprises, it is highly respected by small and medium-sized enterprises.
What is the main value of KSF's compensation performance?
KSF creates super value for enterprises and employees by realizing "six transformations":
1. Transform enterprise goals into employee goals;
2. Transform the company's employees into employees themselves;
3. Transform general responsibilities into clear values;
4. Transform opposing conflicts of interest into greater win-win cooperation;
5. Transform the responsibility of management or team into the common responsibility of all employees;
6. Convert employees to do for the enterprise or others into employees first doing for themselves.
Middle and senior managers:
Base Salary + k Target Wage 1 + K Target Wage 2 +... +k Target Salary 8 + Others (Tianjin Subsidy)
KSF Compensation Full Performance Design Case (Raw Marketing Manager)
The ppv model is a value-added compensation performance model based on individual output value/value, and its core concept is:
1, the same post different salary 2, more work more to get more 3, value trading 4, compound position 5, a specialty and multi-functional
1. The question of how much salary should be paid to employees every month.
2. The problem of employees' income status fully matching their ability and value.
3. Employees conscientiously perform their duties, and the relationship between behavior results and value.
4, employees only do their own things, unwilling to pay and take care of other work problems.
5. The problem of comparing and measuring employee income with each other.
6. Cross-departmental work, full staff marketing, mutual support between teams and other problems that cannot be effectively measured and motivated.
7. Employees pay attention to the problem of multiple distribution of benefits.
Bosses should be willing to divide the money and learn the way to divide the money, in order to fully stimulate the creativity of employees, let employees work together with the enterprise, work hard, and let employees work for the goal and the result.
Responsibilities, rights, and interests in the community, is it the first division of responsibilities, rights, and interests, or the first division of interests, rights, and responsibilities?
How to:
1. Put the right people in the right positions
2. Define the results of doing things clearly
3. Let the executor repeat the definition of the result 4, promise rewards and penalties, authorize, and implement one-on-one responsibilities 4, set up a third-party inspection
5. Immediate rewards and penalties
a, good results will be rewarded, no results or results do not meet the standard of fines b, rewards and penalties are not offset, rewards and penalties do not stay overnight
1. pk mechanism
a, human nature is not willing to lose (two store performance competition demonstration: a, 100, 18, 25, 30, 150; b, 120, 20, 23, 33, 180) b, the winning side of the inner rise; the loser is stimulated in the heart; both are positive energy
How to do this:
1. Find the pk object (pk between individuals, departments, and companies)
2. Determine the pk item, standard, time and amount
Projects: performance, output, customer satisfaction rate, waste rate standards: win more with performance, win with more volume, win with less time: short time is not good, time is not good, one month is the best period (ball game time) Amount: play money the most feeling, play other no feeling (gambling)
3. The pk amount will be kept by a third party (it can be recommended by both parties or the company's finances, etc.)
4. Both parties write a pk commitment letter, which is signed by the three parties and pressed the fingerprint
5. Hold a pk ceremony, and the public commitment will be made by both sides on the stage
pk is healthy competition, vicious competition is to distort the intention of pk (Apple and Microsoft, Jobs and Bill Gates, Jobs left, Microsoft headquarters lowered the flag to half-mast)
2. Integral mechanism
Whichever the company wants to improve the most, it will formulate a point mechanism for which piece
1. List the conditions that can be used for points (e.g. not late, 6s pass (+ regular education), do good deeds, late arrival deduction)
2. List the criteria and scores of each condition (such as: not being late for a week in a row, you can add 10 points; if you do a good thing, you can add 10 points; give the company an opinion, add 5 points, add 15 points after adoption, and deduct 5 points for being late;
3. List the prizes that points can be redeemed
a. The prize should make employees feel and desire what they need (such as: toiletries, cosmetics, electric) such as: what is the 100-point award; what is the 200-point award; what is the 300-point award; what is the 1000-point award
4. List how many points are needed for each gift
a. After the monthly kick-off meeting is issued b and the prize is collected, the points are deducted from the points standard of the prize
5. Make a cultural wall with points scores, prize pictures, redemption status, and prize receiving photos
6. Award the top three and the last three of the month, quarter and year for reward and punishment (total score, including the score of redeeming prizes; do not fine money, fine entertainment ;)
A, the enterprise is small, can not be promoted; the boss feels satisfied, do not want to develop; you do not want to develop, but your employees still want to develop?
b. Whoever owns the enterprise will revolve around the enterprise
The boss does the three kinds of thinking of the enterprise: their own, everyone's, the society, as long as the boss feels that the enterprise is his own, he will revolve around the enterprise, as long as the boss feels that the enterprise is everyone's, everyone will revolve around the enterprise, as long as the boss feels that the enterprise is social, the society will surround the enterprise to turn the enterprise into a small enterprise is its own, the enterprise development is everyone's, and the enterprise is social;
C, where the talent comes from, from the outside, or from the inside, as long as the platform is built, talent will naturally emerge
The lifeblood of the promotion mechanism:
1. Marketization;
a, do not talk about human feelings, only look at the results; everything is results-oriented;
2. Automatic lifting;
a. The capable ones are up, the weak ones are down; there are ups and downs, in order to maintain the stable development of the platform; (store manager, branch general manager)
3. Skillful use of the probationary system;
a. Reserve talents to ensure the healthy development of the platform;
4. Promotion rewards;
5. The ceremony is solemn
Purpose of operation: let employees worry about the company
The core lifeblood of the worry mechanism: what can be taken
1. Dividend mechanism
The difference between dividends and red envelopes
Red packet: The feeling is given by the boss and should be. Dividends: It feels like it's being fought out in the market, and I feel that the company's policies are good! The mentality of employees is: take a few cents to do a few things, if you want employees to pay more, you must return more
The lifeblood of dividend operation:
1) Divide the money in the future, share the money wasted in the past (ask the market for money,
2) The earlier the better (if you can divide on the same day, don't wait until a week to divide, if you can divide a week, don't wait until a month to divide)
3) Divide according to the profit part of the growth part (Note: profit is not easy to disclose, calculate the profit in the form of a percentage; for example, if the target is 1 million, complete 1.2 million, and the profit is 30%, then take out a part of the 200,000 30% to divide,)
4) Divide according to the stepwise method (e.g., profit margin 30%, 10%, 15%, 20%)
5) It must be a share of all employees, and it must be divided according to the proportion of salary
Lifeblood: Create a happy atmosphere by creating a scene
1. Make a field
a, cloth field b, each employee table to raise a pot of green plants c, energy house: table tennis house, sandbags, health room d, culture q; champion photo; mobile red flag e, staff dormitory, let the employee's family live together, arrange staff children education problems
2. People
a, recruit more lively and cheerful people b, raise a few interesting people (humor, funny, c, recruit a few people who are good at entertainment (crosstalk, sketches, singing, dancing)
3. Activities
Morning party, music, dancing, travel, party, sports meeting, birthday party, camellia party, late arrival: welcome the next day; cleaning; funny show; everyone eats fruit.
In what way:
1. Through the form of meetings, a meeting will be held for each selected number of people at the grass-roots level of the high school 2. Each person says more than 10 ways to work happily 3. Vote for the top 10 and list the orders from one to ten 4. The person in charge of implementation
1, the first hand: grasp the business does not relax, the focus is on large customers, important customers, the goal is to satisfy old customers, new customers growth.
2, the second hand: control the financial increase profit, the focus is cash flow, taxation, payment collection, the goal is to control costs and improve profitability.
3, the third hand: to promote the promotion of human effectiveness to promote incentives, the focus is on the distribution mechanism, employee needs, core team building, the goal is high motivation, high efficiency and high output.
The biggest benefit of the mechanism is to let the employee who does not work hard understand that he is wasting not the resources of the enterprise, but his own life!
1, there are no bad employees, only bad enterprises, can not motivate employees, that is the fault of the enterprise! 2, enterprises should learn to use the model to manage employees, use the model to motivate employees, rather than people to manage people, people to people management! 3, enterprises without performance management, can not talk about management.
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