The template of employee incentive scheme, the competition of every enterprise in today's society, is ultimately the competition of talents. A good enterprise is often very good at motivating employees and mobilizing everyone's enthusiasm. Then let me share the employee incentive plan template. I hope it will help everyone.
Employee incentive scheme 1 aims at the problems of low work efficiency, unstable mentality and low morale of employees at present. Therefore, we try to formulate relevant incentive measures. The scheme is based on the principles of spiritual encouragement and moderate material encouragement.
First, goal motivation.
The production manager and relevant leaders * * * jointly determine the job responsibilities of each post, clearly inform the employees of the work they should do, and set an over-production award by the production manager and employees in combination with the current work efficiency and rated equipment capacity of employees, and give corresponding rewards (money, gifts, verbal praise or verbal encouragement) to employees who exceed the rated output. For employees who have not achieved their goals, they should be given appropriate comfort and help, such as training, to help employees achieve their work goals.
The possible effect of this measure: 1 is that employees are self-motivated, and employees who exceed the target will increase their pride and income, thus improving their work enthusiasm. 2. Employees who have not achieved their goals will work harder when they are comforted.
Second, participate in incentives.
When making decisions on some issues unrelated to the company's principles (such as canteen service, food quality, whether some auxiliary production tools are labor-saving, whether some equipment parts are replaced, etc.). ) and formulate some production rules and regulations, you can select 1 ~ 2 employees to participate in the discussion and listen to their opinions.
Possible effects of this measure: 1. Employees feel that they are valued by the company and can enhance their work intention. 2, easy to understand the ideas of front-line employees. 3. It can be proved that the company system is formulated after understanding the employees' ideas, which embodies fairness and humanity. 4. The improvement of employees' actual operation and operation intensity of the equipment can be put forward relative to the actual situation, so as to put an end to an armchair strategist.
Third, select excellent employees.
The company can select outstanding employees once every quarter, and the specific selection method can be based on employees' work performance, work attitude and attendance. Select 2 ~ 3 employees with good performance from employees, issue outstanding employee certificates and give necessary material rewards. (The third prize can be 1 50 yuan RMB, the second prize is 30 yuan RMB, and the third prize is 20 RMB, and the reward will be paid in the form of overtime), but attention should be paid to the fairness of the selection, otherwise it will be counterproductive.
Possible effects of this measure: 1. The combination of honor incentives and material incentives can enhance the willingness of employees. 2. In order to evaluate excellent employees, competition can be formed among employees and work intention can be enhanced. 3. The stability of people who are rated as excellent employees will be enhanced.
Fourth, birthday greetings for employees
Every employee's birthday, the general manager of the company or the factory director of the base will send a birthday card to express his wishes to the employees. Possible impact of this measure: 1. Employees feel valued by the company. 2. The encouragement of the general manager will improve the enthusiasm of employees.
Verb (abbreviation for verb) salary incentive
For employees' salary, seniority salary can be set. Every employee who has worked in this company for one year can be paid seniority salary to 25 yuan every month. For every employee who has completed two years, 50 yuan will be paid the seniority salary every month, and so on. The seniority salary will be capped in 200 yuan. The possible impact of this measure is that seniority pay facilitates employees to work in the company for a long time and prevents well-trained skilled workers from jumping ship.
Sixth, corporate culture incentives.
Through training, employees are told that work is for themselves, and companies with potential employees will bring them broad development opportunities.
And the corresponding salary. What the company values is not education, gender and other factors. Anyone who is willing to work hard has the opportunity to develop in the company. Combine the goals of the company with those of the employees.
The possible effect of this measure: different from other enterprises without corporate culture incentives, this will be a more personalized way.
Seven, performance incentives
At present, the energy consumption is too high, so incentive measures can be set according to the current power consumption per ton and gas consumption of corresponding products combined with rated power consumption and gas consumption. Under certain standards, we can save electricity and gas fees and return them to employees in a necessary proportion. (The reward will be paid in the form of overtime) Possible effects of this measure: 1. Improve employees' sense of responsibility and sense of belonging to the enterprise. 2. The corresponding profit of the company has been improved.
Eight, negative incentives
Employees who fail to meet the company's minimum piece-rate wage for two consecutive months will be transferred or dismissed according to their usual work performance (including attendance and work attitude, etc.). Many employees are saying that other companies pay well, but few workers are willing to resign. The age of employees determines what they need is stability, and the management of high-paying companies is much stricter than ours, so they will not adapt. )
The possible effect of this measure: 1, reverse motivation makes employees understand that they will be eliminated if they don't work hard. 2. It is an incentive for employees with low work efficiency. 3. It can be combined with target motivation.
Nine, praise and encouragement
1. When the employees finished their work well, the manager expressed his positive congratulations in person. 2. Managers should also praise employees publicly to attract more employees' attention and praise. 3. When managers encourage employees, they should encourage their work results, not their work process.
The possible effect of this measure: let employees feel the recognition of their work by the leaders and improve their intentions.
Employee Incentive Plan 2 Chapter 1 General Provisions
The of the first entry
In order to fully mobilize the working intention and creativity of all employees of the company, give full play to the wisdom and talents of each employee, create an excellent team with high efficiency, high performance and high goals, build an excellent human resources team to meet the needs of the company's development, improve the core competitiveness of the company's sustainable development, and strengthen the communication between employees and company leaders, this system is specially formulated.
Article 2 Scope of application
This system applies to all employees in the company.
Chapter II Incentive Measures
Article 3. Conduct broadcasting exercises for 5 to 10 minutes every day.
Every afternoon before going to work, the company will hold a 5-minute 10-minute broadcast drill, and all employees can follow the music beat. In the early stage, some people will be selected from various departments to study together, and then they will be leaders themselves. We hope to enliven the working atmosphere in this way. Article 4 "Monthly Outstanding Employee Award" and "Monthly Progressive Employee Award"
1, monthly outstanding employee award: each department recommends/selects more than 1 employees with outstanding monthly performance as its monthly outstanding employees according to their work performance, work attitude, attendance rate and monthly performance appraisal results.
2. Monthly Progress Employee Award: Each department can recommend/select several employees who have made rapid progress this month as their monthly progress employees, and comprehensively consider the progress in work performance, work skills and work attitude. Sample tables of "Excellent Employee of the Month" and "Progressive Employee of the Month" are distributed by the Human Resources Department to all departments, and all departments shall submit the list of candidates to the Human Resources Department before the 5th of each month. The Human Resources Department will focus on commending the "outstanding and progressive employees" of each department last month on the 8th of each month. We will give everyone a small gift and take photos, and then post the praise on the bulletin board.
Article 4 celebrate the birthday of employees every month, issue birthday cards and buy birthday cakes. As always, the company will order big cakes and issue birthday cards signed by the chairman every month for employees who celebrate their birthdays. After the company's broadcasting system is installed, employees in various departments can send blessings to each other.
Article 5 Holding a symposium between the employee representatives of the department and the senior management of the company every month can effectively communicate with employees and listen to their voices. On Friday afternoon in the last week of each month, the company will convene staff representatives from all departments to have a discussion and exchange with the human resources department, general manager and chairman, to talk about the work, the company's current situation, the company's future development and everyone's own ideas. Article 6 Experience fun and a sense of accomplishment from the working environment.
Every month, the Human Resources Department will solicit the opinions of employees from all departments and organize a cultural salon with the theme of "innovation", so that employees can communicate with each other, express their opinions and discuss ideas, and everyone can prepare courseware in advance for discussion.
We hope that through this way, our employees can give full play to their initiative and intelligence, enhance emotional communication between colleagues and get happiness in their studies. Article 7 Regular and irregular small team activities Daily small-scale team activities will make us relax briefly after work and feel the warmth of the company's big family.
1. Every month, each team has made great progress in the project or completed the work project or was rated as the advanced team of the month. The person in charge of the department can apply for necessary departmental funds, organize employees of the department to have dinner and express their feelings.
2. Every two months, the senior leaders of the company get together or * * * study and expand activities, strengthen communication and strive for each other, and * * * make suggestions for the future development of the company.
Every three months, all employees organize a small outdoor activity or competition in Shenzhen on weekends.
Article 8 The Human Resources Department shall organize employee training irregularly.
This company is dominated by young people, most of whom are eager to grow up. The company will take the human resources department as the leading factor, cooperate with other departments vigorously, train employees in various aspects such as quality and skills from time to time, implement the internal tutorial system, and take excellent managers as the guide of employees' work and life. Staff training should be conducted at least once a month. Ninth seniority award
This incentive will also be mentioned in the "salary system" plan announced later. For employees who have served for one year tentatively, the monthly salary will be given the length of service allowance of 100 yuan, and the monthly allowance of 100 yuan for each full year will be calculated from 20xx year 65438+ 10/(Note: in Article 9 above,
Article 10 Corporate culture incentives
Corporate culture generally includes four levels: material level, behavior level, system level and core level. → Physical layer (figurative) completes the VI design work of employees' work cards, work card suspenders, work clothes, business cards, vehicles, etc. As soon as possible, and put it into practice → At the behavioral level, we advocate leaders and managers to lead by example within the company, and make continuous progress, improvement and innovation in work attitude, work style and work concept, which will affect each of our team members to become everyone. When formulating the system, the company will adhere to the "people-oriented" strategy under the premise of abiding by laws and regulations, and establish a good relationship bond of mutual trust and mutual restriction between employees and enterprises → At the core level, the company's senior leaders should elaborate a clear implementation plan around the company's overall strategic goals and grand vision at the staff meeting and year-end summary, and encourage all employees to achieve their goals. * * * The same efforts need constant innovation to motivate our enterprises, so we encourage innovation and encourage employees to think more. No matter in film and television creation, scheme planning and design, technology research and development, technological process and so on. As long as you are innovative and verified to improve your work performance, the heads of all departments should report to the Human Resources Department attentively, and we will inform and praise the employees, call on all employees to learn and give necessary material encouragement. Maybe we don't lack innovative spirit and innovative cases, but a pair of eyes that are good at discovering, so we should take action and pay attention to everyone around us.
Article 12 Performance Incentive
The company will then launch a performance appraisal mechanism and a specific incentive plan. Please refer to the supplementary provisions in Chapter III of the Company's Performance Appraisal Scheme and Salary System Scheme at that time. This system was formally implemented on June 5438+February 1 day (excluding Article 9) of 20xx after being audited by the general manager and the chairman. The right to interpret and modify this system belongs to the Human Resources Department and the General Manager's Office!