公司运营管理Company Operations Management

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薪酬机制的关键就是让一部分人先富起来。

如何制定薪酬体系?

1、让部分人先富起来（公司第一名的收入和最后一名的收入至少拉开十倍以上）。

2、员工收入要高于同城同行的其他公司。

基层员工高于同城同行20%-50%,员工基本稳定。中高层高于50%-100%相对稳定。

3、让员工拿几分钱做几分事，拿几分钱负几分责

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The key to the salary mechanism is to help some people get rich first.

How to establish a salary system?

1. Let some people get rich first (the income of the first and last place in the company should be at least ten times higher)..
2.. Employee income should be higher than that of other companies in the same city.

Grassroots employees are 20% -50% higher than their peers in the same city, and employees are generally stable. Relatively stable for mid to high levels above 50% -100%.
3.. Ask employees to spend a few cents on tasks and take responsibility for spending a few cents

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晋升机制的关键：

1、 市场化

不讲人情、只看结果，一切以结果为导向；

2、 自动升降

能者上，弱者下；有升有降，才能保持平台平稳发展；

3、 巧用见习

储备人才，保障平台健康发展；

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The key to promotion mechanism:



1. Marketization



Don't talk about human relationships, only look at the results, everything is result oriented;



2. Automatic lifting and lowering



The capable go up, the weak go down; Only with ups and downs can the platform maintain stable development;



3. Cleverly using internships



Reserve talents to ensure the healthy development of the platform;

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人才引荐的前提，照顾好员工。。

分工到部门

谁缺人谁招，哪个团队缺人就哪个团队去招人；在规定的时间招到指定的人数，达到了奖多少，没达到罚多少

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Talent referral mechanism



The premise of talent recommendation is to take good care of employees.



Establishing the Bole Award:



Division of labor to department



Whoever is lacking will recruit, and whichever team is lacking will recruit; Recruiting the designated number of people within the specified time, how much reward was received, and how much penalty was not received

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责、权、利共同体，是先分责任、分权利、分利益，还是先分利益、分权利、分责任？

具体操作：

1、将合适的人放在合适的岗位

2、把事情的结果定义清楚

3、让执行人重复一遍结果定义

4、承诺奖罚，授权、并落实一对一责任

5、巧设第三方检查

6、及时奖罚

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Division of labor mechanism

Is the community of responsibility, power, and benefits divided first among responsibilities, rights, and interests, or among interests, rights, and responsibilities?



Specific operations:



1. Placing the right people in the right positions



2. Define the outcome of the matter clearly



3. Have the executor repeat the result definition



If what the other party says is correct, then "do as you say"



4. Promise rewards and punishments, authorize and implement one-on-one responsibilities



5. Cleverly Designing Third Party Inspections




6. Timely rewards and punishments

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定好考核标准的奖惩

找好内部顾客

所谓内部顾客，是指企业内部结构中相互有业务交流的那些人，包括股东、经营者、员工。这些人的满意度对企业的生存和发展往往比外部顾客更为重要。

明确批评分数的比重

如：老板40%；销售30%；采购20%，其他10%；

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Rewards and punishments based on established assessment standards



For example, if the monthly assessment salary is 500 yuan and the assessment reaches 80%, the assessment salary will be fully paid; Reaching 85%, give an additional 100; If it reaches 90%, an additional 200 will be given. If the assessment is lower than 80%, a deduction of 100 will be made; If it falls below 60% for three consecutive months, a deduction of 200 will be made.



Find good internal customers



The so-called internal customers refer to those who have business communication with each other within the internal structure of the enterprise, including shareholders, managers, and employees. The satisfaction of these people is often more important for the survival and development of the enterprise than external customers.



Clarify the proportion of criticism scores



For example: 40% for the boss; 30% of sales; 20% procurement, 10% others;



List rating criteria



Strictly implement rewards and punishments according to the assessment results