1. Establish a healthy corporate culture management system.

Points system management can link any employee's behavior with points, employees' good behavior will be recognized by reward points, and employees' bad behavior will be constrained by deduction points, so points system management is very conducive to establishing a healthy corporate culture.

2. Use the integral system to enhance the execution of the system.

With the implementation of the point system management, all employees' violations can be reduced, without deducting money or affecting employees' wages, which is acceptable to everyone. At the same time, employees received a signal of punishment by deducting points. With this management system, the execution of the system has been greatly enhanced.

3. Use the integral system to solve the egalitarian enterprise management system in distribution.

The management of integral system is implemented, and integral represents a person's comprehensive performance. The employee points are clearly ranked according to the ranking, and the bonus is linked to the ranking. Everyone has uneven distribution, and a few people can put them on the stage for public development, which completely solves the problem of egalitarianism in distribution.

4. Use the integral system to save management costs. Employee equity incentive plan

First, points do not need to be purchased, which is an inexhaustible incentive resource. Points are not directly linked to money, but have been used for ranking. After the treatment distribution plan is formulated, it has nothing to do with the amount of points used. Second, with points, the original average distribution of benefits is linked to the ranking of points, without increasing the cost. Because of the gap, the incentive effect doubles, which is equivalent to saving costs.

5. Incentive scheme for retaining excellent employees with integral system

With the implementation of point system management, the longer employees work, the better their performance, the higher the accumulated points, the higher the points and the stronger their sense of accomplishment. At the same time, the more benefits will be obtained, and some even have shares, thus solving the ownership problem, and the enterprise will have the weight to retain talents and the employees will be stable.

6. There is no need to modify the rules and regulations and change the reward scheme of the process company.

Every enterprise has its own management system, its own rules and regulations, and its own processes, but these don't need to be changed, just need to introduce the integral system. Therefore, any enterprise can use this management method freely.

Four major differences between holistic management and traditional management methods

Difference 1: Simplify management. There is no need to brainwash employees, do not need to conduct vigorous internal training for employees, and do not need too much criticism and education. It is reward and punishment-oriented, and generates signals through rewards and punishments, so that employees can work and live under the signals, and these signals are all positive energy-oriented. Therefore, the overall system management is simple and effective.

Difference 2: Traditional management requires internal training for employees and requires employees to be grateful and dedicated. These methods mobilize the external enthusiasm of employees, so it is difficult to last. In the point system management, employees get points in order to travel abroad, get more bonuses and get shares in the company. Integral links the needs of enterprises with the interests of employees. So as to mobilize the internal enthusiasm of employees.

Difference 3: Traditional management is always less.

I can't deduct employees' money, and the system of not deducting money is not binding. Now I use integral instead. If the employee is wrong, he will not deduct money, only reduce points and throw away things that the employee doesn't like. At the same time, employees can also get points to win prizes, participate in the happy meeting (staff meeting) lucky draw, which reflects recognition everywhere and people-oriented, so it is more humanized than traditional management and easier to be accepted by employees.

Difference 4: The traditional management method is a closed management, and the scope of management is always limited, while the integral management method only needs common rules and regulations and reward and punishment standards, and the scope of management can be extended to "unity of knowledge and action, public order and good customs", covering all behaviors and performances of everyone.

Team reward Bao points system management expert