Workshop employee incentive scheme, a good incentive scheme will make employees work harder and bring more benefits to the company. Let's take a look at the relevant knowledge of the employee incentive scheme in the workshop with me. Welcome to use for reference. I hope it will help everyone.
Workshop employee incentive plan 1
Incentive scheme for employees in production workshop
Wage system in production department
I. Purpose:
In order to further improve production efficiency, stimulate employees' work enthusiasm, fully embody a fair and reasonable salary system and achieve a win-win situation, the following scheme is formulated.
Second, the scope of application:
All employees in the production department
Third, the procedure:
A, the salary calculation scheme of production department managers: A. 1, the scope of application: director, team leader (line length), repairman and material picker A.2, detailed rules: A.2. 1, and the salary calculation method of director: 2520 basic salary +80 room allowance+100.
A.2.2 Salary calculation method of team leader (line leader): 1820 basic salary +80 room allowance+100 attendance award +500 yuan assessment salary.
A.2.3, maintenance personnel salary calculation method: 1820 basic salary +80 housing allowance+100 attendance award +200 yuan assessment salary.
A.2.4 Calculation method of the material picker's salary: 1820 basic salary +80 room allowance+100 attendance award +200 yuan assessment salary.
A.3. Overtime pay: A.3. 1, there is no overtime pay at the director level or above. A.3.2. Overtime pay for team leader (line leader), repairman and material picker is 8 yuan/hour. A.3.3. Overtime work can only take effect after it is filled in and submitted to the superior leader for approval, and it must be sent to the clerk for filing within T+2 days, otherwise it will be deemed invalid.
B, front-line staff salary calculation scheme:
B. 1 1。 Make the processing unit price of each product according to the characteristics of each product (the unit price of each product will be announced in the form of company announcement).
2. The shutdown caused by reasons other than the production workshop or other services sent by the company shall be filled in by the operation workshop, submitted to the production department for review, and incorporated into the total wages after being approved by the company.
3. If the work efficiency is improved due to process improvement and optimization, the company has the right to adjust its unit price.
4. The company pays the trial working hours (24 hours) for the first three days for the new employees, and accepts the trial working hours application form filled in by the workshop, which is submitted to the production department for review and incorporated into the total salary after being approved by the company.
5. When the new product is launched, the technical department fills in the labor application form, submits it to the production department for review, and counts it into the total salary after being approved by the company.
6, other departments need the assistance of the production department to complete the work, must first fill in the labor application form, approved by the company, by the production department unified arrangement of homework.
7. Unqualified auxiliary materials caused by the previous workshop flow to the next workshop for rework. The next workshop shall fill in the subsidy unit price of 2 times the rework unit price of this process, which will take effect after being audited by the production department and signed by the responsible workshop. It will be directly deducted from the total cost of the responsible workshop and included in the rework workshop, and the company will not undertake rework hours.
8. In case of rework due to workshop reasons, our company will not undertake rework hours. 9. In this scheme, capacity conversion hours are used to calculate wages. For example, the total salary of the workshop this month is 200,000 ÷ the total working hours are 20,000 = an average of 65,438+00 yuan per hour. Zhang's attendance this month is 260 hours, and his salary is 260 * 10 = 2600 yuan.
10. The company sets guaranteed wages for employees at all levels (according to company management regulations).
1 1. Each workshop should submit the daily production report of the previous day before 9: 00 every morning (the final assembly workshop should add the finished goods receipt).
12. The working tickets of employees in each workshop must be submitted to the production department office before 10: 00 in the morning, and all working tickets must be signed by the production department supervisor.
13, all large working hours applicable to the company are calculated at 7.53 yuan/hour, B2, gypsum board workshop, and the salary is directly calculated at personal output * unit price of working procedure.
Four, quality management regulations:
1. The semi-finished products produced in all processes must be inspected and confirmed. If unqualified products are sampled, they need to be reworked for free.
2. If the defective products of the previous process are not found in the next process, continue production. Once found, they will be regarded as the defective products caused by themselves and punished according to the company's regulations.
Verb (abbreviation for verb) system:
1. From the date of implementation of this system, the original wage system will be cancelled at the same time.
2. For the treatment not mentioned in this system, please refer to the company management system.
3. Every employee should fill in the employee production sheet carefully after work, and the figures on the production sheet must be true and effective. If fraud is found, the day's salary will be deducted and 50 yuan will be fined.
4. The production list is not allowed to be modified, and the handwriting is unclear. Once found, it is considered invalid.
5. The production order should be signed by the supervisor (line leader) and submitted to the production department, and it will take effect after being signed by the person in charge of the production department, otherwise it will be deemed invalid.
6. Employees who leave or leave midway are calculated according to the actual packaging quantity at that time, and semi-finished products are not converted.
7. The transfer of semi-finished products is not counted.
8, inventory at the end of each month, the conversion of semi-finished products unit price, deducted next month, and so on.
9. After the materials of each order are delivered from the warehouse, the unqualified materials will be replaced. If it is found that the materials are lost due to the reasons of the production workshop itself, the over-receiving list should be filled in, and the workshop will bear 50% of the material costs.
10, the appraisal system involved in this system is implemented by superiors to subordinates.
Preparation: review: approval:
Workshop employee incentive plan 2 employee incentive plan
First, incentives for material interests.
Although material interests are not all the value demands that people pursue, material interests themselves are not dispensable for anyone, and no one will hate it too much. That is to say, the punishment of obtaining material benefits-reward or deprivation-will always have an impact on this person's behavior as long as it is linked to this person's specific behavior. The increase of material interests will make him repeat the behavior that can bring about the increase of material interests, while the decrease of material interests will make him reduce and avoid the behavior that leads to the decrease of material interests.
Second, the power to award awards.
Most people understand power as a special ability to give orders to others, so that others have to obey you to some extent. Power is actually just the realization of a person's self-social value, that is, the satisfaction of the value demand of "goodness", which makes people feel his own significance and value. It is precisely because people attach importance to their own meaning and value that they attach great importance to the acquisition of power and look forward to it. Therefore, by granting power or depriving power, it can play a role in inducing and regulating their behavior choices.
Third, the mission gives incentives.
This is to guide him to realize the importance and significance of his work, let him feel the value of the work he undertakes, and then let him feel the influence of doing so on the realization of his self-social value, and let him try his best to do what he is asked to do. The basis of mission motivation is people's pursuit of self-realization of social value. Make him feel the great significance of the work he undertakes, and then make him connect his behavior with greatness, arouse his value demand to realize his social value, and make him enthusiastic, give play to his initiative and creativity, and complete the work with high quality.
Fourth, decision-making participation incentives.
Decision-making participation is to let the employee who undertakes the work directly participate in the discussion and decision-making of the goal determination, standard formulation and measure selection of this work, so that the employee can directly feel that it is his own decision to do this work, thus giving him a kind of motivation to consciously overcome difficulties and strive to meet the requirements of the work objectives, and then inspiring him to do a good job. Man is a subjective existence. Although some people may not like to control others, no one will like to be controlled by others. Therefore, when a person passively accepts instructions, he will feel a kind of depression, even indignation and dissatisfaction, and feel disgusted with the work that the instructions ask him to do. Here, he doesn't necessarily hate the work itself, but hates being forced to accept other people's instructions and complete the work according to other people's instructions. By increasing their participation in decision-making, this antipathy will be reduced or even eliminated, which will encourage them to do a good job.
Verb (abbreviation of verb) honor gives encouragement.
Man is a gregarious animal. Living in society, he always wants to be affirmed by others. Fame is also an affirmation of others by society. If a person is not recognized in the society he lives in, he will not only feel lonely and depressed, but also feel that he has no value and significance. Therefore, praising or criticizing others' behavior will induce others' behavior choices.
Goal motivation of intransitive verbs
By helping subordinates to set a certain goal and making him directly take the achievement of this goal as his own will, it is possible to stimulate his enthusiasm and creativity. Here, the more the set goal can be linked to his interests, the greater the incentive effect of this goal. Even if the goal cannot be linked to his interests, as long as he can feel that he has achieved this goal, he will be satisfied with the realization of the self-social value of "no one has me" and have a sense of accomplishment. He will still make this goal directly become his will pursuit, make his will and behavior point to this goal, and work hard for the realization of this goal. At the beginning of the 20th century, a world-class high-rise climber, French Spider-Man, planned to climb the fourth tallest building in the world, Shanghai Jinmao Tower. As soon as the news came out, an Anhui man quietly climbed upstairs first. Although climbing the stairs didn't bring him any benefits, it brought him misfortune-he was taken away by the police.
According to the Hefei Evening News on October 20th, 65438/KLOC-0, "The man who climbed to the top of the main building on June 8th and was taken away by the police was named Han Qizhi, from Hefei, Anhui." "According to insiders of the Public Security Bureau, Han Qizhi, 3 1 year old, is from Hefei, Anhui." "Knowing that Spider-Man intends to climb a tall building in Pudong, Han Qizhi feels that he can climb a tall building with his own ability, which can have a sensational effect." "It is reported that he doesn't want to climb the Jinmao Building right away, just want to step on it first. Later, he learned that Spider-Man did not climb the building, and on impulse, he implemented his own climbing plan without authorization. " Only because of the French "Spider-Man" plan, he set the goal of climbing this building, and gave him the motivation and strength to achieve this goal before climbing experts abroad.
Seven, independent incentives
Autonomy means not being controlled. In reality, autonomy can also be used as an important incentive measure and means. Someone once did a famous psychological experiment to observe the influence of noise on work efficiency. Bring two groups of adults into the laboratory, give each group an intelligence test with the same difficulty and a boring proofreading job, and let the two groups compete. At the beginning of the game, the experimenter turned on the tape recorder. One tape recorder plays Spanish spoken by one person, and the other tape recorder plays a conversation between two people in Armenian. In addition, there is the rustle of mimeographs, the banging of typewriters and the honking of cars on the road. That noise is disturbing. These two groups, one group gave the noise control power key, and the other group did not.
The result of the competition is that in the group with control keys, those who didn't press the control keys scored far better than those who didn't give the noise control keys, and solved far more than five times as many intelligence test questions as the other side, but the proofreading mistakes were only a quarter of the other side. This experiment shows a truth. When he is given the power to control his own behavior, his confidence and ability to overcome difficulties will be encouraged by this autonomy, so that he can do his work better. This is self-motivation.
VIII. Development Opportunities and Incentives
Everyone wants to develop their own quality and ability. Therefore, as long as giving or depriving this development opportunity is directly related to a specific behavior and result of people, it will also play a role in inducing others to repeat or avoid this specific behavior. Especially after entering the new economic era, the main driving force of social development has changed from initial capital to knowledge and information, thus making learning and training opportunities the most important way for individuals to realize their own development. Therefore, subordinate employees pay more attention to learning and training opportunities. As long as this opportunity is associated with specific will behavior, this behavior will be motivated.