Payment of the work to the Company PREPARED BY: KAKIMSEIT MARZHAN ZHUMABAI SYRYM OTESHOVA DANA FINANCE 341. - презентация
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Презентация на тему: " Payment of the work to the Company PREPARED BY: KAKIMSEIT MARZHAN ZHUMABAI SYRYM OTESHOVA DANA FINANCE 341." — Транскрипт:
Payment of the work to the Company PREPARED BY: KAKIMSEIT MARZHAN ZHUMABAI SYRYM OTESHOVA DANA FINANCE 341
Plan 1 PAYMENT OF THE WORK 2 FORMS AND PAYROLL SYSTEM 3 MOTIVATION 4 TYPES OF MOTIVATION 5 11 WAYS TO MOTIVATE STAFF IMMATERIAL
Payment of the work Payment of the work of employees - the price of labor involved in the production process. To a large extent it is determined by the quantity and quality of work, but it affects a purely market- related factors, such as supply and demand of labor, the current specific situation, territorial aspects, legislation.
IndividualCollective contractor daily weekly monthly Forms and payroll system Efficiency wage A simple piece Piecework - premium Indirectly-piece Lump-sum Piecework progressive Time wages A simple time-based Time-bonus hourly
The most widely used in enterprises of different ownership forms have two forms of payment: piecework - payment for each unit of production or the amount of work performed; time-based - payment for time worked, but not the calendar, and normative, which provides for tariff system.
Centralized regulation of wages Carried out by establishing wage rates for the quantity and quality of labor and the conditions of application of the Unified Tariff Scale for salaries of all categories of workers, job evaluation tariff rates. State-approved monthly flat-rate value of the 1st grade Unified tariff, which contains 21 digit tariff
By introducing a system of incentives you decide the following: improving the quality of work due to the involvement of employees in decision tasks and unlock their potential; Retention of the "best" experts in their company; Attracting the right employees (poaching employees from competing companies). Staff motivation - tool for improving outcomes and quality of staff. This set of measures designed to ensure better and more efficient work, as a way to retain and attract qualified professionals
Types of motivation: Financial motivation - salaries, bonuses, prizes. Non-financial motivation - career growth, higher flexibility, verbal and written appreciation from management, corporate events, gifts, and training. Individual motivation - by different employees have different goals and needs individual attention most effective.
When do you need to revise the system of employee motivation? Poor quality of work performed; High staff turnover; low employee loyalty to the company; Total labor costs exceed the optimum values ; Earnings per 1 employee does not justify the costs
The main methods of improving employee motivation: training for managers: change management, staff motivation ipostroeniyu effective team; Development of a system of bonuses, with the motivation for the result (KPI); Implementation of the evaluation system of individual performance, its capacity and capability; Creating transparent and clear "routes" career; creation of a "talent pool."
However, each company has its own, individual methods of motivation. Here are some of them : 1. Punishment. This method is recommended to use very rarely. He needs to put a " barrier" in the actions of employees to show for what face in finding work, you should not. Punishment is necessary for the psychological impact on the team, it is always educational implications. The punishment necessarily need to explain what exactly you are unhappy. 2. Cash rewards - the most common form of motivation. Typically, each company sets individual criteria of volume and frequency of such motivation. 3. Supplements to wages. May be for the fact that the employee does not smoke, play sports or do not miss a single day of the year due to illness. These supplements should give an incentive to other colleagues for personal change yourself for the better. 4. Individual payments. These fees are made to employees who have the skills that contribute to productive work of the company. 5. Social policy. A very important aspect in the work of the institution. For example, employees may be offered cash payments if they suddenly lose their jobs. Every year, they can rest in a sanatorium, paying only 20% of the tour price, etc. 6. Interpersonal relationship between management and subordinates. If employees are not afraid to approach management with personal questions, requests and suggestions, so collective trusts his leadership. Establishing a positive atmosphere in the collective effect on the quality of the work. 7. Non-material incentives. True for public sector employees. It can be verbal gratitude, the invitation to the employee as a consultant for the organization of forums and seminars. Challenge Cup " Best Employee ", " A talented manager," " good start ", "Best Project of the Year ", etc.
1. Publicly mark merits of workers 2. Thank the staff person 3. Do not unexpected and non-committal gifts. 4. Provide distinguished spare time 5. Refer a well-respected employees responsible, interesting tasks and projects. 6. Provide the best employees free schedule. 7. From time to time arrange a meeting "without ties". 8. Give employees the freedom to choose how they will achieve their goals. 9. Listen carefully and involve staff offering the best employees in the formulation of the problems. 10. Share your plans with the team. To thank the staff did not come up with grandiose event, the implementation of which take a lot of time, or be limited to awards. There are at least ten ways to reward employees.
11 ways to motivate staff immaterial 1.Give the phone number of the head of a subordinate. 2.Invite employees to do yoga in the office. 3. Make a well in the office bedroom. 4.Feed the subordinates. 5.Shear workers. 6.Publicly thank employees. 7.Send employees on indefinite leave. 8.Teach employees the finer points of building a career. 9.Cancel the dress code or enter it. 10.Allow me to bring to the office dog 11.Throw a party.
Do not underestimate the power and possibilities of neglect of motivation. It correctly picked up the "key" to the consciousness of employees you can achieve extraordinary results + / - at the same cost. You always have time to lay off