1如何让员工“”动起来-yd20110308HR经理人.docVIP

让员工“激”动起来？ 本文刊载于2011年4月号《HR经理人》 核心观点：现代人力资源管理体系就是要在企业中形成对员工的激励引导机制、绩效推动机制、内部竞争机制和优胜劣汰机制，并辅之以企业文化建设提升员工心智境界和需求层次，全方位地营造员工的“有目标、有追求、有压力、有动力、有认可、有奖惩”的工作氛围，才能激发出员工沉睡的潜能。 在很多企业里员工都是平平淡淡的工作，不犯错误基本不会受到责罚如果突出贡献，也基本得不到公司的奖励，拿应得的工资，随着公司的涨薪步调涨工资长此以往，员工渐渐开始麻木，感到激情不足或没有什么上进的动力。人力资源研究表明，员工其全部能力的很多企业在用人上，使得员工的潜能大量浪费和流失，造成员工“疲劳”和“惰性泛滥”。，而不是被动的完成工作图形也可以选用以下无色方案： 北京和君咨询有限公司 印东 to a customer request for objective, comprehensive investigation, analysis, evaluation, focusing on factors that could affect credit assets, effective identification of risks. Eighth investigators should be based on the Banks credit policy screening, filter in line with the Banks credit scope of customer, credit business, shall not entertain our prohibition of involvement of clients and credit business. Nineth survey about customer surveys and data verification should be based on field surveys, and indirect surveys as a supplement. If necessary, by external credit Bureau to verify the authenticity of customer information. Article tenth credit pre-loan investigation should be completed by the person himself, may not authorize a third party, except where otherwise provided for by the system of the Bank. Branch Manager may hint, instruction, order signature of investigations in cases that are not involved in the investigation, pre-loan investigation a mere formality. 11th pre-loan investigation should be two participants, one person, another person aided person, except on business with special provisions. Main and auxiliary officers shall be due diligence, investigators as a sponsor of the credit business, bear primary responsibility for credit, is the responsibility of credit business. Risk managers participate in the pre-loan investigation work in parallel, as a double investigation, risk managers held accountable for their findings. Article 12th pre-loan investigation officer shall give their opinion in a credit report and signatures, findings should be clear. Only signed comments, and ambiguous o