企业如何制定奖惩办法（How can enterprises formulate rewards and punishments measures）.docVIP

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企业如何制定奖惩办法（How can enterprises formulate rewards and punishments measures）.doc

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企业如何制定奖惩办法（How can enterprises formulate rewards and punishments measures）

企业如何制定奖惩办法（How can enterprises formulate rewards and punishments measures） Employee, staff management and employees are doing is a hot and difficult problem in human resource management. Improper handling will often lead to adverse consequences, and even lead to serious loss of personnel events. The State Council promulgated the Decree No. 516th and abolished the regulations on rewards and punishments of enterprise staff and workers, which have been implemented since January 15, 2008, which have brought a series of profound impacts on enterprise, employment and management. The labor contract law and its implementation regulations make clear and strict rules and regulations on the rewards and punishments of enterprise employees. Therefore, it is necessary to formulate rewards and punishments measures for employees in accordance with the labor contract law! The famous business expert Tan Xiaofang teachers to keep pace with the times, launched the employee rewards and incompetent employee management skills training courses, training content design, combined with the Regulations abolished the impact to the enterprise employment and management, introduces how to develop enterprise staff reward and punishment in the labor contract law under the. At the same time, combined with the typical case analysis of the interaction, effectively deal with discipline and sabotage events help enterprises avoid the risk of losing a labor dispute. Enterprises in the management of employees often encounter such a difficult problem: incentive or punishment based? Some leaders in the management is not good at punishment, only good at encouraging; some leaders are good at punishment, not good at motivating. In particular, specific to one thing, such as employees make mistakes when they think, not only punishment, punishment can not serve as a warning to others, not to punish the seriousness it cannot reflect the rules and regulations, not to punish the managers authority can not be displayed