This system is formulated in order to improve the personal quality and ability of employees, fully mobilize the initiative and enthusiasm of all employees, create a fair, just and open competition mechanism within the company, and standardize the promotion and promotion workflow of the company's employees. It is very important for a company to establish a reasonable promotion mechanism, but how to establish a reasonable promotion mechanism?
Design principles of promotion system
1. Fair and open
Promotion is one of the most important interests of employees. It is necessary to make the system and implementation process fair and open.
2. Well founded
The promotion is reasonable and the demotion is justified. Artificial emotions and emotions should not be mixed into the promotion mechanism.
3. Proper matching
The salary, honor and form matched with promotion should be appropriate, neither too high nor too low, to ensure reasonable allocation of resources.
4. Flexible and unified
Special channels should be attached to the promotion mechanism to allow adjustment for the outstanding and special situations.
5. Have a sense of ritual
The promotion scene should have a sense of ceremony. It should not only have official documents, but also have ceremony procedures, so that promoters can fully reflect the role of benchmarking.
The promotion system is not only closely related to the career fate of employees, but also inseparable from the fate of the enterprise. The design of promotion system should not only meet the strategic needs, but also adapt to the current situation. Due to the relative stability and sensitivity of the promotion system, it is necessary to think twice before implementing it, and never act arbitrarily, so as not to have a significant impact on the operation of the enterprise.
After the company's business enters the mature period, because the business process has been standardized and the funds are relatively abundant, the important factor that often limits the rapid development of the enterprise is talent shortage.
That's easy! Recruitment! Money can push ghosts! Are you afraid you can't find talents even if you are willing to spend money?
Admittedly, the problems that money can solve are not problems. But talent shortage can never be solved by spending money.
First, real talents are also highly paid in other companies, and are regarded as confidants in the company. There is no special reason, such as major life changes, and they will not leave easily.
Second, even if you really spend a high salary (more than 50% higher than the current salary of Ta) to recruit, it is difficult to integrate into the new team. As mentioned before, an HRD has been airborne for three years, and you can't see the embarrassing situation of the payroll.
The talent shortage faced by enterprises is just like human ischemia. External blood transfusion can not solve the long-term problem, and only its own blood can continue to grow.
So, how can enterprises make blood by themselves?
——Build a perfect promotion system to promote employees to learn and improve themselves, and then build a learning organization. In terms of talent introduction, candidates with learning ability should be specially considered.
Nowadays, most popular online games are designed with promotion systems, such as League of Heroes, King's Glory, Peace Elite, etc. The promotion systems designed are all bronze, silver, gold, diamonds, and the strongest kings.
You will see how many players fight for this level promotion!
The game takes time but does not generate income, but the players are still struggling, and there are many who even pay to practice on behalf of others!
So, if the employees in the enterprise can compete like these players, are you still worried about the talent shortage? It should be noted that in enterprises, promotion is directly accompanied by salary increase.
Many HR people have more or less heard about the annual salary and equity of BAT's P7, M3 and other professional title grades. Today, we will systematically explain how to build a promotion system.
1、 Check the current situation of the enterprise
Under the traditional management mode, promotion is almost always the promotion of the upper level leader, that is, the so-called "leader says you can do what you want", and the management level is almost the same, including employees, team leaders, supervisors, managers, directors, and general managers.
But where are there so many leadership positions for you in the enterprise? If the superior leader does not resign, you will almost never have a chance of promotion.
2、 Sort out job categories and divide job clusters
Generally speaking, there are three main types of people supporting the development and growth of enterprises - management personnel, technical personnel and business personnel, as follows:
Management personnel: including the General Manager's Office, administration, finance, human resources, logistics and other systems. These personnel do not directly generate performance, but have management functions, such as assets for administrative management, funds and bills for financial management, and benefits and salaries for human management.
Technical personnel: including scientific researchers, designers, developers, operation and maintenance personnel, such as drug R&D personnel of pharmaceutical companies, who may not have management ability, but whose professional level can not be replaced.
Business personnel: including sales, after-sales, distribution, etc.
Or there may be other types in the enterprise, which will not be repeated here.
Many enterprises only attach importance to the promotion of management posts, but ignore the promotion of technical posts. For example, before the epidemic, how many people knew about Zhong Nanshan and Li Lanjuan? In the eyes of most people, they only pay attention to the mayor, municipal party secretary and other management personnel. After the outbreak of the epidemic, everyone suddenly realized the importance of technicians to the whole society.
By sorting out the company's job categories, positions with similar nature and functions are divided into the same category to form a job cluster. For example, management personnel are called M series, technical personnel are called T series, and business personnel are called S series.
When sorting out posts, it is necessary to integrate, reorganize, add and cancel the responsibilities of each post, and integrate unnecessary posts or posts without development prospects.
For example, a company has set up a special post called "Confidentiality Officer" to ensure that customer information will not be disclosed and data confidentiality. The main responsibility is to check whether the company's office computers and documents are encrypted and whether the number of encrypted digits is 8. How do you promote such a position? What is the development prospect of the person engaged in this position?
For another example, in order to improve the office efficiency, a company has set up a clerk position, which is mainly used to print and bind data for each department?
Other companies, in order to be a good face, hire a beautiful front desk with high salary, just to welcome you with a smile, plus a function of sending and receiving express delivery?
After the integration is completed, you can implement the responsibility system of the functional direct department to check the confidentiality to the heads of each department, and at most one administrative manager can be sent for periodic spot check.
The problems in post design hurt others and themselves. Since then, employees have entered the state of "less work, more money and closer to home". There is no career planning at all, and the enterprise has also wasted a lot of money.
3、 Post value evaluation and grading
In the previous tweet, we systematically talked about the job value assessment. Today, we will not repeat it. Friends in need can just scroll forward.
After the post value evaluation, all posts will have a value score. The position value scores can be graded by sections.
For example, those with M sequence and less than 200 points belong to M1; 200-400 points belong to M2; And so on.
The completion of this step basically forms the framework of the promotion system.
4、 Improve qualification standards
The qualification standards are similar to the job requirements in the job description, but more pragmatic.
The job requirements in the job description are basic requirements and are mainly used for matching in the recruitment phase.
The qualification standards are based on the knowledge, skills, experience, professional quality and other dimensions required in the actual work of each position.
For example, there may be:
1. Participate in at least two or more large-scale campus special recruitment activities (note that the degree of participation, assistance, organization and leadership is different)
2. Interview skill test 80 points and above
3. Knowledge assessment 80 points and above (professional knowledge of recruitment module)
4. Those who are familiar with the company's business with a score of 60 or more (such as the company's strategy, business model, key business issues, etc.)
The above qualification requirements must be written, and the wording must be strictly prohibited to avoid ambiguity in the future.
5、 Establish training system corresponding to qualification
You have built a building for the staff, can't you give them a ladder?
There are many requirements in the qualification standards, such as interview skill test, knowledge assessment, etc. Just like the learner's license, I will tell you the specific criteria for obtaining C1, and I will also give you the corresponding training.
1. It is necessary to sort out the learning materials and training courseware corresponding to each position and professional title. If conditions permit, the learning materials can be uploaded to the cloud and employees can learn by themselves in their spare time.
2. Periodically organize qualification assessment, and archive those passing the assessment for reference in later promotion
3. Organize quarterly or semi annual promotion assessment
In fact, the qualification assessment is equivalent to implementing the promotion step by step, just like the driver's license test, the front slope, side parking, reverse parking, and S-turn are all links to obtain a driver's license.
When your qualifications are qualified, taking the promotion assessment is like taking the road test.
6、 Supporting salary mechanism and honor mechanism
If you work hard to build a building and the staff work hard to climb the stairs, what good will it be for me to climb up?
For employees, these two benefits must be in place - honor and salary.
1. Promotion ceremony
This is a must, and many enterprises have neglected it.
This must be done grandly enough to make all employees proud of promotion. Employees with different professional titles must be distinguished in external forms, such as clothing, work cards, internal mailboxes, and real-time communication tools, so that employees have the sense of pride and honor brought by professional title grades at all times.
Just like the rank in the army.
Without this ceremony, your promotion system will be eclipsed!!!
A League of Heroes player said to another player, "I have been promoted to the strongest king!"
If the other party says, "Wow, how envious, how awesome you are, let the god take me to score!" he will be very successful, proud, proud!
If the other side says, "Oh, so what? It doesn't matter, what's the difference between it and my bronze one?" Does he still have the motivation to upgrade?
2. Salary increase mechanism
For enterprises with strong financial resources, salary increases can be considered according to the qualification assessment, which is called the routine of "small steps and fast running". As long as one assessment is passed, there will be corresponding salary increases, which is equivalent to dividing the promotion and salary increase into several times.
Of course, it can also be considered that once the promotion is passed, the one-time salary increase will be more attractive.
Are you afraid that employees will not study hard through the "routine" above one by one?
