Store Personnel Management And Salary System

Stores and stores are service industries. Compared with the strict process and mechanical link design in the production industry, the service industry is more dependent on people to create value.

According to the industry characteristics of the service industry,

1, performance incentives: in order to better mobilize the enthusiasm of employees, so that employees work goals and rewards effectively linked, and in order to guide employees to personal goals and corporate goals to be unified.

The personnel department should set monthly performance and annual performance appraisal incentives according to the remuneration system established by the market salary guidance and industry level according to the achievement of the sales performance of the stores.

According to the performance and performance of the employees, the performance is outstanding, the performance is better, the employees are rewarded, the hero is actually achieved by the results, and it is used as an effective basis for training and promotion, so as to achieve the goal of affirming the staff, motivating the staff and making the work better.

Avoid equalitarianism, and do or not do the same thing, good or bad, but in the end it will be worse and worse.

2, skill wages: according to some special jobs in the store (such as electrician, maintenance and other technical posts), set up skills assessment and salary evaluation standards, through technical training, skills assessment, grading assessment to give skilled wages, not only to encourage staff enthusiasm, but also to stabilize the store's post technicians, to a certain extent, effectively control the turnover rate of personnel, after all, the training time and cost of technical personnel is far higher than the general staff, and technical posts are of great significance for ensuring the normal operation of stores.

Therefore, we should minimize unnecessary wastage of technicians, and ensure that store technology is stable.

3, paid annual leave: for employees who have been in the company for a full year, pay annual leave on welfare, and increase their vacation days according to the increase in service life to confirm the hard work of their employees.

This is not only in line with national policies, but also more attractive to employees than simple salaries.

4, service life Award: in order to motivate employees who serve the company for a long time, a service life award is set up according to a certain service life. A commendation conference and a medal and bonus are given to employees who have served five or ten years, fifteen years or twenty years. The dedication to employees is determined and the employees are reassured and relieved to better serve the company, stabilize their staff and improve their loyalty.

Employees are the favorable guarantee for the smooth operation of the stores. Only by providing more training opportunities to employees can they create opportunities and provide channels for their career development, so as to maintain and enhance their competitiveness.

1, internal training: strengthen the training of all levels of supervisors at the shop level, provide comprehensive and multi-level training courses for employees, enhance their competitiveness while enhancing their own value.

2, internal promotion: in order to enhance the sense of belonging and recognition of employees and reduce the impact of a large number of "airborne troops" on old employees, personnel departments should establish a sound cadre training mechanism.

Combined with the development of internal training, the promotion and assessment system should be established. Through systematic training and strict promotion and assessment mechanism, we should do a good job in the reserve and training of cadres at all levels, and increase the proportion of internal cadres' promotion, so as to have greater incentive effect. From "Bo Le Xiang Ma" to "horse race horse selection" gradually, we can enhance the cohesion of the stores, reduce the loss of personnel and avoid the excessive cost of personnel recruitment, and increase the cost of personnel recruitment and training costs.

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Three, rationalization proposals reward system

In order to truly store the home and enhance the employees' initiative participation, stores should establish rationalization proposals and reward systems, encourage employees to participate in store management, and put forward more and more practical rationalization proposals for the management of the store through the induction and summarization in daily work, so as to promote the better development of the store work, and the corresponding suggestions should be rewarded accordingly.

Many employees can find more realistic problems in the front line, and the wisdom of the masses is immeasurable. We should encourage more employees to participate in the development and goal formulation of the company, and devote more enthusiasm and anticipation to their work.

According to the different positions, in order to motivate employees to strive for the best performance and quality of service, the personnel department of the store should jointly carry out various service competitions mainly based on the skill competition of the employees, such as:

1. Promotion service selection: to launch a regional sales skills and service competition for the junior staff at the store, select the regional sales service pacesetter through the competition, give a one-time economic reward and promotion priority, arrange tours to the shops, teach sales skills, motivate staff and drive service enthusiasm.

2, cash register technology competition: regularly carry out technical skills of cashiers, select "golden finger", "excellent cashier", "service star" and so on. They are commended and awarded certificates and one-time awards. The skills and enthusiasm of cashiers are improved through technical skills, and the work error rate and turnover rate of cashiers are reduced.

In the personnel management of a store, only by constantly thinking, discovering and developing various economic or non economic incentives to motivate employees' enthusiasm can they effectively motivate their employees and create a win-win situation with their employees.