Under the management of the seam welding machine manufacturer's points system, all personal behaviors of employees are matched with points. The higher the score, the higher the employee's ability to work and comprehensive performance. In addition, the point status of employees is recorded by the point software, and the mobile phone software background management is based on the full-automatic analysis of the Internet big data. The employees' various specialties, good at work, and the main performance of the work can be clearly understood by the management staff. According to the feedback from the big data on the Internet, managers can effectively distribute their work so that each employee can shine brightly at the appropriate position to ensure that people do their best.
Perhaps, the grid management method of seam welding machine manufacturers is not a radish and a pit. Under the condition of doing their job well, employees are looking for work, administrative personnel management collaboration, learning and training other professional skills, etc. Reward points and recognition to keep employees' use value and profits.
Under the management of the seam welding machine manufacturer's points system, when the management staff assigns and announces the work goals, it will formulate the corresponding responsible person and formulate effective rewards and penalties, that is, there are matching rewards and points for daily tasks. Match penalties and grant responsible persons the right to dominate and obligations. Responsible persons should be responsible for the entire process of core work, the relative participating staff, how to divide responsibilities, time progress, etc. are mastered by the responsible person, for this reason to produce a temporary daily task elite team.
Moreover, the responsible person must report the progress of the work to the manager of the seam welding machine manufacturer, or ask the manager for help when suffering, and do a good job of communication to ensure the successful completion of daily tasks. Managers evaluate the progress of this daily task based on the method of bonus points deduction, which means the approximate steps in the work under the points rule.