Discussiononmotivatingthestaffsuggestions--totheCocaColacompanyasanexampleName:LiuSitongDateofSubmission:Program:AppliedManagementDiscussiononmotivatingthestaffsuggestions--totheCocaColacompanyasanexampleIntroductionAsthecoordinationdepartment,humanresourcesmanagementorganizationbearstheresponsibilitytoarosetheenthusiasmofthestaff,enhancethecohesionofcompany'sstaff,seektothemaximumprofitforthecompany,bybuildingtheenterprisecultureplatform,compensationdesign,performancemanagementaseriesoffactors.Humanresourcemanagementisbasedonsystemasthesupport,setsupscientificconceptasthemainline,givesemployeesasenseofbelonging.Compensationsystem,performancemanagement,corporateculture,playadirectroleintheenthusiasmofthestaff.WewilltakeCocaColahumanresourcemanagementschemeasanexample,explaintothesuggestionsthatcanstimulatetheenthusiasmofthestaff.Thischapterisconsistedofperformancerewardprogram,advantageanddisadvantage,suggestionPerformancerewardprogramisdividedtotwochapter,includingperformancesystemandrewardsystem.Itelltheadvantageanddisadvantagefromtwoaspects.Soissuggestion.PerformancerewardprogramCocaColacompanypaysattentiontotheteamassessment,makesperiodicexamination,suchasconventionalassessmentmechanismincludingquarter,half,annualexamination.CocaColacompanyevaluationsystemiselastic.Inaccordancewithsomenewprojects,CocaColacompanytakestheprojectasacarrieroftheannualassessment.CocaColacompanyquantifiesastandardOntheassessmentstandards,fromtheworkperformance,personalabilityTheseaspectsarestaffperformanceevaluate,andshowappraisalrulestothepublic,ensurethattheassessmentprocessfairnessandjustice.Theideadecidesactionforce.Scientificperformancemanagement,cangivecompanystaffsaclearunderstandingoftheperformancemanagement,andarousetheirworkenthusiasm.CocaColacompanyperformancemanagementconcept,asfaraspossibletocommunicatetheperformancemanagementanywhere,toformthecompany'spotentialenterpriseculture.BasedonfiveMaslowtheoryasthekeynote,CocaColacompanymakethegrowthplanforstafftotailor,allowsemployeestoseetheirowndevelopmentpath.Thefirstlevelisbasiclivingneeds.CocaColacompanyprovidesafairsalaryforthestaff,enoughtimetorest,andensurethenormalneeds.Thesecondlevelissecurityneeds,thecompanygivestuffsgenerousbenefitstogetridofanyworry.Thirdlevelistheneedtobelong.Thecompanylaunchedaseriesofsocialactivitiestomeettheirneeds.Thefourthlevelisself-esteemandpositionneed.CocaColacompanyannouncedtheachievementsofindividuals,andpraisedtheperformancetothepublic,sothatitssocialvaluehasbeenwidelyrecognized.Thefifthlevelisself-actualizationneeds.Thecompanymakeplanofcareerdevelopmentroadforstuffs,andencouragethemtoachieveit.Theknowledgeandskillsofpersonnelreserveisrelative,everyoneshouldkeeplearning,sothatcankeeppacewiththetimes.Stuffsworkinthecompany,theyatenotonlyforwages,butalsotolearn.Agoodbusinessshouldfocusonthedevelopmentofthetalents,andstrivetoachievethesynchronousgrowthoftalentwiththecompany.Onlystuffscanplayarealability,thatcanletthestuffsinastateofexcitement.Theenterpriseshouldprovidethenecessaryconditionsforstaffdevelopment,letemployeegetcontinuouslearningmotivation,bycompetitivemeans.CocaColacompanyshowstaffadetailedpersonaldevelopmentopportunities,thestaffknowtheworkpathplanninginrecentyears.Manageranalysiswhattalentneeded,giveseachachancetoplayatalent,giveeachakindpromotionopportunities,sothattheemployees...
