第1个回答 2009-02-07
第一种:1 employee who do not warn such idea, the employee should promote the blessting.
Let them know that in this company not content, encourage them useless talk show himself bravely, and his opinions, strive for the boss. Tell them: "if GE cannot let you change you, you should feel blessting." GE will quit the staff produce such mentality and the manager and employee who can become one of the manager.
2, improving staff quality, poor fired ascension.
3 the employee for each department by level to evaluate performance.
Jack Welch GE CEO Welch spend at least half the time for performance evaluation of employees. He is a dynamic evaluation by table, let everyone know oneself's place. The first kind is 10%, that top talent, Some times, is the second 15%, The third type is the medium level of staff, 50%, they change; flexible Next is the fourth class for 15% of their needs, and urged them to advance alarming, The fifth is the worst, we can only 10%, dismiss them.
According to the performance evaluation, every employee can know their place, where no one would complain that recognition.
4 don't give employees the target, and for much to encourage their potential to the full and creativity.
Make employees realize they have the potential to progress is more important than the set goals. Companies with the fastest speed development is our target, GE hope to take the initiative, advising staff to promote company development.
5. Not only give employees spiritual encouragement, material reward.
His assessment will decide whether to give employee stock options as their reward
First class staff will get stock options, the second and third class of approximately 90% of 50% will get stock options, the fourth class staff without reward. Chart is the best tool, who should be rewarded, who should go. Through the general staff incentive mechanism to mobilize enthusiasm, let them know they are up to the first or the second, they may have the opportunity to choose the best of them, where those talents will get stock options.
GE has approximately 85,000 employees, professional each year 10,000 to 12,000 will obtain the reward, selected staff change often. So far, about 29,000 people get stock options, one-third of the total number.
第二种:
1.碌碌无为warned staff not to be willing to have the mind of the staff should find another job promoting its.
Let them understand that this company should not be willing to碌碌无为and encourage them to display their courage to talk about their own views, for her boss. Told them: "If GE can not let you change the feeling useless, you should find another job." GE will allow employees who quit have such mentality of the manager and those who should not mingle with the staff manager.
2. Continuously improve staff quality, and enhance the good, the dismissal of the poor.
3. Through to the division staff of each department to assess staff performance.
GE's CEO Jack Welch Jack Welch spent at least half the time for performance evaluation of employees. Him through a dynamic evaluation form, so that everyone knows their own position. The first category accounts for 10%, they are top talent; meeting some of the second category, accounting for 15%; The third category is the middle level employees, accounting for 50 percent, their biggest change in flexibility; followed by 15% of The fourth category, the need for them to sound the alarm and urge them to improve themselves; fifth category is the worst, accounting for 10%, we can only dismiss them.
Based on performance assessment, each employee will know what kind they are, so no one will complain about lack of recognition.
4. Do not give too many employees to develop goals, and to encourage them to give full play to their potential and creativity.
So that employees realize that they have the potential of continuous improvement is more important than setting goals. The company the fastest development is our goal, GE hope that staff can play initiative, plans to promote the company's development.
5. Not only the need to provide spiritual encouragement, but also to give material reward.
His assessment will determine whether to grant their employees stock options as an incentive
The first category of staff will receive stock options, the second category of approximately 90% and the third category of 50 percent will be stock options, the staff does not have a fourth category. Chart is the best tool, which should be rewarded and who should be home at a glance. Through the incentive mechanism to mobilize the enthusiasm of the general staff by letting them know that they have risen to the first or second category may be, they have the opportunity to choose what course to follow them the best of those talents will be incentive stock options.
GE has about 85,000 professional employees, has annual 10000-12000 will be rewards, frequent changes in staff selection. So far, about 29,000 have access to stock options, accounting for one third of the total number.本回答被提问者采纳
第2个回答 2009-02-07
1.碌碌无为warned staff not to be willing to have the mind of the staff should find another job promoting its.
Let them understand that this company should not be willing to碌碌无为and encourage them to display their courage to talk about their own views, for her boss. Told them: "If GE can not let you change the feeling useless, you should find another job." GE will allow employees who quit have such mentality of the manager and those who should not mingle with the staff manager.
2. Continuously improve staff quality, and enhance the good, the dismissal of the poor.
3. Through to the division staff of each department to assess staff performance.
GE's CEO Jack Welch Jack Welch spent at least half the time for performance evaluation of employees. Him through a dynamic evaluation form, so that everyone knows their own position. The first category accounts for 10%, they are top talent; meeting some of the second category, accounting for 15%; The third category is the middle level employees, accounting for 50 percent, their biggest change in flexibility; followed by 15% of The fourth category, the need for them to sound the alarm and urge them to improve themselves; fifth category is the worst, accounting for 10%, we can only dismiss them.
Based on performance assessment, each employee will know what kind they are, so no one will complain about lack of recognition.
4. Do not give too many employees to develop goals, and to encourage them to give full play to their potential and creativity.
So that employees realize that they have the potential of continuous improvement is more important than setting goals. The company the fastest development is our goal, GE hope that staff can play initiative, plans to promote the company's development.
5. Not only the need to provide spiritual encouragement, but also to give material reward.
His assessment will determine whether to grant their employees stock options as an incentive
The first category of staff will receive stock options, the second category of approximately 90% and the third category of 50 percent will be stock options, the staff does not have a fourth category. Chart is the best tool, which should be rewarded and who should be home at a glance. Through the incentive mechanism to mobilize the enthusiasm of the general staff by letting them know that they have risen to the first or second category may be, they have the opportunity to choose what course to follow them the best of those talents will be incentive stock options.
GE has about 85,000 professional employees, has annual 10000-12000 will be rewards, frequent changes in staff selection. So far, about 29,000 have access to stock options, accounting for one third of the total number of
第3个回答 2009-02-07
1 employee who do not warn such idea, the employee should promote the blessting.
Let them know that in this company not content, encourage them useless talk show himself bravely, and his opinions, strive for the boss. Tell them: "if GE cannot let you change you, you should feel blessting." GE will quit the staff produce such mentality and the manager and employee who can become one of the manager.
2, improving staff quality, poor fired ascension.
3 the employee for each department by level to evaluate performance.
Jack Welch GE CEO Welch spend at least half the time for performance evaluation of employees. He is a dynamic evaluation by table, let everyone know oneself's place. The first kind is 10%, that top talent, Some times, is the second 15%, The third type is the medium level of staff, 50%, they change; flexible Next is the fourth class for 15% of their needs, and urged them to advance alarming, The fifth is the worst, we can only 10%, dismiss them.
According to the performance evaluation, every employee can know their place, where no one would complain that recognition.
4 don't give employees the target, and for much to encourage their potential to the full and creativity.
Make employees realize they have the potential to progress is more important than the set goals. Companies with the fastest speed development is our target, GE hope to take the initiative, advising staff to promote company development.
5. Not only give employees spiritual encouragement, material reward.
His assessment will decide whether to give employee stock options as their reward
First class staff will get stock options, the second and third class of approximately 90% of 50% will get stock options, the fourth class staff without reward. Chart is the best tool, who should be rewarded, who should go. Through the general staff incentive mechanism to mobilize enthusiasm, let them know they are up to the first or the second, they may have the opportunity to choose the best of them, where those talents will get stock options.
GE has approximately 85,000 employees, professional each year 10,000 to 12,000 will obtain the reward, selected staff change often. So far, about 29,000 people get stock options, one-third of the total number.