The Temptation: Beautiful Female Boss

If sister Hong dies, it will be devastating to me. I pray for her in my heart. Although I have no love with her, but we have family, is true to pure, beyond the brother and sister's family, as for the last 13 days, I and she is not love, we have different opinions. If Peony's departure is the destruction of my love, then sister Hong's departure will be the complete destruction of my soul. I always don't understand why the people I love suffer one by one, peony, Su Xia, including Hu Ke, Zi Han, and my favorite witch; why I love so heavily and have a deep sense of guilt, am I wrong? What's wrong? Some people may say that you shouldn't fall in love with others, but in this society, it's called love to live with your wife and children all the time. Is it a good man? Is that possible? Still confused.

I would rather use my death, in exchange for the happiness of all people, silently praying in my heart, even if I use my life for Hongjie's life, I am willing to

After hearing the news, the big stone in her heart finally fell down. The doctor told me that it would take a lot of time for her to recover. Fortunately, I saved her Her mother knelt down and kowtowed to me. I laughed and she cried. With professional nurses, I can leave the hospital.

Let's go back to reality. Zhenhe enterprise has a good development momentum. I will continue to make Zhenhe better.

The company forbids employees to gamble, so employees have no entertainment at night. Fortunately, the HR department arranges to show VCDs to employees every weekend. After the canteen is built, employees can watch TV in the canteen at night.

The human resources department of the administration has set up a billboard to post notices, newly issued regulations or some educational articles on one side, and the newspaper of the day on the other, so as to let employees absorb more spiritual food under limited conditions. If something happens outside, the company will remind the employees in time that there was avian influenza in some places in the second half of the year. The administrative human resources department will post the information about avian influenza on the billboard to let the employees know the relevant knowledge. At the same time, the canteen should be informed to purchase less poultry food.

I asked the administrative human resources department to buy some management and technical books in the book wholesale center, which is convenient for management and technical personnel to borrow and promote a learning atmosphere. In addition, we also buy some management training CDs, so that all departments can take the evening time for training. The salary level of the company is not high, but some of the management and technical personnel recruited are willing to stay in Lifeng just because of this learning and training opportunity.

At the end of this month, the company will organize a tug of war competition, which can make the employees happy when they are nervous. After that, the company will hold a party and hire a famous acrobatic troupe, which can make the employees feast their eyes.

After a variety of measures, the turnover rate of our company's employees has decreased by more than half. The phenomenon of recruitment difficulty is not so serious in Zhenhe, which is very rare in small and medium-sized enterprises. Therefore, we should study hard and carry out effective measures to fundamentally solve the problem of recruitment.

In a company, caring is the most basic, and the relationship between people is necessary. I know that the husband of Miss Zhang, the financial manager in Hong Kong, is suffering from cancer, and they are in trouble. The reason why Miss Zhang is crying is that she is not sad to die her husband! In order to make the two of them feel better, President Zhen asked her to carry out flexible work system and take good care of her husband. This is also the utmost of her kindness. Many grassroots cadres in the Department signed blessing messages and greeting cards and often asked if the disease was developing well. The Department Manager and I sent two flower baskets to her. Miss Zhang and his wife were very excited to see them It's good for the two couples to smile. Some people often go to chat with them. Under the collective care of everyone, they are in a good mood. The reason why everything is good is that Miss Zhang's husband's condition seems to have changed a little obviously. Miss Zhang herself is also happy for this. So many people are moved by their concern.

After that, the employee's salary was increased once, and the hourly salary was increased by 100 yuan, from 330 yuan to 430 yuan, but the effect was not obvious.

According to past experience, forget to celebrate the new year. Based on the following factors, I consider wage reform:

· the growth rate of piece rate wage far exceeds the growth rate of output value. The wage gap between employees is very large, with a low wage of more than 400 yuan and a high wage of more than 1800 yuan. Some easy-to-do and large-scale products lead to more serious polarization. If it is in the peak season of the second half of the year, this phenomenon is more prominent, and it is difficult for employees to balance psychologically, The final result is to retain a few employees, drive away a large number of new employees, fault, contrary to the principle of human resources most incentive.

·New employees are not proficient in the piecework system, the hourly wage is too low, and the turnover rate of new employees in a month is very high.

·Some foremen try their best to arrange jobs with high prices for relatives and friends, so they crowd out some new workers. Many employees don't cooperate at all, and they are not willing to do some handling and other affairs, so there are a lot of personnel in handling and other non direct production jobs.

·Piecework wages lead to the neglect of quality of employees, while the QC does not pay attention to the inspection of some defective products and re plug in.

·Piecework has created a group of shopkeepers.

After discussion with the administrative human resources department and the production department, the following reform ideas are decided:

· the salary structure is as follows:·Basic salary is divided according to job grade; skill salary has 30 grades for each job grade, and the grades are different; length of service salary is capped for 5 years; special allowance is given for special type of work;

· quantity award is the reward for each employee exceeding the quota every day (no reward for individual overproduction and team leader's failure to complete the quota of the day, so as to prevent team leader from distributing tasks according to relationship); quality award is the reward for each employee exceeding the quota every day The reward is the reward for the quality to reach a certain good product rate, such as how much is the reward for the good product rate to reach 90% and how much is the reward for the 95%; the overproduction reward is the reward for the total task overproduction of the team every month; all the rewards are the reward for the working hours, that is, the task of 10 hours is completed in 8 hours, then the reward is 2 hours to the employees.

Based on this idea, the administrative human resources department formulated the draft of "management measures for daily salary and benefits of employees". Li Wei, the administrative human resources manager, the financial manager, the manager of the production department and the supervisors of each workshop discussed it three or four times, and it was officially implemented on September 1.

The new wage system improves the basic wage of timekeepers. The basic wage, skill wage and full attendance award together reach the local minimum wage line, and ensure that in the off-season, everyone can get the minimum wage to prevent the loss of a large number of people in the off-season. When the busy season comes, the newcomers can not be trained in time, which leads to a series of problems such as quality and efficiency 。

The administrative human resources manager and the production manager hope that this wage system can achieve the following goals:

· ensure that there is no massive loss of employees in off-season and a stable number of workers.

·If the wage gap between employees is too large, the wage gap should be appropriately narrowed, and only when the quota is completed collectively can individual employees be rewarded, so that the workers of each workshop team can supervise each other and prevent laziness.

·The reward for working hours is up to a few hours a day. Generally speaking, the increase ratio of wages will not exceed the increase ratio of output value. However, if the reward for piece work is doubled or even higher, the increase ratio of wages will far exceed the increase ratio of output value.

·There are quantity award and quality award, so that employees will balance quantity and quality, and will not blindly pursue quantity and ignore quality.

This idea is good. Everyone agrees with this idea, but some supervisors don't agree with this method. They still like the piecework system! The administrative human resources department and I asked the supervisors to explain the system to the employees in detail. If there is any doubt, we will give centralized feedback, and manager Chen of the administrative human resources department will explain it.

After the new wage system was promulgated, it was pasted on the billboard. The next morning, I found that the employees in the foundry workshop did not go to work. Maybe it was a problem with the wage system. Maybe you still didn't understand it. I called manager Zou to do their work. If I had any questions, I concentrated on feedback to Chen Zihan. After more than 20 minutes, everyone went to work, but in less than half an hour, manager Liu came up to tell Li Wei, the foundry is on strike.

I'm depressed. Didn't I go to work just now? Only then did I know that there are two people who usually like to find fault. One is an old man surnamed Lu, and the other is surnamed Shen, who usually like to threaten the supervisor. There is no big opinion on the salary system of other teams, except that they are non mainstream. If you want to get more rewards personally, you must show it in the whole group, complete the task together, and make a success The employees in the workshop are afraid to use the computer. It seems that anyone who uses the computer has to die. The supervisor is also in a cold sweat. It's not a good way for them to do this. If you have any opinions, you can solve them together. There's no need to panic people.

I seem to have heard the names of these two people. It seems that I used to call them to my office for "tea" for one thing. The former directors and managers had nothing to do with them. The way they came into my office made me feel sick. I didn't know which one was their boss. They talked to me like the boss and the boss It's the same with the negotiations between the big companies. I'd have opened them up if I hadn't seen them achieve something in the company. I felt very passive and slapped them on the table angrily. I was careless to let them know that I was different from other managers. I looked at them with golden eyes. I didn't know that I was bullying them, They also began to be kind, and told me to change their own shortcomings. If the strike of the employees is driven by them, I will not let them go and let them disappear in my sight. In this way, the company will open a fart.

At first, I felt a little noisy. I began to use my right to ask the employees to do things. If there were any opinions, I could give them a unified feedback to the supervisor. Then I asked Chen Zihan to tell you what to do. While I was talking, I saw the two sb guys disturbing other employees. I was very angry. In a fit of anger, I said to them, you two clean up I was ready to leave. Fortunately, there were several security guards around me at that time. Otherwise, I would have beaten them violently. So I hung out the gate and gave me directions. It seemed that I should be careful and not let us see it on the road.

I've swept away the leader among these idiots, but we still don't understand, and we can't blame others. We are all rural people who don't have any schooling. Our education level is obviously insufficient. It's not even worse to make those two sb hypnotize. Zihan explains the questions to you again and again. Maybe we all understand the wage system I'm on the plane!Please collect and read the latest novels on our website!

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