Project implementation plan, in our daily work, when we want something to go smoothly and orderly, we need to make various plans in advance. Many friends don't know how to write the plan. Let me share the project implementation plan. Come and have a look.
Project Implementation Plan 1 I. Overview
The central work of company management is post role management, and the benefit of the company ultimately depends on the post role of the company organization. The core of post role management is the performance appraisal of company employees. The company not only provides the basic basis for selecting and employing people and distributing wages and bonuses, but also has the function of bringing self-worth satisfaction and inspiring employees who work hard and make positive contributions. However, in order for employee performance appraisal to play this role, the premise is that the management standard of employee performance appraisal can ensure that every employee's efforts and contributions can be evaluated "fairly, justly, objectively, accurately and comprehensively".
The so-called company employee performance appraisal system construction is to standardize the company employee performance appraisal management, that is, according to the actual situation of the company, on the basis of properly solving the five problems of assessment purpose, assessment content, assessment subject, assessment frequency and assessment method, formulate operational measures to ensure the achievement of the "cross" standard of company employee performance appraisal, and improve the management system that can ensure its full implementation.
Second, the problems that can be solved in the project implementation
1, there is no real performance appraisal for employees' work, so it is difficult to objectively and fairly evaluate employees' efforts and contributions. The merits and demerits are unknown, the same, and the enthusiasm of employees is low;
2. There is no quantitative evaluation standard for employee performance appraisal in advance, which becomes the best opportunity for supervisors to suppress or win over subordinates according to their own subjective preferences. Employees not only do not support performance appraisal, but also resent it;
3. The factors of employee performance appraisal are too abstract and general, and relying solely on the personal impression of the supervisor can not truly reflect the degree of effort and contribution of employees;
4. The focus of employee performance appraisal is not clear. In order to quantify and quantify, some personal problems that are not directly related to the company's development are included in the assessment elements, and the assessment content is out of touch with the company's development goals, and people who have a role in the company's development are tested out;
5, employee performance appraisal orientation dislocation, emphasis on attitude, light contribution, bragging and flattery, people who only do superficial articles get high marks, and those who work hard are left out in the cold;
6. The performance appraisal of employees in different job categories, different units and departments is not related to each other, and the results are not horizontally comparable;
7. Employee performance appraisal can't guide employees' will and behavior choice, and its appraisal can only provide an unconvincing basis for the payment of employees' wages and bonuses;
8, regardless of the characteristics of the company's industry, copying the performance appraisal methods of other companies, can not reflect the actual work of all kinds of employees in their own company;
9, employee performance appraisal is a form, according to the proportion of units and departments of outstanding and unqualified places, internal staff take turns to identify;
10. The unreasonable setting of quantitative assessment elements in employee performance appraisal induces employees to have short-term behavior, which makes employees only pay attention to the clearance of their current duties and does not seek the stable improvement of work quality and effect, which restricts the stable development of the company.
Three. Project work content
1. Discuss and determine the framework of the company's employee performance appraisal system, and generally answer five routine (4w 1h) questions of the company's employee performance appraisal;
2. According to the actual situation of the company, select and determine the performance appraisal method of the company's employees according to the post category, which can achieve the cross-standard of "justice, fairness, objectivity, accuracy and comprehensiveness";
3. Analyze different positions respectively, and determine the requirements and quantitative assessment standards of the company's employees' performance appraisal;
4. Making employee performance evaluation tools;
5. Formulate employee performance appraisal management system.
Four. Actual results of the project:
1, company employee performance appraisal system construction scheme description file
2. Description documents of performance appraisal methods determined by job classification;
3. Performance appraisal standard documents for each post role;
4. Performance appraisal tools corresponding to different methods;
5, the company employee performance appraisal management system.
Verb (abbreviation of verb) project implementation procedure
1, investigate and study, determine the basic ideas of the company's employee performance appraisal system construction, and communicate;
2. Draft the analysis document of employee performance evaluation system;
3. Investigate, analyze and determine the work nature and responsibility characteristics of all kinds of employees in the company;
4, discuss and determine the work performance appraisal methods of each job category;
5. Draft the description document of performance appraisal method for each job category;
6. Develop tools (forms) for employee performance appraisal;
7. Guide employees in each position to sort out the performance appraisal elements and quantitative evaluation criteria by themselves;
8. Discuss and determine the performance appraisal elements and quantitative evaluation criteria of each position;
9. Draft employee performance appraisal management system;
10, discuss and determine the performance appraisal management system of the company's employees.
Implementation measures of intransitive verb project
1. The entrusting party (hereinafter referred to as Party A) and Party B form a project team, with the chairman or general manager of Party A as the project leader, the director of human resources department or the person in charge of relevant functional departments as the executive deputy leader, and Party B selects experts as the deputy leader;
2. Party A shall be equipped with n staff members to undertake some auxiliary work, provided that they have a college degree or above, have basic knowledge of company management and can undertake the drafting and revision of general documents;
3. The project team works under the leadership of the project leader and deputy leader, and Party A must work closely with relevant departments and personnel of Party A to complete the work on time and with good quality according to the requirements of the project progress;
4. Party B's experts and auxiliary personnel go to Party A's residence to carry out their work, and the transportation and accommodation expenses shall be borne by Party A, and the accommodation standard shall be the standard of a three-star hotel;
5. In order to reduce the project input cost of Party A, all the work that does not need to be completed in Party A's workplace is required to be brought back to Party B's residence by Party B's experts.
VII. Project consulting fee
1, consulting fee charging standard.
The usual practice of consulting service fee is to calculate according to the working hours or working days of experts. Its standard is 1500 yuan (RMB)/expert working hours, that is, 12000 yuan (RMB)/expert/working day. You can also negotiate packaging.
2. Payment method of consulting fee.
Consulting fees shall be paid in installments in proportion. Generally speaking, it is paid in two installments at 7: 3. After the down payment of the project is paid to Party B's account, Party B's experts will go to Party A's residence to start the project within one week. The second payment is made in the middle of the project.
Project implementation plan 2 I. Feasibility
This plan is a combination of real estate marketing theory and practice methods, introduced from the beginning of the project, fully combined with the actual situation of the project, covering investment, design, quality, construction period, image, marketing promotion and so on. As an important basis for guiding the operation of the project, it pays attention to the technicality and operability in the process of project implementation. Although this scheme is different from the "project feasibility study report", it is also based on the feasibility of the project. If the project is not feasible, any plan will lose its meaning.
Second, innovation.
Innovation is the driving force of the development of things and the main means of human survival and development. American scholar S. Aretipp said: "Only scientific creativity can not solve the misfortune and distress of mankind in all fields, and may even increase the potential danger to world life." Innovations in ethics, politics, sociology and religion can answer the "questions" raised by people's trust and mutual assistance. "It can be seen that the principle of innovation is to optimize the living environment and plan human dynamics, which is also one of the most basic starting points of this project planning. The plan has carried out beneficial exploration and innovation from product positioning, marketing, benefit analysis, management mode and many other aspects.
Third, value.
Any planning must be measured in the form of value, and an excellent project planning must be of great value. On the contrary, a worthless project planning cannot be called a good planning. The results of planning should create certain value, and only in this way can planning reflect its own value. According to the actual situation of assets, market and management, this plan has made a scientific and operable value return plan on how to give full play to its inherent value potential, and combined with various projects, it is more convenient for enterprise leaders to make decisions.
Fourth, focus
In the war, concentrating superior forces to attack the key parts of the other side has become the best policy of military strategy. Both military and sports events can achieve the goal of victory. This project is no exception. This plan focuses on and analyzes two key issues of project development, namely, market and capital.
Verb (abbreviation of verb) information quantity
As the saying goes, "Save more sesame seeds for varnish." A good project planning begins with the collection, processing, arrangement and utilization of information, and a good start means half the battle. Therefore, the principle of informatization is the basic principle and key principle of this planning. To this end, we have carried out a lot of pre-planning information collection and sorting work, striving to make this planning closer to the market and promote enterprises to achieve the expected economic and social benefits.