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Question

欧莱雅建立了由薪资、福利、奖金、利润分享、股权、巴黎培训等众多激励方式组成的激励体系。

薪资

在薪资方面，欧莱雅为员工提供在行业中位于中上水平、富有竞争力的薪资。薪资根据岗位责任与业绩而决定。

宋苏轼《滕县公堂记》：“才有大小，故养有厚薄。”才能有大小高低，所以决定了待遇有高低厚薄。

年终浮动奖金、利润分享

每年年底，根据员工的业绩表现，员工会得到相应的奖励。奖金的幅度完全与业绩挂钩，表现突出奖金也多，表现差的员工甚至拿不到奖金。同时，每年公司还有利润分享计划，拿出一定比例的收益与每一位欧莱雅员工分享。

股权

股权也是一种很重要的激励方式，得到股权奖励的员工也意味着将有更多的机会在海外从事工作或培训。

晋升与岗位轮换

表现优秀的员工，毫无疑问将优先得到职位晋升的机会。欧莱雅有着众多的品牌与事业部以及各种产品线，当公司中某个职位出现空缺时，欧莱雅会优先考虑留给公司内部表现突出的员工，让员工感到欧莱雅用人的灵活性。

培训机会

欧莱雅人视能够被派往法国巴黎总部培训为一种很大的激励。能够被选送到巴黎培训不仅仅是去学习某项技能以及建立内部工作关系，更是一种荣誉，只有表现最突出的经理人才能得到去巴黎总部学习的机会。

与高层沟通

欧莱雅高层与员工的沟通也起到很好的激励作用。例如，创造欧莱雅神话的CEO欧文中2003年初访问中国，与欧莱雅中国员工进行面对面地沟通，表扬他的爱将盖保罗，激励中国的欧莱雅人，为欧莱雅中国的“诗人”们带来了新的梦想与激情。欧莱雅中国公司的总裁盖保罗是一名很活跃的意大利人，他会利用各种机会在各种场合与员工沟通，每一次的新员工培训，他都要亲自参加，向新人介绍欧莱雅，激励他们在欧莱雅实现梦想。

Answer 1

Established by the salary, loreal benefits and bonuses, profit sharing, stock, Paris training approach consisting of numerous incentive system.

salary

In salary, loreal provide staff in industry is above the average, competitive salary. Salary according to post responsibility and performance.

The cane county court shi song is written: "the size, have thickness." To have low, so I decided to the size of treatment have high thickness.

Year-end bonus, profit sharing float

At the end of each year, according to the employee performance, the employee will be rewarded. The range bonus totally performance-related, outstanding performance bonus, poor employees get even. At the same time, the company has profit sharing plan each year, a certain proportion of earnings and every employee share. Loreal

equity

Equity is a kind of very important stimulation, equity incentives employees also means that there will be more opportunities to work abroad or training.

With the job rotation. Promotion

Outstanding staff, no doubt will give priority to get job opportunity for advancement. There are numerous loreal and various product brand and business, when a position in the company, loreal will appear vacancies left inside the company priority outstanding staff, let employees feel loreal and flexibility.

Training opportunities

People can be loreal dispatched to Paris for a big training headquarters of incentive. Can be selected to Paris training not only to learn a skill and working relationship, establish internal is a kind of honor, only the most prominent managers can get to Paris headquarters learning opportunities.

Communicate with the top

Senior staff communication with loreal also have very good incentive effect. For example, the CEO of creating loreal myth OuWenZhong visited China in early 2003, the Chinese employees with loreal face to face communication, praise his love of China, covering Paul incentive for Chinese people, loreal loreal "poets" brings a new dream with passion. The President of the company in China covering loreal Paul is a very active, he will use the italians in various situations and to communicate, every new employee training, he will attend to introduce new, and inspire them loreal loreal in dreams.