1. Only evaluate and allocate employees' personal performance pay:
Employee's actual monthly performance salary = employee's established performance salary amount × employee assessment coefficient.
2. On the basis of the scheme 1, consider linking it with the overall operating efficiency of the company:
Employee's actual monthly performance salary = employee's established performance salary amount × employee assessment coefficient × company benefit coefficient.
Among them, the company's benefit coefficient = the total amount of performance pay that the company can distribute every month ÷ the total amount of performance pay that the company has established = ∑ (the amount of performance pay that employees have established).
3. On the basis of Scheme II, consider linking with departmental performance:
(A) Department performance wage distribution (a distribution)
Total monthly performance salary of department = total monthly performance salary distributable by the company/[∑ (department weighted value × department monthly assessment coefficient) ]× department weighted value × department monthly assessment coefficient+department monthly reward and punishment amount.
(B) Employee performance salary distribution (secondary distribution)
Actual monthly performance salary of employees = total monthly performance salary that can be allocated by the department/[∑ (employee post value coefficient × number of employees in this position× number of employees? Working month assessment coefficient] ×××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××
Among them, the department's weighted value coefficient = ∑ (the post value coefficient of employees in this department × the number of employees in this position)
4. On the basis of Scheme 3, consider separating the assessment and performance pay of department managers and employees:
In this scheme, the company needs to draw a certain proportion (a%) from the total monthly distributable performance salary as the performance salary of the department manager. In addition, (100-a)% will be distributed among employees.
(1) Performance salary distribution of department managers (a%)
A manager's monthly performance salary = total monthly performance salary that department managers can allocate/[∑ (post value coefficient of each manager × monthly assessment of each manager? Coefficient)] × manager's post value coefficient× manager's monthly assessment coefficient+a manager's monthly reward and punishment amount.
Among them, the total monthly distributable performance salary of the department manager = the total monthly distributable performance salary of the company ×a%
A% =∑ (post value coefficient of department manager) ∑ (post value coefficient of all managers and employees)
(b) Employee performance salary distribution (100-a)%
According to the fact that there are few employees in individual departments of the company, and the performance of departments may be mainly completed by department managers, this scheme considers two schemes: one-time allocation and two-time allocation.
(1) One-time allocation
An allocation requires the company to evaluate all employees in a unified way, otherwise the evaluation coefficient is incomparable.
Employee's monthly performance salary = employee's distributable total monthly performance salary/[∑ (employee's post value coefficient × the number of employees in this position × the employee's monthly assessment coefficient) ]× a certain post value coefficient× the employee's monthly assessment coefficient+a certain employee's monthly reward and punishment amount.
If the employee assessment is handed over to the department manager, it must be allocated in the third way. If it is still only issued once, it can only be assessed according to the theoretical value of performance pay, just like the second scheme.
Employee's monthly performance salary = employee's distributable total monthly performance salary/[∑ (employee's post value coefficient × the number of employees in this position) ]× a post value coefficient× a post employee's monthly assessment coefficient+an employee's monthly reward and punishment amount.
(2) Secondary distribution
See scheme 3. Compared with the third scheme, the only difference is that the performance salary of the department manager is drawn out.
Extended data:
According to Marx's three kinds of labor theory, performance pay is mainly based on the third kind of labor of employees, that is, solidified labor, which is a typical wage system that regards achievements as heroes and determines employees' salary with actual and final labor results.
There are mainly piecework wage system and commission system. According to its original meaning, performance pay should be based on work performance and labor efficiency. However, in practice, because the quantification of performance is not easy to operate, in addition to the piece-rate salary and commission system, we also refer to the extra incentive salary based on employee performance.
The predecessor of performance-based wage system is piece-rate wage, but it is not a simple wage form linked to the number of products, but a wage system based on scientific wage standards and management procedures.
Baidu Encyclopedia-Performance Pay