The difference between skill salary and basic salary+performance salary in the tertiary industry of Danyuan Group

The composition of wages is becoming more and more diversified, including basic salary, post salary and performance salary. Have you distinguished these three kinds of wages? The following is the difference between basic salary and performance salary carefully recommended by Bian Xiao, hoping to help you.

Difference between basic salary and performance salary 1

basic wage

Basic salary is the salary to ensure the basic needs of employees, also known as standard salary. Employees provide remuneration for normal labor income within legal working hours.

performance pay

Performance pay is determined according to the operating efficiency of enterprises and the performance of individuals. Generally speaking, basic salary and post salary are fixed, while performance salary is floating.

The difference between post salary and performance salary

Basic salary includes post salary.

The post salary is different from the basic salary. General structural wage consists of four parts:

1. basic salary: it is the part of salary that guarantees the basic livelihood of workers and is necessary to maintain the reproduction of workers' labor force.

2. Post (post, technical) salary: determined according to the business technical requirements, working conditions, responsibilities and other factors of different posts (posts). With the change of work, the salary of the post (post, technology) also changes.

3. Annual salary: based on length of service, combined with attendance and work performance.

4. Floating salary: also known as performance salary, it is determined according to the operating efficiency of the enterprise and the performance of the individual.

Employee performance evaluation system

Rule number one. Job performance appraisal, referred to as appraisal for short, aims to grasp the actual working conditions of each employee through regular evaluation of the employee's work performance and working ability, and provide objective and reliable basis for employee's education and training, job transfer, salary increase, promotion, reward and commendation. More importantly, through these evaluations, employees can be encouraged to improve their work in a planned way to ensure the requirements of the company's business development.

Second, the principle of performance appraisal.

1. The purpose of performance appraisal is not to create the gap between employees, but to find out the advantages and disadvantages of employees' work realistically, so as to foster strengths and avoid weaknesses and improve and enhance them;

2. Performance appraisal should be based on the specified assessment items and their facts;

3. Performance evaluation should be based on confirmed facts or reliable materials;

4. The performance appraisal should be based on the principle of fairness from beginning to end. Never allow corruption.

Article 3. Scope of application.

This rule applies to all employees of the company, except the following personnel.

1. Employees who started to enter the company during the assessment period;

2. Being absent from work for more than 30 consecutive days due to personal reasons, illness or injury;

3. Being absent from work for more than 75 consecutive days due to work-related injuries;

4. Persons who have resigned on the date of implementation of the evaluation, but are still in office during the evaluation period.

Article 4. There are three kinds of employee assessment in the company: probation assessment, peacetime assessment and year-end assessment.

(1) The personnel appointed according to the company's personnel rules will be on probation for three months. After the probation period has expired for three months, you should take part in the probation officer assessment, which will be conducted by the supervisor of probation department. If the supervisor of the probation department thinks it is necessary to shorten or extend the probation period, or reassign it to other departments for probation or dismissal, a probation assessment form shall be attached, indicating the specific facts and circumstances and submitted to the manager for approval. The extended probation period shall not exceed 3 months. The appraiser shall supervise the appraiser to submit the experience report during the probation period.

(2) Assessment at ordinary times

1. The heads of all departments should assess the work efficiency, conduct, attitude and knowledge of employees every month, and those who have special merits and demerits should report rewards and punishments at any time.

2. Employees' rewards and punishments for absenteeism should be recorded in the leave book in detail to provide reference for assessment.

(3) year-end assessment

1. At the end of February every year, employees hold total assessment 1 time.

2. During the examination, as the head of each department for the initial examination, refer to the fake attendance records of the usual examination records and personnel records, and fill in the examination form for review.

Article 5. The assessment year is 10/month 1 day to February 1 day.

Article 6. evaluation criteria

(1) Type of personnel evaluation.

Personnel evaluation can be divided into two types:

1. Competency evaluation refers to the evaluation of employees' ability to hold a certain position at a certain time with reference to functional standards.

2. Performance appraisal refers to evaluating the work completion of employees in a certain period of time with reference to post standards.

(2) Personnel assessment must master the ability.

The ability to grasp and evaluate in personnel assessment is the ability to undertake the post, including potential ability and obvious ability. Potential ability is the inherent ability that employees have and can develop; Apparent ability refers to the efforts made by employees in their work and is shown in their work performance. Potential ability can be grasped according to knowledge, skills, physical strength and experience. The obvious ability may be grasped by job performance (quality and quantity) and attitude towards work. Specifically including:

Knowledge, potential ability, physical strength, ability, experience ability, obvious ability, work performance and quality, attitude

Article 7. Assessor's responsibility.

1. The first evaluator must stand in the position of direct supervision, and must indicate the scores and comments that he particularly wants to emphasize and the matters that have a significant impact on the evaluation.

2. The position and rank of the second appraiser must be higher than that of the first appraiser. Points and comments that need special emphasis, or places that are obviously different from the initial evaluation, must be indicated.

Especially in the case of significant differences from the first evaluation, it is necessary to listen to the opinions of the first evaluator, discuss with each other when necessary, and adjust the evaluation.

In the case that it cannot be adjusted. At least tell the first appraiser the results of the second appraisal.

3. Referees and adjudicators should make final comments with reference to the evaluation report.

4. Departments with fewer job levels can omit the second assessment.

5. In order to make the personnel evaluation fair and reasonable, the appraisers must follow the following principles:

(1) Evaluation must be based on specific facts observed in daily business work.

(2) It is necessary to eliminate the prejudice of ill feelings and sympathy for the examinee, eliminate all kinds of superior concerns, and make an evaluation according to your own beliefs.

(3) Evaluators should guide and educate the evaluated according to their own evaluation conclusions.

(4) In the process of assessment, attention should be paid to strengthening communication and ability training between superiors and subordinates, and through the self-examination form filled out by the assessed, we can understand the self-evaluation of the assessed and the opinions and suggestions to the superior, so as to achieve mutual understanding between superiors and subordinates.

Eighth, the application of assessment results.

In order to apply the evaluation results to the development and utilization of employees' abilities and the handling of personnel management, the following measures are taken:

1. Education and training.

Managers and education leaders should take the results of personnel evaluation as reference materials when considering education and training. Therefore, mastering education and training is the key to developing and utilizing employees' abilities.

2. Mobilization and distribution.

Managers should consider the results of dispute evaluation when deploying personnel or changing jobs, and master the ability of employees to adapt to work and environment.

3. promotion.

When you are promoted according to the functional qualification system, you should take the comments of ability and performance appraisal as reference materials. According to the requirements of the functional qualification system, standardize the evaluation opinions.

4. Raise your salary.

On the occasion of annual salary increase, refer to the opinions of ability assessment and decide the salary increase.

5. Reward.

In order to make the distribution of rewards correspond to the contributions made, we should refer to the opinions of performance appraisal.

Article 9. Feedback of assessment results: the department manager tells the assessed himself about the assessment results, assessment contents and process through interviews, and points out the direction of future efforts, the main points of self-cultivation and development, and the corresponding expectations, goals and conditions.

Article 10 Storage and use of evaluation forms

(a) check the custody of the form.

1. custodian.

The checklist shall be kept by the designated custodian.

2. Storage period

The evaluation report shall be kept for ten years from the date of completion. However, the examination forms related to retired and resigned personnel shall be kept for one year from the date of retirement and resignation.

(2) Contents of the form.

When managers need to consult about an employee's personnel problems in their work, they can consult the custodian of the assessment form.

Article 11 Training of inspectors

(a) after obtaining the qualification of examiners, they must undergo the training of examiners.

(2) Training includes:

1. Understand the structure of the evaluation system;

2. Confirm the evaluation provisions;

3. Understand the evaluation content and project;

4. Unified assessment benchmark.

Article 12 The human resources department is responsible for the planning and specific organization of performance appraisal.

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The difference between basic salary and performance salary II

First, the meaning of basic salary and performance pay

(A) the meaning of basic salary

The basic salary of workers is calculated according to the wage standard stipulated in the labor contract or the rules and regulations of the state and enterprises. Also known as standard wage. Under normal circumstances, basic salary is the' main part' of employees' labor remuneration.

Basic salary, that is, the basic component of the amount of wages earned by workers. It is paid by the employer according to the stipulated wage standard, which is relatively stable compared with other components of wages. Specifically, in enterprises, the basic salary is the salary approved according to the position, ability and value of employees, which is the basis of employees' job stability and the guarantee of employees' sense of security. The same position can be divided into different grades according to ability.

(B) the meaning of performance pay

Performance pay is divided into broad performance pay and narrow performance pay. Performance pay in a broad sense is also called performance pay, performance pay or pay linked to assessment.

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.

Performance pay system can improve work performance. If it can play a better role, employers must be sure that they can effectively evaluate job performance. The traditional performance-based salary system is usually individual performance, and the form of recognition for employee performance improvement is usually to increase the basic salary within the specified time every year.

Performance pay is a salary system based on effective assessment of employees' performance, which links wages with assessment results. Its theoretical basis is "reward according to performance". Enterprises use performance pay to regulate employees, thus encouraging employees' behavior. By adjusting the income of winners and losers, they encourage employees to pursue behaviors that meet the requirements of enterprises, stimulate the enthusiasm of each employee, and strive to achieve enterprise goals.

Second, the basic salary and performance pay factors

(A) the basic wage factors

The main conditions for determining the basic salary are: the economic level of society and enterprises, the working conditions of enterprises, and the heavy and complicated degree of labor in production and jobs.

Under the same circumstances, the basic salary of employees generally reflects the differences in their working ability, professional and technical level and responsibilities. It largely determines the income level of employees. The minimum amount of basic salary shall ensure the basic living needs of the employees themselves and their average dependent population.

(B) factors affecting performance pay

1. Performance pay should have a specific cash date and be cashed in time. There should be no delay. For example, it should be sent on the 5 th of every month, so it should not be delayed until the 6 th. If there are special reasons for the delay, you should explain it clearly to the employees. Let employees have clear and specific expectations. The company's message to employees is that the performance pay system is strict. Be a high-performance employee, and you will be rewarded in time. This performance-based salary system creates an environment in which efficient employees will be rewarded and become the driving force for shaping corporate culture.

2. On the premise of reasonable performance indicators, we advocate increasing the ratio of "performance salary/fixed salary". For example, it can be 100% or even 150%. By then, employees will be full of energy and work harder to create wealth for the company.

3. The employees of the whole company should have performance pay, not some people (such as business people) and some people. Employees should be made to understand that as long as someone in the company works hard and improves their performance, the company will know and reward employees. The performance of employees is that if all employees in the company only have 1% profit, they should also share it with everyone.

4. When the company formulates the performance pay system, all employees should be involved. The process of participation is a good communication and training process, and it is also a process for companies and employees to find problems and establish confidence in successful implementation.

In short, both basic salary and performance salary belong to our salary classification and are influenced by certain factors. The basic salary is mainly influenced by the overall environment of the country's economic development level, and everyone's level is not much different; However, performance pay is influenced by many factors, the main factor is personal ability, which can also motivate employees' work and promote the development of the company to a great extent.