The difference between reward performance and supplementary performance

The increment of performance pay is actually what we call performance pay, which is a kind of salary system based on effective assessment of employee performance, and its theoretical basis is "pay according to performance". Enterprises use performance pay to regulate employees, so as to motivate employees' behaviors, encourage employees to pursue behaviors that meet the requirements of enterprises, and stimulate the enthusiasm of each employee through the adjustment of the income of those with excellent performance and those with poor performance.

Strive to achieve the company's goals. Compared with the traditional wage system, the main characteristics of the performance wage system; First, it is conducive to linking employee compensation with quantifiable performance and integrating incentive mechanism into the relationship between enterprise goals and personal performance; Second, it is conducive to the tilt of wages to outstanding performers, improving enterprise efficiency and saving wage costs; Third, it is conducive to highlighting team spirit and corporate image, increasing incentives and employee cohesion. Performance pay is divided into two parts: basic and reward. Basic performance pay mainly reflects regional economic development level, price level, job responsibilities and other factors, accounting for 70% of the total performance pay; Incentive performance pay mainly reflects factors such as workload and actual contribution, accounting for 30%.