How to allocate performance pay is reasonable?

The proportionate share of the benefit salary should try to consider the employees accounted for the big head, the enterprise accounted for the small head, in order to fully mobilize the enthusiasm of the employees to create benefits for the enterprise. \x0d\\\\\x0d\(I) Base determination of distribution. \x0d\\\x0d\\ implementation of responsible cost control unit benefit wage allocation, can be based on the base to determine the allocation program. Generally according to the special benefits, responsibility center, non-responsibility center three levels to determine the base for allocation. \x0d\\\\x0d\(ii) Coefficients to determine the allocation. \x0d\\\\\x0d\\\\ Not practicing responsibility cost or unable to practice responsibility cost control unit benefit salary allocation, can be based on the coefficient to determine the allocation. Mainly according to the position held, the level, the size of the responsibility, the degree of difficulty of the position, the difference between the first line and the second and third line, mental labor and physical labor, indoor and outdoor to determine the distribution coefficient. The distribution program is determined through mass deliberation before distribution, and different coefficients can be determined for distribution according to the main leader, deputy, middle management, engineers and technicians, general management and other personnel. \x0d\\\\\x0d\(3) The specific operation method of coefficient allocation. \x0d\\\\\x0d\1, to determine a scientific and reasonable structure of salary income. \x0d\\\\\x0d\\company combined with the characteristics of the commercial service industry on the traditional hierarchical wage system from the overall new design. \x0d\\\\\\x0d\2, the basic wage system to implement the "post skill wage system". \x0d\\\\\x0d\ main content: \x0d\\\x0d\(1) job wages and labor and personnel system to match. \x0d\\\\\x0d\(2) Skill wages according to the employee's business ability, skill level, with reference to my original grade salary and set up, mainly reflecting the contribution of the employee's accumulated labor. \x0d\\\\\x0d\\(3) adhere to the post skill wages focus on the front-line positions, to the brain labor positions and technically complex positions, hard dirty and dangerous positions, in order to encourage employees to learn culture, business, technology, encourage employees to the front-line positions, to the hard and heavy duty positions to flow, to stabilize the front-line positions of the workforce, to ensure that the enterprise business operations and business activities of the normal functioning of the normal operation. \x0d\\\\\x0d\(3) The total amount of wages depends on efficiency, and individual income depends on contribution. \x0d\\\\\x0d\\(d) The assessment and payment of the salesperson's technical grade allowance. \x0d\\\\\x0d\\(v) Doing a good job in the basic management of internal distribution. \x0d\\\\\x0d\\\ in the management of benefit salary distribution, to economic efficiency to determine the distribution, management, service quality set rewards and punishments, reflected on a monthly basis. \x0d\\\\\\x0d\\(6) Correctly deal with the relationship between the wages of various types of employees within the enterprise. \x0d\\\\x0d\\(1) comprehensively reflect the staff due to different positions, different skills, different responsibilities, different labor performance differences in the formation of differences. Reasonably open the distribution gap, the wage level to open a reasonable grade.