1, annual risk salary.
Employees who operate well in the company can get a full salary for one year, including basic salary, risk annual salary and incentive annual salary; Employees with poor business performance can only get annual salary. The implementation of the annual salary system can make employees' gray income clearer and stimulate employees to enhance their risk awareness.
2. Stock option incentives.
Enterprise managers and employees enjoy the right to distribute enterprise income commensurate with the scale of human capital, and the specific measures are as follows:
A, income joint-stock system, on the basis of assessment, business operators convert part of their income into shares of the company, and employees enjoy the company's equity dividends according to the shares.
B, set up a management unit, so that employees can obtain operating income in the form of company shares. When employees leave the company, their shares will automatically disappear.
C, the establishment of stock options, so that business operators have the right to buy a certain share of shares at a certain price at a certain time in the future.
3. Skill salary based on work.
The post technical wage system is the innovation of the post wage system, which forms a wage system that pays attention to personal knowledge and skills and urges employees to increase their wages through the improvement of personal quality. Different from the post salary system, the salary of the undertaker is determined simply according to the characteristics of the post itself, but the key factor to determine the salary is the ability of the timid person to complete the work when taking responsibility.
According to this salary system, the company greatly attracts employees with high knowledge level and strong ability, and at the same time reduces the possibility of such personnel losing from the company; On the other hand, it can also motivate employees to continuously improve their own abilities and ultimately make greater contributions to the enterprise.
4. Staff attendance reward, sales reward and profit distribution.
In addition, we should also pay attention to the comprehensive evaluation of employees' work attitude and behavior, consider the proportion of employees' "behavior patterns" in salary distribution, and avoid the negative effects of evaluating salary only by job performance.
Because those employees who try their best to provide quality services to customers, on the one hand, encourage the corporate culture or values of the enterprise, on the other hand, have a potential role in promoting the economic benefits of the enterprise. If you are not sure of their efforts, their enthusiasm and enthusiasm for work will be hit.
5. bonus flexibility system.
Remuneration is a part of salary. Compared with salary, the main purpose is to reward employees when they make extra contributions to the company.
6. Self-help welfare system.
On the premise of fairness, the benefits enjoyed by employees are closely related to their job performance. The performance appraisal system of each department is different, and the regular performance appraisal results of employees will determine the difference of salary grades, with the aim of encouraging employees to compete for the upper reaches and eliminating the disadvantages of welfare egalitarianism.