Here are some common distribution methods:
1. Distribution according to the proportion of shares: If the owners or partners of the company hold different proportions of shares, profits can be distributed according to the proportion of shares. For example, if A holds 60% equity and B holds 40% equity, then profits can be distributed according to this ratio.
2. Distribution according to performance contribution: Profit distribution can be decided according to everyone's contribution to performance. This can be evaluated according to personal sales, customer number, work quality and other indicators. According to everyone's performance, you can give different dividend proportions.
3. Distribution according to job responsibilities: The distribution of profits can also be decided according to everyone's job responsibilities. For example, companies can distribute profits according to the importance and responsibilities of different positions. Senior managers and employees in key positions may get a higher dividend ratio.
The design and implementation of performance pay system is an important issue in enterprise management. In the case of not paying salary bonus according to performance profit, we can explore alternative schemes to motivate employees. One of the alternatives is the bonus system based on performance appraisal, which determines the bonus payment according to the individual performance and team performance of employees. Another option is the equity incentive plan, which distributes shares or equity units to employees so that they can share the growth and success of the enterprise.
To sum up, in addition, we can also consider providing additional benefits, such as flexible working hours, training opportunities or employee care programs, to increase employee satisfaction and loyalty. The design of performance reward system should comprehensively consider the specific situation and objectives of the enterprise, and fully communicate and participate with employees to ensure its fairness, transparency and feasibility.
Legal basis:
Labor Law of People's Republic of China (PRC) (revised 20 18);
Article 50
Wages should be paid to the workers themselves on a monthly basis in the form of money. The wages of workers shall not be deducted or delayed without reason.
According to the company's situation and legal provisions, profits can be distributed by means of equity ratio, performance contribution or job responsibilities. The distribution plan should comply with laws and regulations, respect the contract and fully communicate and negotiate. It is recommended to seek the opinions of professional lawyers or financial advisers to ensure legal compliance. In addition, the performance reward system can also be used as an alternative. To motivate employees through performance appraisal, equity incentive or providing additional benefits, it is necessary to comprehensively consider the situation and objectives of the enterprise and fully communicate with employees to ensure fairness, transparency and feasibility.