企业的奖金到底该如何发放（How should bonuses be paid out）.docVIP

企业的奖金到底该如何发放（How should bonuses be paid out） Some time ago, I was in a trading company consulting project, the company is in rapid development period, the companys scale is expanding, the branch is also more and more, at the same time, personnel also increased rapidly. When I was with a branch manager to do the interview, he said to me: now more and more company personnel salary, I now became the largest piece of heart disease, especially when the bonus, I feel like Im dead again. How many bonuses will come out? How are bonuses allocated? How do you evaluate employee performance? How do you hook it up? How to ensure fairness?...... Its all a problem. Bonus! Its my army! His statement is very representative, how to send good bonuses, and thus effectively motivate employees, managers of each enterprise must consider an important issue. Many enterprises are also facing similar problems, how to design the bonus system can effectively motivate employees, improve efficiency and achieve fairness and justice, but also can control the cost of incentives, these problems are not resolved, the companys bonus system not only to the proper incentives, but also because of the decline in the efficiency of the staff, staff mobility, leading to the planning of the enterprise business strategy can not be achieved. Perhaps managers will say, we understand these big truths, motivate employees not only to encourage the spirit, but also material incentives, bonuses. The reason why you will restrain yourself do not give bonus is because the bonus is not good, the operation is not good, but it can not produce incentive effect, but it will attack the enthusiasm of employees. This kind of worry, we often encounter in the process of consulting projects. Or say that the above a trading company, the first time, everyone has a bonus, but the bonus and wage ratio close to 1:1, but the bonuses, the frontline sales staff is not happy, we every day in the outside through rain and wind, the single l s