1. Design of performance appraisal mechanism of the company and department
Using the balanced scorecard method, the performance indicator system is designed according to the four major areas of finance, customers, internal processes, and learning and growth around the company's overall goals.
The company's vision and goals determine the selection of key performance indicators
The Balanced Scorecard has four types of indicators:
- Finance: What should Dragon Sourcing focus on to be successful financially?
- Customers: What should Dragon Sourcing show its customers in order to achieve better performance?
- Internal processes: How does Dragon Sourcing manage internal operational processes to meet customer needs and create value for the company?
- Learning and growth: Is the company improving its ability to innovate and improve?
The relationship between the four types of indicators:
- The learning and growth indicators represent the company's long-term development capabilities and support the improvement of the company's internal operational processes
- On the one hand, internal process indicators support customer indicators, and at the same time, they support financial indicators together with customer indicators, and ultimately create value for the company
2. The overall framework for the design of individual assessment and salary incentive mechanism
Salary Level:
- Identify the main factors that affect the level of compensation incentives
- Develop a company's compensation strategy
- Determine the level of total compensation for employees as a reference
Salary Structure:
- Clarify the main components of the company's salary structure
- Based on practical experience and the nature of the department, determine the salary structure and proportion of various departments
- Determine various salary adjustment and evaluation methods
Total Remuneration Control:
- Identify the factors that affect gross wages
- Develop a methodology for measuring gross wages
Salary Assessment:
- Support/Project Classes
- Performance bonuses for department managers
- Employee performance bonuses
- Sales
- Performance bonus for the general manager of the center
- Employee performance bonuses
3. Incentive bonuses are issued
There are three types of bonuses: fixed salary, variable salary, and benefits/allowances.
- Short-term performance incentives for support/project personnel: 70% bonus will be paid monthly according to quarterly performance evaluation, and 30% will be paid according to the general evaluation at the end of the year;
- Short-term performance incentive for sales personnel: 40% bonus will be paid monthly, and the rest will be paid according to sales won;
- Other incentives: Bid incentive bonuses and payment collection incentive bonuses will be assessed and issued at the end of the year.
#全文共56页PPT, the limited space is limited only to show the part, see the end of the article for download#
How to download this article:
Due to the limited space, "Company Performance Incentive Mechanism Design Plan: Company and Department Performance, Personal Assessment and Salary Incentive" a total of 56 pages, we have sorted out a complete electronic format for you, how to get the source file to share Collection Learning: Please click on the top of the home page of this headline number Si letter to send "management" 2 words.