How to calculate the performance bonus of human resources department?

Generally speaking, the design of employee performance bonus can be divided into three categories according to its source: ① commission system, ② quota system and ③ decomposition system. See what kind of bonus the enterprise implements. Specific analysis of specific problems.

Commission system can be further divided into profit commission, sales commission and sales commission.

Profit commission includes commission according to actual profit amount and commission according to actual profit rate. Regardless of the profit amount or profit rate, the profit commission must be the actual profit amount multiplied by the corresponding point, so the profit commission depends on the actual profit amount and the corresponding point of the assessed or the actual profit rate and the actual profit amount.

The sales commission is calculated according to the sales volume of the products. Usually, different kinds of items have different commission amounts. Once there are too many kinds of products in an enterprise, the sales commission will be simplified accordingly. The actual sales of various products will be converted into the number of standard products, and then the commission will be calculated by multiplying the commission of a single standard product number by the converted standard product number.

The sales commission is calculated according to the sales of the products. Usually, the sales amount of different channels is different, and the sales amount of different products is also different. For FMCG enterprises, the commission of direct sales channel and distribution channel are different; The unit price of different products is different, and the commission of natural sales amount is also different.

The quota system means that the performance bonus of employees is designed according to the proportion of annual salary (in fact, the performance bonus is designed according to the proportion of monthly salary, that is, the total annual salary is divided by 12 and then distributed according to the proportion of annual salary) or the year-end N salary. For example, the performance bonus of supervisors accounts for 30% of the annual salary, and the performance bonus of managers accounts for 50% of the annual salary; Ordinary employees are paid double at the end of the year, and cadres are paid three at the end of the year.

The decomposition system means that the employee's performance bonus comes from the total bonus of the department MINUS the total bonus of other employees in the department. Because the total bonus of the department = the total bonus of the enterprise-the total bonus of other departments, and the performance bonus of employees in the decomposition system = the total bonus of the enterprise-the total bonus of other departments-the bonus of other individuals in the department. The total bonus of the enterprise is directly accrued according to the profit, so the decomposition system is to distribute the actual profit of the enterprise from top to bottom and afterwards. The incentive period is long and the incentive effect is not obvious enough (the degree of incentive depends on the actual operating profit of the enterprise), which is not suitable for front-line employees and is more suitable for the performance bonus design of middle and senior employees.