Corporate performance issues, questions about performance management.

Every company has its own different management model.

As long as the money paid to you is not lower than the local minimum wage, it is legal.

As for whether it is reasonable or not, justice is in the hearts of the people, everyone has a scale in their hearts, then you need to weigh it, if the company's approach is outrageous, use your legs to speak.

Addendum: How to put it, the labor problem has always been an intractable problem, and there is no universal fair calculation standard.

The labor law stipulates that overtime pay must be paid for overtime, but the standard of basic salary is not specified in the law, and it is set by each company itself, and the law only stipulates the minimum standard of wage income. In addition, it should be noted that the basic salary, overtime pay, and night shift allowance that have not been paid cannot be regarded as private property, you say.

Strictly speaking, your problem is not a business financial problem, it is recommended that you go to the legal classification you know and then consult a legal professional.

Hello! I am the company's HR Performance Manager, Individual:

1. The basic salary is 3700, and the performance of another operator: the calculation method of a fixed salary and performance bonus of an enterprise, the ratio between which is fixed: 8:

2 If it's 8:2, then your performance bonus will be 925 yuan, 6:4, if 6:4.

There will be $2,467 and your pre-tax income will be $4,625 or $6,167. Then also bear part of the deduction of social security, provident fund for individuals, respectively 11 and 12 salaries, the remaining salary of 3561 or 4749 yuan, after tax $3400-4500, according to the current tax calculation formula. Wish.

The concept of performance is very broad, it can be a result, it can also be the efficiency of our work, the benefits of our work or the attitude towards work, interpersonal relationships, diligence and so on. It can be said that as long as there is a goal, an organization, and a work, there must be a performance problem, and in short, performance is everything we want.

It can also be said that it is an outcome, but if some factors have a significant and direct impact on the outcome relative to others, the significance of performance is equated with these factors. It can also be said that performance is first and foremost an outcome, and when the influence of other factors on the outcome is relatively constant, and changing a particular factor can promote a good outcome, controlling these factors is equivalent to controlling performance when the same sales are stimulating.

There are five key factors that affect performance:

The worker's own attitude, work skills, knowledge, IQ, EQ, etc.;

The objectives, plans, resource requirements, process control, etc. of the work itself;

working methods including processes, coordination, organization;

The working environment, including the cultural atmosphere, the natural environment and the working environment;

Management mechanisms, including planning, organizing, directing, supervising, controlling, motivating, feedback, etc.

Each of these specific factors and details can have a big impact on performance. Controlling these factors is equivalent to controlling performance. The manager's management goals are essentially these factors that affect performance.

To do a performance appraisal, it is best to consult a professional management consulting company like Hongzhiruida.

Article 30 of the Labor Contract Law stipulates that the employer shall pay the employee labor remuneration in full and in a timely manner in accordance with the contract agreement and the provisions of the state. If the employer is in arrears or fails to pay the labor remuneration in full, the worker may apply to the local people's court for a payment order in accordance with the law, and the people's court shall issue a payment order in accordance with the law. Those who do not pay performance bonuses or sign labor contracts can apply for labor arbitration, but it is best to negotiate with the employer before arbitration and ask the employer to pay and make up social insurance.

If you arbitrate, you can go to the local labor arbitration department.

From a small to a big company, it must take the road of management, and the more it wants to develop, the more it will pay attention to management.

When the company is small, there are not many employees, and the employees work together in solidarity and cooperation, and the leaders also care for the employees. If an employee has difficulties or is in a bad mood, the leader will give timely help.

When the company grows bigger, the company's leaders often go out on business trips to study, learn various advanced management concepts and even introduce new management personnel. This covers the company's culture at all stages, and various systems will emerge one after another. Employees will also be shaken by changes in the company.

In one case, the company develops better on the original basis, and employees have better platforms and opportunities. In another situation, the company only uses the system to manage employees, especially the performance management that is now more popular, and the performance and wages are deducted, which causes employee dissatisfaction.

If the company wants to do a good job, ethics and systems complement each other, and they must be humane, and a cold system will cause employees to be disgusted. For example, the company's previous measures for the sake of employees have been cancelled.

Therefore, whether a company is suitable for long-term development can look at the old employees, the company culture, and the company system. But a performance-only company is not an ideal company.

7、c8、a

9、b10、c

11、c 12、d

13、c 14、d

15、d16、d

17、d18、a

19、c20、b

21、b22、c

23、d 24、b

25. I studied human resources. This topic has been done. It's all right.