It s all HR, why is the salary for performance relatively high?

Many girls will choose HR as their job after graduation, because HR seems to be a very long-term job, they only need to get a qualification, and a little public relations ability can get a relatively decent jobIn human resources, there is such a kind of HR that specializes in employee performance, and their salaries are relatively high, and it is because performance management is a very important part of enterprise management.

Performance management is the top priority of enterprise managementWhen managing employees in an enterprise, employees always want to get the income they deserve. Performance management can be very accurate to measure the performance of an employee in the company, from the attendance system, full attendance reward, working hours, work quality and other aspects to evaluate performance, such a performance system will make employees more follow the employee management system, work enthusiasm will also be very high, it can be said that a special human resources responsible for performance management is very important, they are responsible for the structure of organizational performance management, so they are HR in the sweetheart.

HR responsible for performance management needs to be subjected to a lot of pressure from employees, colleagues who have a good relationship with them and those who have a bad relationship hope that their leave will be eliminated, hope that their performance is perfect, and hope that human resources can be merciful, in fact, this is very offensive to HR responsible for performance management, so HR responsible for performance needs to bear more pressure. And performance determines the morale of employees, if an enterprise does not have a very comprehensive and systematic performance management structure, many cattle will jump ship, many colleagues will be passive slacking, which is very unfavorable to the overall development of the enterprise, so a person who can be responsible for good performance management is very remarkable, they are professional, high entry, fewer employees, but the market competitiveness is very huge, so human resources are not only a person responsible for wages, they are also a very important subject of an enterprise.

For the above reasons, the salary of the person responsible for performance management will be relatively high.

Because performance improves the enthusiasm of employees, it is the practice of more work and more rewards, so everyone is willing to work hard.

Because of performance, the salary will fluctuate, and if the performance is good, the salary can be greatly improved.

The degree of professionalism in performance is relatively high, and the work is relatively difficult, so the salary is relatively high.

Summary. Dear, as for which one is better, it depends on your own conditions. If you have outstanding ability, of course, it is better to choose a high performance salary.

Performance related pay is a wage system in which employees are paid according to the third type of labor, that is, solidified labor, and the actual and final labor results are used to determine the remuneration of employees. [1]

Performance-based pay is divided into broad performance-based pay and narrow performance-based pay, and its basic feature is to link employees' salary income with individual performance. It encourages employees to pursue behaviors that meet the requirements of the enterprise, motivates the enthusiasm of each employee, and strives to achieve the goals of the enterprise.

Is it better to have a higher base salary or a higher performance.

Hello, I'm glad to answer for you, please be patient for a while, and now we are sorting out the answer for you

Dear, as for which one is better, it depends on your own conditions. If you have outstanding ability, of course, it is better to choose a high performance salary. Performance related pay is a wage system in which employees are paid according to the third type of labor, that is, solidified labor, and the actual and final labor results are used to determine the salary of employees and models.

1] Performance-based pay is divided into broad performance-based pay and narrow-term performance-based pay, and its basic feature is to link employees' remuneration income with individual performance. It encourages employees to pursue behaviors that meet the requirements of the enterprise, stimulates the enthusiasm of each employee, and strives to achieve the goal of the company's laughter chain.

The above is all my reply, I hope it can help you and I wish you a happy life

Performance-based pay falls under wages. The total wage refers to the total amount of labor loss remuneration paid directly to all employees of the unit within a certain period of time, and the performance wage is based on the job position where the employee is hired, and the post level is determined according to the technical content of the post, the size of the responsibility, the labor intensity and the environmental advantages and disadvantages, and the total wage is determined by the economic benefits of the enterprise and the price of labor, and the labor remuneration is paid on the basis of the labor sales results of the employees.

[Legal basis].Article 3 of the Provisions on the Composition of Total Wages.

Total wages refer to the total amount of labor remuneration paid by each unit to all employees of the unit directly in a certain period of time.

The calculation of gross wages shall be based on the total remuneration paid directly to the employee.

Performance pay is generally deducted according to the requirements of the job and the standards formulated, and the company has the right to deduct but cannot deduct it at will. When an employee establishes an employment relationship with an employer, the employer shall not illegally impose a fine on the employee, and it is illegal for the employer to illegally deduct the employee's wages, and it is illegal for an enterprise to deduct the performance salary based on the number of fines. Other expenses that may be deducted from the wages of employees as stipulated by laws and regulations.

Article 16 If the employer suffers economic losses due to the worker's own reasons, the employer may require the worker to compensate for the economic losses in accordance with the provisions of the labor contract. Compensation for economic losses may be deducted from the employee's salary. However, the monthly deduction shall not exceed 20% of the employee's salary for that month.

If the remaining part of the salary after deduction is lower than the local monthly minimum wage standard, it will be paid according to the minimum wage standard.

Article 17 An employer shall, in accordance with these Regulations, formulate an internal wage payment system through consultation with the workers' congress, the workers' congress or other forms, inform all the workers of the unit, and at the same time make a copy of the report to the local labor administrative department for the record.

Article 18 The labor administrative departments at all levels have the right to supervise the payment of wages by employers. If an employer commits any of the following acts that infringe upon the legitimate rights and interests of a worker, the labor administrative department shall order the employer to pay the wages and economic compensation to the worker, and may also order the employer to pay compensation:

1) Withholding or defaulting on the wages of workers without reason;

2) Refusal to pay wages for extended working hours;

3) Paying wages to workers at a rate lower than the local minimum wage.

The standards for economic compensation and compensation shall be implemented in accordance with the relevant provisions of the State.

Article 19 Where a labor dispute arises between a worker and an employer over the payment of wages, the parties concerned may apply to the labor dispute arbitration organ for arbitration in accordance with the law. If the applicant is dissatisfied with the arbitral award, he or she may file a lawsuit with the people's court.

The deduction of employees' performance wages must be carried out in accordance with the relevant provisions in the labor contract, and must not violate the relevant rules and regulations of the state. If the employer does not arbitrarily deduct the employee's performance salary or other salary components as required, the employee can apply to the Labor Bureau for arbitration to protect his or her legitimate rights and interests in accordance with the law and avoid property losses.

The essence of performance-based pay is to be more cautious and more rewarding.

Performance-based wages are based on the county, and the basis of the performance salary of kindergartens, elementary schools, junior high schools, and high schools in the same county level is different.

Summary. Performance is divided into basic performance and reward performance, and there is a ratio between the two, which is generally 70%-30% or 60%-40%. There are two parts of basic performance: post allowance and living allowance, and incentive performance appraisal is issued, which is generally issued at the end of the year.

The state has specific standards for post wages and salary scales, which are divided into three types of posts: management, professional technology, and work. The basic salary and performance salary are a little more than the floating salary, such as the basic salary accounts for less than 40, and the performance bonus accounts for more than 60, mainly to encourage entrepreneurial enthusiasm and incentive.

Performance is divided into basic performance and reward performance, and there is a ratio between the two, which is generally 70%-30% or 60%-40%. There are two parts of the basic performance: post allowance and life allowance, and the incentive performance appraisal is issued, which is generally issued at the end of the year. The country has specific standards for post wages and salary scales, which are divided into three types of posts: management, professional technology, and service.

The basic salary and performance salary are a little more than the floating salary, such as the basic salary accounts for less than 40, and the performance bonus accounts for more than 60, mainly to encourage entrepreneurial enthusiasm and incentive.

Generally high performance.

Performance pay consists of four parts: basic salary, age salary, post salary, and incentive salary. The basic feature is to link the remuneration income of employees to their personal performance.

It includes not only the quantity and quality of products, but also other contributions of employees to the business. Although the performance salary paid by the enterprise to the employee also includes several main contents such as basic salary, bonus and welfare, it is not independent of each other, but organically combined. Overall remuneration level (100%) = basic fixed salary + performance salary.

The significance of performance-based pay is:

1. The different wage system of employees' salary income due to their different performance is a floating salary every year, but not a fixed salary that increases permanently. Performance-based pay is not limited to assembly line workers, but can be used for any position in any company, including banks, accounting firms, law firms, etc.

2. The purpose is to identify and reward employees with good performance and encourage everyone to work harder and in a better way.

3. The real performance pay is formalized, not to give some rewards on a whim when you think of it.

Performance pay is another kind of cash benefit that is different from bonuses, and piecework is different, piecework is based on the workload to calculate wages, performance is based on your work-related performance to give incentive wages, if the basic salary of 2000 yuan performance salary should be 7:3 per month.

In fact, there are many types of wages, and there are many names.

Some companies' performance includes piecework, while others are calculated individually.

You simply ask how much money you can get for 2000+ performance, and you can't estimate it at all. Some may be around 2500, some performance is four times the basic salary, you can get 10,000, you can't say, if you want to ask how much you can get, just ask those old workers who are in the same type of work as you can get how much they can get. If you still don't understand, you can continue to ask me.

Performance-based salary: A system in which remuneration income is linked to performance.

Performance-based pay falls under wages. Performance salary is based on the effective basis of employee performance, to achieve a wage system linked to the assessment results, by the basic salary, age salary, post salary, incentive salary four volumes of the type of type. Total wages refer to the total amount of labor remuneration paid directly by each unit to all employees of the unit within a certain period of time, which is composed of the following parts:

hourly wages; Piece; allowances and subsidies; Other.

Article 4 of the Provisions on the Composition of Total Wages is composed of the following six state components: (1) hourly wages; (Zheng Xin2) piece-rate wages; (3) bonuses; (4) allowances and subsidies; (5) Overtime wages; (6) Wages paid under special circumstances.