Difference between year-end bonus and monthly performance

The difference between monthly bonus and year-end bonus is as follows:

1. Monthly bonus refers to the unlimited reward given to employees in the last month at the end of each month, which is an affirmation of their work performance in the last month.

The year-end bonus refers to the uncapped reward given to employees by enterprises at the end of each year, which is an affirmation of the work performance in the past year.

2. The reward amount is different, and the monthly bonus is not as high as the year-end bonus.

3. The amount and form of monthly bonus and year-end bonus are generally adjusted by the enterprise according to the situation. A good monthly bonus and year-end bonus method should have a good assessment index, assessment method, distribution rules and other corresponding systems, which can effectively motivate employees and increase enterprise cohesion.

There is a difference between performance award and year-end award. The difference between the two is that performance awards strengthen the foundation of performance awards, while year-end awards are more based on the situation of enterprises and bosses.

The salary structure of modern enterprises is mainly composed of salary, performance, bonus (year-end bonus and special bonus) and welfare (statutory welfare and supplementary welfare of enterprises).

Performance bonus, also known as one-time bonus, the essence of performance pay is "post value deposit". It is a one-time reward given according to the results of employee performance appraisal, that is, in the case of incomplete matching between people and posts, the enterprise splits the salary level of the corresponding post into two parts, one part is fixed and the other part is paid according to performance adjustment. Performance bonus will not be fined for poor performance.

4. The year-end bonus refers to the uncapped reward given by the enterprise to employees at the end of each year, which is an affirmation of the work performance in the past year; The amount and form of the year-end bonus are generally adjusted by the enterprise according to the situation. A good year-end bonus method should have a good assessment index, assessment method, distribution rules and other corresponding systems, which can effectively motivate employees and increase enterprise cohesion.

Performance bonus salary structure

1, the enterprise average performance award refers to the average redistribution of a certain proportion of the enterprise's profit income last month or last quarter.

2. The post performance award generally refers to a certain proportion of the profit income of the department, and the collaborative service department without income adopts certain standards to balance it.

The above contents are related answers. Performance bonus mainly depends on the performance of employees. The year-end award is given by the company according to its own situation. Generally speaking, performance bonus is not as much as year-end bonus, but it is very high for some sales companies.

I. Composition

The main contents of the bonus system are:

1, reward indicator

2. Reward conditions

3. Award scope

4. Reward cycle

5, the extraction and distribution of incentive funds

Second, the characteristics

1. Bonuses are highly targeted and flexible.

Incentive compensation has great flexibility, and its standard, scope and reward cycle can be flexibly determined according to the needs of the work, so as to motivate a certain job in a targeted manner; It can also restrain some problems and effectively adjust the demand for labor quantity and quality in the production process of enterprises.

2. Make up for the shortage of time and piece rate in time.

Any wage form and wage system has functional characteristics and functional defects. For example, hourly wages determine labor remuneration from personal technical ability and actual labor time, which is difficult to accurately reflect the frequently changing surplus labor; Piece-rate wages mainly reflect the results of labor from the quantity of products, and it is difficult to reflect excessive labor in high-quality products, raw material saving and safe production. These can be made up by bonuses.

3. Bonuses have an incentive effect.

In this wage system and form, bonus has the strongest incentive effect, which comes from the income difference formed according to individual labor contribution. Taking advantage of these differences, the income and labor contribution of employees are linked together, which plays a role in rewarding the advanced and spurring the backward.

4. The income is obviously different.

5. The income generated by bonus distribution is unstable.

legal ground

Provisions on the composition of total wages

Article 3 Total wages refer to the total labor remuneration paid directly by each unit to all employees of the unit within a certain period of time.

The calculation of total wages should be based on all labor remuneration paid directly to employees.

Article 4 The total wage consists of the following six parts:

(1) hourly wages;

(2) piece rate;

(3) bonuses;

(4) Allowances and subsidies;

(5) Overtime pay;