2. N salary system

3. Average

4. Pure assessment

5. Other

(1) Annual salary system. Undoubtedly, it will be cashed in accordance with the established performance appraisal or promised payment method. The year-end bonus will generally not exceed the annual salary range, and it will be exceeded when the assessment is particularly good or special awards are obtained. Other circumstances are within this range. Because these people generally hold important positions in the company, the annual salary rules should be set in advance. If they change temporarily, it will probably affect their mentality and be harmful to the company.

(2) piecework system. No matter whether it is a piece-rate employee or an employee who has both time and piece-rate, if there is no assessment at ordinary times, at the end of the year, it is necessary to determine their score or coefficient according to their position, performance, rewards and punishments, attendance, etc., or simply how much bonus each person will receive on average.

(3) temporary workers. Such employees seem unimportant, but without them, some things in the company will stagnate, which will affect other important work. For example, if the cleaners can't clean up according to the rules, there may be leaders or guests visiting one day, and the company's image may be greatly affected. In this regard, according to the habits of Chinese people, it is better to give corresponding year-end bonuses. If everyone has them, but they don't, how good is it? Let them seek a psychological balance.