Redesign Of The Year-end Bonus Scheme For Shenzhen ST Company On Profit And Revenue Sharing

As a modern enterprise incentive mechanism,year-end bonus often reflects the enterprise management model for talents.Many corporate organizations place the year-end bonus as an important part of human resources management and pay system,so as to enhance the attractiveness of talents and retain the key staffs.Meanwhile,a proper year-end bonus system design involves the vital interests of enterprises and employees,and the external environment enterprises facing must be fully taken into consideration,coupled with the characteristics of their own development,thus,the incentive effects can be successfully obtained.In this paper,ST company is chosen as the analysis object.Based on the real situation of ST companies,its current year-end bonus system is analyzed and designed,for the purpose of using is as an incentive lever to attract talents,cultivate talents,use talents and retain talents.This paper firstly introduces the current distribution status of its year-end bonus.And then questionnaires as well as interviews are conducted on employees' perceptions and evaluations of year-end bonus accordingly,which turns out the existing problems of ST Ltd year-end bonus incentive mechanism:(1)Lack of fairness and dampen employee enthusiasm;(2)Lack of scientific performance appraisal model;(3)Pay less attention to intrinsic demands of the employees;(4)Determine and distribute at random,lack of standard year-end bonus system.To solve the above problems,the concept of profit and profit sharing ? employee motivation theory and related theory are referred and used,then put forward the optimal design scheme for the incentive mechanism and the corresponding safeguard measures.Compared to the previous scheme,the highlights of the new designed system are as follows:1.The implementation of the profit sharing and revenue sharing,united effectively,reflects the incentive of the year-end bonus system to the utmost extent.Reflect the integrity and dynamics.Enterprises?organizations and individuals will be closely linked together,sothat employees not only are concerned about their own performance output,but take the performance of enterprises and organizations into account.2.The basis and the standard of year-end bonus paid is established.Improve the staff fairness and recognition for the year-end bonus.The results of this study not only can help ST company to solve the existing problems,but to be helpful to the other similar types of small and medium-sized enterprises.