instant noodle richest man

Next comes the most exciting year-end bonus, and Jia Yapeng has always had a philosophy about year-end bonuses, that is, either give them a lot or give them a little.

Only if you give a lot, such as a year-end bonus of 6 months at a time, will people remember your kindness. If you give a little, then only give it about a month. Anyway, just show your intention and it will be enough.

The most taboo thing is to give someone in the middle, which neither pleases nor saves money.

And Jia Yapeng has always been generous with money. If he earns more, he should pay more to the workers. Only in this way can we have cohesion. Nothing is real these days, and money is still the most real.

Only when the benefits you provide to workers far exceed those of other companies can you gain cohesion that other companies cannot match.

So Jia Yapeng then said with a smile on his face, "Everyone, I just said that everyone is the owner of the company. If the company makes money, everyone can also make money. So I plan to use 10% of all profits made by the company this year as the year-end

Prizes are given to everyone!”

"And this will also become the company's future tradition. From now on, the company's annual year-end bonus will be 10% of all the profits the company made last year. If the company made more last year, everyone will naturally make more!"

"The company's net profit last year was 52.88 million yuan. Let me give you a round number. This time, the company will take out 5.3 million yuan in one go and give it to everyone as a year-end bonus!"

"Bah bang bang!" Everyone in the entire venue started to applaud crazily. Basically, everyone present can count. If more than 3,000 employees score 5.3 million bonuses, wouldn't everyone be able to get nearly

A year-end bonus of 1,800 yuan?

If calculated based on the current monthly salary of 200 yuan, then each person will receive a year-end bonus equivalent to half a year's salary. This is really a huge reward!

All the workers became excited and looked at Jia Yapeng eagerly, wanting to see how Jia Yapeng distributed the reward. Jia Yapeng continued to say.

"In order to distribute this bonus as fairly and justly as possible, I decided to introduce an internationally advanced performance appraisal mechanism to evaluate everyone's work last year. After the appraisal, you will be able to get a performance score. Through this performance score, you will be able to get a performance score."

Distribute this year-end bonus totaling NT$5.3 million!!"

"So how is this performance score calculated?"

"First of all, it will be calculated based on your length of service, based on one year. If you have worked continuously in the company for more than one year, you will get 1 performance point!"

After Jia Yapeng finished speaking, he paused, and the workers began to discuss it. Most of the workers present had no opinion on this point.

Because among the 3,000 workers, except for a few hundred workers who started working last year, most of the workers only joined Daqian Group this year, so everyone is on the same starting line, so naturally there is no opinion.

A few hundred workers will be happy. Many of them started working with Jia Yahong’s parents 10 years ago. Then they can get 10 performance points in one go, which is a lot of extra points.

Money!

"Secondly, it is calculated based on your working hours this year. Except for the national statutory holidays every year, everyone's working hours are fixed throughout the year. For example, the legal working days this year are 251 days, a total of 2008 hours!"

"Then based on these 2008 hours, for every 100 hours your working hours increase this year, you will get 1 performance point. If you are 100 hours less than this time, your performance points will also be reduced by one point!

"

"Of course, taking into account some force majeure in life, employees who take leave due to reasons such as maternity leave and work-related injuries will have their leave calculated according to normal working hours. In the case of sick leave, this will be determined by the specific performance appraisal department based on

It will be decided on a case-by-case basis!”

"Secondly, based on your full attendance assessment in the company this year, if you achieve the full attendance goal this year, that is, go to work on time and leave on time every day, you will be rewarded with 5 performance points. If one day

If you fail to pass the attendance check, 1 performance point will be deducted. If it exceeds 3 days, 2 points will be deducted, if it exceeds 5 days, 3 points will be deducted, if it exceeds 7 days, 4 points will be deducted, and if it exceeds 10 days, all points will be deducted!"

"By the way, if it exceeds 20 days, the company will settle your salary directly with you, and you can leave."

"Finally, we will establish a separate performance appraisal department. The staff of the department will be responsible for inspecting the work unit every day. Once any behavior that violates work discipline is found, performance points will be deducted according to the actual situation. There will be no breakdown here.

Let’s talk!”

"Similarly, the company also encourages those who have made positive achievements for everyone. For example, you have improved the production process at work, or you have discovered production loopholes at work, or you have reported some people who have privately harmed the company's interests.

Behaviors. Even if you fail to do these, but you have done your job very well, the performance department will also reward you!"

"Remember, there is no upper limit to this reward. As long as your contribution is high enough, the performance department will give you performance appraisal points of the same value, even if it is 10,000 points or 100,000 points. As long as your contribution is worth this number,

We will recognize your achievements!!”

"I am directly responsible for the performance appraisal department. Any leader will be evaluated by the performance appraisal department. They have no right to interfere in this department. So you remember how much you have contributed to the company and whether you have worked hard and seriously.

We all see it!"

"Bah, bang, bang!" The audience immediately burst into even more enthusiastic applause. Many employees were happy to hear this, but some were covered in sweat.

Most of these happy and excited employees are employees who are usually diligent and have a personality like old scalpers. They just keep their heads down and work honestly, but when it comes to allocating rewards, the benefits have nothing to do with them.

It's for those employees who are smooth-tongued, flatter their bosses, and so-called exciting employees!

Now the company has released a new performance appraisal mechanism, and these mechanisms at least sound very fair and will reward employees who work diligently, which has won the love of most employees.

The performance appraisal department is directly managed by the chairman, which eliminates the possibility of some bad leaders and employees getting in the way. This is something that makes employees more satisfied.

"Okay, everyone, be quiet!" Jia Yapeng waved his hands, and then said with a smile, "The performance appraisal department will officially start operating next year, so this year's year-end bonus will not take into account the performance points of the performance department for the time being. It will first be based on working years.

Working hours and perfect attendance are all hard indicators recorded by the company for assessment, and then the year-end bonus is distributed!"

"Long live!"

The workers in the audience cheered, and many staff who had been prepared for a long time suddenly appeared from every corner. They all had a list in their hands and a large suitcase with envelopes with their names beside them.

Jia Yapeng has actually prepared all the year-end bonuses for all workers this year one day in advance, and just pays them directly according to their names.

At this time, most of the workers were very honest and willing to work, so they basically received full attendance and full working time performance points, which is 5 performance points for each person.

Except for those few old employees with several years of service, basically everyone can receive a year-end bonus of about 1,700 yuan on average. This makes all the workers overjoyed. Looking at the thick RMB in their hands,

Hot tears flowed.

Of course, there are also some employees whose envelopes are extremely flimsy or even empty with nothing in them. These are employees who are idle on weekdays, do not come to work on time, and ask for leave in various ways.

But they did not meet the criteria for expulsion, so in the end they only received an empty envelope. This made many people hang their heads in shame and vowed to work hard.

There are also people who are dissatisfied and decide not to serve the uncle anymore, but Jia Yapeng welcomes their departure more.

Many of them received year-end bonuses of more than 2,000 yuan. These were employees who received a large number of performance points due to various overtime work, which made other workers jealous.

After all, I usually get 1.5 times my salary for overtime work, and now I actually get extra gains in the year-end bonus. Working overtime is simply the best thing in the world.

From then on, workers in Daqian developed a good habit of rushing to work overtime and loving overtime.

And this is not the most wonderful thing, what is the most wonderful thing?

That is, because the total amount of the year-end bonus is actually fixed each year, even if all employees work too much overtime and work an extra 4 hours of overtime every day, the extra year-end bonus that Jia Yapeng needs to pay out will not increase by even one cent.

This is simply the most perfect system in the world that is most suitable for capitalists!