Also to be paid a year-end bonus season, the side is looking forward to the staff noticed that one side of the bosses indecisive, Employment has become a year-end bonus to the Unspoken sensitive topic. Survey : 50% of respondents said they might switch UDNJOB According to the website "year-end bonuses survey" in the questionnaire survey, about 40% of white-collar workers that two of this year at least to hold a two-month year-end bonus to be reasonable. If too little bonus into the bags, there are nearly 50% of office workers will consider the transfer station. According to the survey, 37.39% of last year won "a two-month" year-end bonuses, therefore reflected in this year's year-end bonuses numerical expectations, Safe on the expectations for the end of "one-two on" maximum and the rate of 42.47%. followed by the "two-three months", accounting for 29.22%; In addition, 11.87% of the respondents indicated that this year a reasonable year-end bonuses to "0 ~ a month." 48.87% is the amount of year-end bonuses that "very importantly, it will affect the transfer or" factor, 19% of the people "Although the mood is poor, but will remain in office temporarily," 14.93% said they were "not care, because it is the extra income ", 11.76% of the people that" the economy is really bad. and the company is willing to share the hard times "and the 5.43% who expressed pessimism" or not does not matter, As long as layoffs are not enough. " Cross-analysis found that because of year-end bonuses, consider that the age of transfer generally fall on the 26-30-year-old, rate as high as 67.9%. Year-end bonus to be re-substance rather than the form of a year-end bonus although not the most important motivating staff and the only factor, it is indeed very crucial to encouraging staff morale and staff coming year to mobilize the enthusiasm of great significance. At present, the year-end bonus payment of about three : the form of wages, bonuses form of non-material form (eg tourism). Whatever the difference, we must first understand a year-end bonus payment purposes. Enterprises and their employees is not just the relationship between the labor contract the buyer B so simple, but is dependent survival. Now, more and more enterprises have come to realize that the top priority of staff rather than customers, Since the company has let on customer satisfaction must first give employees satisfied, not satisfied with the staff, it is difficult for the staff in the service to enable customers to customer satisfaction. Many employees at the end of the year is not just to be like a huge bonus, the most important thing is that enterprises receive the recognition and attention. HR words : cost or investment? For a long time, the payment of year-end bonuses enterprises have become part of a plan to the end. According to rough statistics, in 2003 nearly 80% of corporate employees to a year-end bonus payment. Chungshan North American Group Human Resources Director Sun, said a year-end bonus is not purely material incentives to employees, but the 2001 staff for their hard work affirmed. After all, the staff hard year, there was a kind of psychological expectations on the hope that a year-end bonus is very reasonable. The staff are concerned, the firms have recognized yardstick is more of a year-end bonus payment. But many enterprises so it is a year-end bonus as the company increased costs, in fact, paid when taking into account the interests of enterprises and their employees the psychological expectation, the opposite end of the year award is a very good investment. This is because at the end of the year to get in peacetime suddenly double or even several times the wages both material and spiritual has been tremendous satisfaction, the enterprise for the smooth operation next year has laid a good foundation. For those who do not issued a year-end bonus of enterprises, regardless of whatever reason, have good communication with the staff, properly handle the complaints of staff sentiment. SGS technical criteria Link Services Limited Human Resources Liukaijingli that pay a year-end bonus is a system outside the expenditure, although the increase in the cost, However, since some of the year-end bonus payment is based on the full year of performance assessment, some with the overall team performance link This encouragement of the staff, to team-building. In addition, the year-end bonus is part of the corporate culture, and the year-end bonus payment, in turn, led the corporate culture, So "year-end assessment-individual value-team-building-corporate culture" of the four areas are linked together and promote each other. Employees : your "pay" intelligence was okay? Coco 23,000 sales managers, in accordance with the usual practice of this year, our company will give employees a year-end bonus payment. Bonus number of job categories with the job level and performance-related. We do annual sales of the company beginning with the signing of the performance agreement, the end of the year the company will be in accordance with our performance goals of the completion of the bonus. This year I have pretty good performance, probably to get it over 10,000. "Pay" intelligence index : ★ ★ ★ ★ ☆ Wang general staff of state-owned enterprises in our units, each staff is almost the end of the double. We units at the end of the year award was made before the Lunar New Year, like me, the general staff of about 2,500 yuan. So every year, we all used to it by, and this year is not much surprises. But the end units will be selected 10 outstanding staff, the assessment was to get 1,000 yuan bonus, which give very rewarding. "Pay" intelligence index : ★ ★ ★ ☆ ☆ Sam Intermediate craft joint ventures this year our factories inefficient. In fact, we almost never have any hope could get a year-end bonus. A few days ago opened staff meetings, the director told us the truth of the actual situation of this year, thanks to our full year's contribution Therefore, this decision is still a year-end bonus payment. Although money tasty, but we are very encouraged, it is now full of fresh work. "Pay" intelligence index : ★ ★ ★ ★ ★ Miss SU for private enterprises to the end of this year, the company has not been Prize position we may not be heard, but the specific reasons unclear. To tell the truth, this year is not last year, we have great heart drop. I have more people around the rage, but yesterday one of my subordinates to me on the application for resignation, I do not retain good, It is said that one day I will not quit.