A case study of wage Distribution in Stock ownership

In the modern enterprise managementCrashbandicootquadrilogyShareholding salary is a common incentive mechanism. The so-called shareholding salary, that is, part of the wages of employees into enterprise shares, so that employees and enterprises develop together and achieve a win-win situation. This paper will discuss the wage distribution of shareholding by the way of case study.

Case 1: wage distribution of shares in a technology company

In order to motivate employees, a technology company has implemented a shareholding salary system. The company takes 10% of the employee's salary as the shareholding amount and allocates it according to the employee's position, length of service and performance. The specific allocation scheme is as follows:

Position working life performance shares salary distribution proportion senior managers more than 5 years excellent 10% middle managers 3-5 years good 8% grass-roots managers 1-3 years general 6% ordinary employees less than 1 year qualified 5%

Through this distribution scheme, the company can closely combine the interests of excellent employees with the development of the enterprise, and encourage employees to improve their work ability and performance.

Case 2: wage distribution of shareholding in a manufacturing enterprise

A manufacturing enterprise has implemented a shareholding wage system in order to improve the enthusiasm of its employees and the efficiency of the enterprise. The enterprise takes 15% of the employee's salary as the amount of shares, which is allocated according to the employee's skill level, work attitude and teamwork ability. The specific allocation scheme is as follows:

Skill level, work attitude, team cooperation ability, shareholding wage distribution proportion, senior craftsmen seriously responsible for excellent 15% intermediate craftsmen, diligent and good 12% primary craftsmen, proactive general 10%

This distribution scheme helps to stimulate the enthusiasm and creativity of employees and improve the overall competitiveness of enterprises.

Through the above two cases, we can see that the salary distribution of shareholding needs to comprehensively consider many factors, such as position, working years, performance, skill level, work attitude and teamwork ability, in order to realize the common development of enterprises and employees. When formulating the salary distribution plan for shareholding, enterprises should fully understand the needs of employees and the actual situation of the enterprise, and formulate reasonable distribution standards and proportions, so as to achieve the purpose of motivating employees and improving enterprise efficiency.