求助！绩效工资的设定

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求各位大神帮忙， 关于新方案中模型的设定，有13个门店，任务量大小不一，也有新建的，现各店长需重新竞聘。

已有历史数据：每个门店的任务数、每个门店实际完成数、每个店长KPI值这三个指标，现需设定一个挑战包及对应的奖励系数，店长评估自己的水平选择相应门店并领取相应挑战包。
希望通过这三个指标设定一个绩效工资模型，加上挑战包，得出该店长的绩效工资。（详见附件） 测算.xlsx (13.18 KB)

2014-10-15 22:23:09 上传

数据

主要把握两个原则： 模型要防被店长钻空子；拉开差距，即越大的门店激励更大。

另外，能否算出小店完成1单位任务单价高，还是大店，具体是多少（防止不同店之间的交易，即大店奖励系数高，完成1单位所得较小店多，那么小店把这1单位让给大店，那么小店和大店获得额外收益，但对公司来说并不增加利益）。

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关键词：绩效工资 历史数据 新方案 KPI 是多少 模型 excel 绩效工资

没有朋友帮帮忙，出出主意吗？

Your model is not fair.
It is complex.
I wish your store heads understand what your formula means.

In order to get your job done,
you'd better make the following items clear,
1. why the sales/task ratio is so volatile:  from 44% to 177%?
2. why there are five variables in your salary formula?  to show the designer has a math ph.d degree?
3. last but not the least, your data indicates that all your employees' salary are going to be reduced, no matter what, the amount is from -240 to -2967.

Let me tell you something buddy,
whoever delivers the upper proposal is destined to fail, no one will agree with you, (unless you are a boss).

Here is my suggestion,
First of all, make sure your final simulation is no less then your former salary. (meaning at least equal.)
Second, get your performance compensation formula simple and straightforward, let your employee know what it means at the first glance.
Thirdly, tell your boss to set the goal realistic.

I hope it helps.
Good luck buddy.