在工资制度全面改革之前,制定和完善奖金发放制度显得格外重要。但是奖金如何发放,蚌埠市第四百货商店是经过一个发展过程的。以前的做法该店曾经搞过“平均分奖”和“评议发奖”,这两种奖金发放办法的效果都不佳。“平均分奖”明显地违背了发奖金的宗旨,它不是对超额劳动的奖励,是对职工工资实行平均补贴,因此不可能达到发放奖金的目的。“评议发奖”虽然按一、二、三等发放奖金,表面上看似乎体现了按劳分配,而且似乎走了群众路线,实际上由于没有严格、科学、具体的考核标准和考核办法,不仅不能提高经济效益,而且影响柜组之间、柜组成员之间的团结。以后他们又采用了“记分计奖”。具体做法是核定各项社会服务效果 Before the wage system is fully reformed, it is particularly important to formulate and improve the bonus system. However, how to distribute bonuses, the Fourth Department Store of Bengbu City has undergone a process of development. Previous practices The store had engaged in the “average point award” and “comment on the award”, the two bonus distribution methods are not effective. The “average point award” obviously goes against the principle of making a bonus. It is not an award for over-working, an average allowance for employees’ wages, and therefore impossible to achieve the purpose of bonuses. Although the awards are distributed according to the first, second and third graders, they appear to have been distributed according to work on the surface and seem to have gone along the mass line. In fact, because there is no strict, scientific and specific examination standard and assessment method, not only Can not improve economic efficiency, but also affect the unity between the cabinet group, cabinet group members. They later adopted the “Scorecard Award.” The specific approach is to verify the effectiveness of various social services