如何对三线职能股室的工作状况进行科学的考核,并在奖金上体现奖优罚劣的原则,一直是企业分配中的一个难题。为了解决这个难题,相当多的单位对三线职能股室采取按部门和职务的重要程度核定奖金系数,按系数分配奖金的办法。这种办法虽然在责任的大小上体现出了奖金的差距,但存在严重的不足,其主要在于只要在该部门该职务上,系数一经核定,胜任与不胜任,干好与干不好都一个样,奖金不能随工作人员的努力程度和工作实绩而浮动。 How to scientifically assess the working conditions of the third-line functional stocks and to reflect the principles of rewards and punishment on bonuses has always been a problem in the distribution of enterprises. In order to solve this problem, a considerable number of units have adopted a bonus factor based on the degree of importance of departments and positions and assigned bonuses according to the coefficient to the three-line functional stocks. Although this method reflects the gap in the size of the responsibilities, there are serious deficiencies. The main reason for this is that as long as the coefficient is approved in the department, it is competent and incompetent. As such, bonuses cannot float with the staff’s effort and performance.