Rebirth of the Industrial Tycoon

  Chapter 67 Performance Bonus

  Li Weidong parked the motorcycle in the carport, then walked into the accounting office in a familiar way.

  As soon as he entered the accounting office, Li Weidong shouted at one of the old accountants: "Uncle Zhang, I'm here to get my salary!"

   "It's Weidong, let's sit and wait for a while. I'll finish counting this account with my hand." Accounting Zhang didn't even look at Li Weidong, and still kept his head down to keep the account.

  Li Weidong didn't regard himself as an outsider either, he pulled a chair, and then grabbed the newspaper from the table beside him, looking at it leisurely.

  Lord Li Dengke was an accountant back then, and Li Weidong came to work as an accountant after taking Li Dengke’s class, so Li Weidong was very familiar with the accounting office. If it wasn't for a miscalculation, perhaps Li Weidong is still in the accounting office.

  Finally, Accountant Zhang finished recording the accounts in his hand, and then shouted at Li Weidong: "Weidong, come and get your salary."

  Li Weidong put down the newspaper in his hand and walked over. Accountant Zhang handed an envelope to Li Weidong, and then said: “It’s 128 yuan in total. Just click the number and sign if it’s right.”

   "128? So many?" Li Weidong was taken aback.

  "Isn't it, your current salary is higher than mine!" Accountant Zhang paused, and then said, "The bonus of your freight forwarder has increased a bit more than last month."

"It's been three months in a row. I don't know if it will go up next month!" Li Weidong said, and took out his salary from the envelope. Twelve sheets of Great Unity, plus four machine tool workers, exactly 128 yuan. .

  The machine tool worker is the third set of RMB two-yuan banknotes. Later, the renminbi stopped issuing two-yuan denominations. It is estimated that many post-zeros have never seen two-yuan banknotes.

  The state-owned enterprise wage reform has implemented floating wages and abolished the upper limit of bonuses. Of course, the biggest beneficiary is the freight forwarder.

The freight department can create more than 2 million profits a month. Although most of them have to be turned over to the country, they can still leave a lot of money. If 10% of the bonus is given out, it will be enough for the people at the freight department to enjoy it. .

  Li Weidong walked out of the accounting office and rode on the eighteen-handed Happiness 250, wondering whether he should buy a roast chicken for Mr. Li Weidong at night.

  "Riding on my beloved motorcycle..." Li Weidong hummed a song and handed the accelerator by the way. A puff of black smoke spouted from the exhaust pipe of Happy 250, but the speed did not increase very quickly.

  An eighteen-handed classic motorcycle is not good at speeding things up.

  Li Weidong rides a motorcycle, not to run fast, but to pull the wind.

  Last life, at this time in 1985, Li Weidong was still nesting in the auto repair shop, fiddling with the engine full of mobile phone oil, but he had no chance to go for a ride on a motorcycle. In this life, of course Li Weidong has to make up for it.

Men always have an inexplicable paranoid love for motorcycles, whether they are in their 20s, 30s, 40s or 50s, or even men in their 60s and 70s. Whenever they see a motorcycle that is pulling the wind, their eyes are always Can't move.

  Li Weidong returned to the freight forwarding office. As soon as he parked the motorcycle, he heard someone calling himself: "Scheduled Li, hurry up to the small meeting room. The director is calling you to a meeting!"

  Although Li Weidong is still a rookie dispatcher, he has been Zhao Guodong's key training target after he forced the garlic sprouts, so he can participate in important meetings in the freight office.

  Li Weidong immediately took a notebook, and then went straight to the small meeting room. When he arrived in the meeting room, he found that the meeting had already started. The dispatch team leader Luo Bing and several team leaders had arrived.

  Li Weidong quickly sat down next to Luo Bing, and Luo Bing handed a meeting document to Li Weidong's hands.

  Li Weidong quickly read the meeting documents, but his face showed joy.

The general content of the document is that several major business departments of the transportation company will implement the performance system on a trial basis, and the distribution of bonuses will become performance bonuses in the future.

  As a rebirth, Li Weidong is no stranger to the performance system, but for the state-owned enterprises in the 1980s, the performance system is still a very new thing.

Li Weidong quickly read the document in his hand. The implementation plan mentioned in it is only a basic performance management model. The goal management link is very general, the performance appraisal link is designed very simple, and there are many loopholes in the incentive control. Final result evaluation.

  From the perspective of corporate management, this performance management implementation plan is absolutely unqualified. However, it was not easy for a transportation company in 1985 to come up with such a performance management implementation plan.

  What Li Weidong could understand at the first glance, but the team captains were confused. They did not understand this performance implementation plan at all. Even Luo Bing, the flexible dispatch captain, seemed a little confused.

  The employees of state-owned enterprises have long been accustomed to the average distribution method of the big pot meal model. Later, there was a bonus, which was also distributed under the big pot meal model. Looking at the long performance calculation formula, it is normal to look confused.

  Zhao Guodong was patient and explained the performance management implementation plan to everyone. Seeing that everyone under his team still looked like three questions in the soul, Zhao Guodong gave up the explanation.

  "It doesn't matter if you don't understand this performance calculation formula. In short, if you pull more goods in the future, you can get more bonuses!" Zhao Guodong said helplessly.

   "Oh, what the Director said, we understand!" Several Tiehanhan team captains nodded at the same time.

  Zhao Guodong suddenly looked embarrassed. He talked for a long time, and even drank three cups of big leaf tea, but the team captains under his team did not understand at all. After a long period of trouble, he bounced against the bulls.

   "Okay, let's end the meeting if nothing else!" Zhao Guodong had to wave his hand helplessly, indicating that the meeting was over.

  Everyone stood up and left the meeting room.

   "Xiao Li, wait a minute." Zhao Guodong deliberately left Li Weidong.

  Wait until everyone else left, and only Zhao Guodong and Li Weidong were left in the room, Zhao Guodong then asked: "Xiao Li, do you understand the performance allocation I just mentioned?"

   "Understand." Li Weidong nodded.

   "Let's talk about it." Zhao Guodong said.

Li Weidong had no choice but to explain: "This performance distribution plan is very simple. The company will issue a certain amount of task indicators every month. After this indicator is completed, we will have the basic bonus. 80% of the profit exceeding the task indicator will be paid to the company as a management fee. The rest is our department’s performance bonus."

   "You really understand! As a young man, his ability to accept new things is strong." Zhao Guodong instantly showed an expression of "Finally someone understands me".

  Many of the performance accounting of future generations of enterprises are accurate to the individual, while the performance accounting of the transportation company is only accurate to the department. This accounting method only turns the big pot of rice into a smaller one, which is essentially a kind of equal distributionism.

  As long as the efficiency of this department is good, everyone in the department, no matter how much work is done, can get a lot of money. In the final analysis, it still cannot really reflect the more work you get.

  However, in 1985, a large state-owned enterprise could achieve this step, which is already very good.

  Zhao Guodong asked again: "Do you think this performance distribution is a good thing or a bad thing for us?"

   "Of course it is a good thing." Li Weidong replied without hesitation.

   "What is a good way?" Zhao Guodong asked next.

"According to this performance distribution plan, our bonus will definitely rise." Li Weidong paused and said mysteriously: "Director, I have an idea. If it is successfully implemented, the bonus of our freight department should be able to exceed 100 yuan!"

  　 There is someone giving a reward. When it’s over, the book is going to be cold again.

  (End of this chapter)