Existing shortcomings
Under the impact of national macroeconomic adjustment and financial supervision, a trust and investment company has made great progress in business scale and strength by improving its governance system and management model, and has become a first-class trust and investment company in China. However, in order to adapt to the new competitive market, the transformation of the main business of a trust and investment company and the reorganization of the company have made the disadvantages of the company's project bonus distribution scheme increasingly prominent. There are two main problems:
First, bonus distribution cannot highlight the value of different trust projects. Because each project is very different in terms of project risk, governance complexity and strategy, the risks faced by each project owner are different, and different investments should get different returns. In practice, Company A adopts a unified distribution model for all trust projects, that is, the bonus is distributed according to a fixed royalty ratio. This can neither effectively distinguish the input and value contribution of the project owner, nor help the company to guide workers to develop key projects.
Second, the back-office business support department did not participate in the distribution of project bonuses. The completion of trust projects requires the cooperation of all kinds of personnel, not only the input of front-office business personnel to develop and manage the projects, but also the support and monitoring of back-office business support departments. Therefore, from a fair point of view, bonus distribution should not only reward the expenses of business personnel, but also take into account the contributions of business support personnel. In practice, Company A pays too much attention to the value contribution of business personnel, completely ignores the role of workers in business support departments, and excludes business support personnel from bonus distribution, resulting in a strong sense of unfairness within the company.
Put forward the viewpoint of "dividing porridge"
Aiming at the two major problems in bonus distribution of A company's projects, the general idea of bonus distribution of A company's projects is put forward based on the principle of fairness, rationality, more work and more pay. The idea is to determine the adjustment coefficient according to the project characteristics, and then comprehensively evaluate the commission ratio, responsibility distribution coefficient and personal assessment coefficient, and finally get a relatively reasonable personal bonus distribution.
The key point of this idea is to scientifically and reasonably distinguish the value contribution and personal input contribution of different projects by introducing project adjustment coefficient and personal responsibility coefficient, so as to effectively solve the two major problems existing in the project bonus distribution of a trust and investment company and ensure the fairness and rationality of the project bonus distribution.
Design a "porridge sharing" plan
According to the general idea of "sharing porridge", the project bonus distribution scheme of a trust and investment company is constructed from five aspects, as shown in figure 1.
Step 1: Define the total bonus distribution.
Defining the total amount of bonus distribution is the starting point of the project distribution scheme, which determines the amount of bonus distributed by the project team.
According to the characteristics of trust company's dividend distribution, the total dividend distribution determines the difference between trust net income and trust profit index, and its value is the contribution of excess profit. The scheme takes the excess profit contribution as the base of bonus distribution, which has two purposes: first, it excludes all kinds of expenses, labor costs and variable costs generated in the process of project operation from the trust net income, which can realize the effective linkage between individual awards and enterprise profit income and achieve the purpose of profit sharing; Second, it is not only conducive to the completion of the company's annual business objectives and tasks, but also clear personal responsibilities and missions. Therefore, based on this idea, the formula of total bonus distribution is expressed in the following way:
Total bonus distribution = excess profit contribution = trust net income-project profit index
Trust net income = total trust income-expense cost-labor cost-other deductions
In this step, according to the operating performance data of each project team provided by the Trust Finance Department and the Planning Finance Department, the total bonus distribution of each project can be calculated.
Step 2: Measure the project value.
This step is one of the key points of the project bonus distribution scheme. By setting the project adjustment coefficient, we can distinguish the value contribution of trust projects to enterprises, so as to guide and adjust the behavior of business personnel.
Judging from the project operation of Company A, influenced by the market environment and the macro policies of the authorities, under the guidance of the company's existing incentive scheme, the trust senior managers of Company A are more inclined to carry out short-term projects that can make profits as soon as possible, and give up huge trust projects that have a great impact on the company's long-term development and have no obvious short-term benefits, which obviously deviates from the company's long-term sustainable development strategic goal. In addition, as a high-risk project, trust investment will cause economic and credit losses to enterprises once the project is risky. It can be seen that project strategy and project risk are two key elements that profoundly affect the value of the project team. Therefore, the project adopts two elements, project strategy and project risk, and constructs the model of project influencing factors. Because these two factors have different contributions and influences on enterprise value, their respective weights are also different (see table 1 for detailed data). The calculation formula of project adjustment coefficient is as follows:
Project adjustment coefficient = strategic action point value * weight+risk point value * weight
In this link, the risk control Committee of Company A can calculate the project adjustment coefficient of each project according to the influence degree of each influencing factor of different projects. ..
Step 3: Determine the commission ratio of the project.
This step is to determine the commission ratio of each project according to the three types of business characteristics of the trust company. The business types of Company A are divided into three categories: PE business, traditional trust business and securities investment trust business. The operation cycle, operation mode and risk degree of these three types of trust business are different, which leads to different commission ratios of these three types of trust projects. When determining the commission ratio of these three types of trust projects, we refer to the practices of Company A and the financial industry. The detailed commission ratio is as follows: PE business 30%; Traditional trust business is 20%; Securities investment trust business 7 ~ 10%.
Among them, PE business and traditional trust business adopt fixed commission ratio, and securities investment trust business adopts floating commission ratio. The actual commission ratio of securities investment trust business is determined by the average return rate of the project and the actual average return rate of the market: when the average return rate of the project is lower than the average return rate of the market, the commission ratio of securities investment trust business is 7%; When the average rate of return of the project is higher than the average rate of return of the market, the commission ratio of the securities investment trust business is 10%.
In this link, the risk control department determines the commission ratio of each trust project according to the characteristics of each project and referring to the provisions of the commission ratio of the project.
Step 4: Divide the position value contribution.
The operation of trust projects involves many departments, and it is an inter-departmental team operation mode, which requires the cooperation of personnel from trust business department, risk control department, legal department and trust finance department. When awarding bonuses, it is necessary to clarify the differences of responsibilities undertaken by different posts, and also to distinguish the contributions of different posts and functions to the project operation. Therefore, in this scheme, the personal responsibility coefficient is used to distinguish the different influences of people with different positions and functions on the project operation, so as to distinguish the different contributions of individuals. This step is also the core content of this scheme, which is completed through the following two steps.
Firstly, the responsibility allocation model is introduced to determine the governance complexity coefficient of the project. Because the scale of trust projects and the maturity of project governance are different, the difficulty and workload of project governance will also vary greatly. Therefore, the responsibility allocation model constructed by the two dimensions of project scale and project complexity has become an effective tool to distinguish the complexity of project governance (see Table 2). Because project scale and project complexity are two completely independent variables, the formula of project governance complexity coefficient is as follows:
Complex coefficient of project governance = project scale * project maturity
Among them, the complexity coefficient of project governance is evaluated and scored by the risk control Committee of a trust and investment company according to the scale and maturity of different projects, and then the complexity coefficient of project governance is calculated.
Second, according to the complex coefficient of project governance, determine the responsibility distribution coefficient of each individual. In the project team, the trust department is the front-end operation department, and the risk control department, the legal department and the trust finance department are the back-end support and cooperation departments. Among them, trusting the ability and performance of senior managers and employees will directly affect the profit and progress of the project. Therefore, based on the principle of "getting more for more work" and "getting better for better work", the key object of personal motivation is the high return of business personnel, especially the trust of senior managers, but the return of back-office support personnel will also be taken into account. Therefore, the responsibility distribution coefficient of trust senior managers is 0.55-0.75, the responsibility distribution coefficient of trust executives is 0. 15-0.25, and the responsibility distribution coefficient of backstage staff is 0. 1-0.2, in which the distribution coefficient of risk control, legal affairs and trust finance personnel is based on the responsibility distribution coefficient of backstage staff, according to/kloc-
Step 5: Distinguish individual performance.
This step is to distinguish individual performance with individual performance appraisal coefficient according to the results of workers' performance appraisal. Company A has traditionally adopted the two-dimensional assessment model of economic index assessment and task index assessment, so the individual assessment coefficient of each worker is the weighted value of economic index assessment and task index assessment. The detailed formula is as follows:
Personal performance appraisal coefficient = economic appraisal result * weight+task appraisal result * weight
In this link, according to the personal performance appraisal results of relevant personnel provided by the human resources department, the personal performance appraisal coefficient of each member can be calculated.
Based on the above discussion, after five experiments, a complete bonus distribution scheme for trust business has been formed. The project leader can calculate the bonus distribution amount of team members according to the data obtained from different links. The calculation formula of personal bonus for trust business is as follows:
Trust personal bonus = total bonus distribution * project adjustment coefficient * project commission ratio * personal responsibility coefficient * personal performance appraisal coefficient.
In a word, the bonus distribution scheme of trust business projects is scientific, reasonable and practical on the basis of comprehensive consideration of all aspects of trust business, which can motivate employees and realize the strategic objectives of enterprises.