Chapter 368： [Treatment and controversy of Xiongxin Electronics]

Latest website: The so-called "P3 + M" salary design solution of Xiongxin Electronics.

P1 is a post, which mainly depends on the post value of the employee (), and the employee is paid whatever position he is in. Xiongxin Electronics uses this to determine the basic salary of the employee.

P2 is performance, how much income employees can make, how much income they can earn, and determine the actual payment level of employees' individual salaries based on the two indicators of team contribution and individual contribution.

P3 is the ability. How much income an employee has (Person) can be the standard for how much income can be obtained. According to the individual ability of the employee, determine the positioning of the individual's salary standard in the salary range.

M is the market. That is, compared with the salary level of the same category of jobs and the same category of talents on the labor market, and take the appropriate quartile to determine the salary level of Xiongxin Electronics itself.

There is no harm if there is no comparison. Huaxin International's engineers have changed jobs one after another, which is the result of comparing the male core electronics.

According to the data of the French Riviera last year, the total number of employees of the company has risen to 82,600, 80% of which are engineers, researchers or scientists. Last year's total employee expenses reached a staggering 27.258 billion yuan.

The average salary of the employees of the French Riviera has reached 330,000 yuan in this era, and the average monthly salary has reached 27,500 yuan. The average number is already so large. The employees with very good performance can even break the million salary, and The proportion is still quite large, which is not even considered as an enterprise executive.

And the most gold content is the level of the median. Among the 82,600 people on the Cote d'Azur, the median income averages 550,000 yuan, which is an average monthly salary of 45,800 yuan.

In this era, who wouldn't want to follow a boss like Luo Sheng for this kind of salary?

Facing the large-scale flow of talents to Xiongxin Electronics, Huaxin International is helpless and cannot be blamed for its inaction, because there may not be a few technology companies across the country that can come up with such a salary design system, which will definitely not last long Will go bankrupt.

Luo Sheng dared to play this way because his company had high profits to sustain it, and it was impossible for him to take on porcelain without diamonds.

...

At this moment, the internal high-level meeting of Xiongxin Electronics is still ongoing. Luo Sheng came to determine the salary system, which is also the core argument of this meeting. The issue of employee treatment is well established, just like a young man ’s house, car, and deposit. All are ready, and then we are ready to find a satisfactory object.

The truth is just that.

For Xiongxin Electronics, the issue of the standard of treatment is the only way to attract the talents it wants.

For job seekers, the treatment of Xiongxin Electronics is extremely enticing, but if you want to get an offer, you must have the real materials, or it will be wiped out. Xiongxin Electronics also has a brutal final elimination system.

During the meeting, Luo Sheng methodically spoke: "Xiongson Electronics believes that the distributable value includes the power and economic benefits of the team. Here I will give four core benchmarks for value distribution: opportunity, salary, bonus, Rights issue. "

The managers of the participants listened attentively without a word, especially the head of the department Liu Yixuan and the person in charge of the personnel department.

Luo Sheng continued: "First of all, the salary. At the beginning, the basic salary of Xiongxin Electronics cannot be very high, mainly for performance evaluation and year-end awards. An employee's basic salary will also be based on his contribution and seniority in Xiongxin Electronics. With the rising tide, the seniority is not one of the core indicators but one of the indicators. "

"The second is opportunity. For the promotion of employees, Xiongxin Electronics regards performance as a watershed. In principle, only employees who have achieved A and B + performance can have promotion opportunities."

"The third is the bonus. For a successful and progressive person, his bonus should be much higher than the average, twice, triple or even higher."

"Finally, there is a rights issue. For a fruitful and progressive person, first, he will receive a higher amount of rights, and second, he will receive a rights rate faster."

At this moment, there was only Luo Sheng's voice in the conference room, while the other managers all silently bowed their heads and took a pen to take notes.

This is not formalism, because Luo Sheng has a request. He does not allow internal meetings to use PPT, which seems to be tall and actually fancy, and can only use a notebook to record the meeting points by hand.

After Luo Sheng watched everyone almost put down their pens, he continued with a smile and said, "If you can make a hole by making a hole, you must achieve something in the semiconductor industry. You can't just show the spirit of death without talking about methodology. That is the behavior of a reckless reckless husband. We must concentrate our efforts on the battle of annihilation. This is the motivational philosophy of Xiongxin Electronics. "

At the meeting, the body language of Luo Sheng dancers added: "In Xiongxin Electronics, salary should be divided into two parts. Salary and remuneration cannot be conflated. Salary is the main, that is, direct economic gain, such as fixed wages, commissions. Ah, bonuses, allowances, job consumption, overtime and so on; remuneration is secondary, that is, indirect financial gains, such as benefits, training, overseas studies, team activities, holiday gifts, etc. Economic gains such as promotion, work environment and work atmosphere, etc. "

Only by focusing on one's heart can it be profitable.

In fact, Luo Sheng is not inherently omnipotent, but he understands the progress and keeps learning. He can never say these words if he put them in the entrepreneurial stage five years ago.

But today is not the same. In the past few years, Qin Weimu has a powerful assistant. Luo Sheng has also learned a lot of non-technical expertise from her like a sponge.

So far, Luo Sheng has learned and used well.

Similarly, Qin Weimu also learned a lot of professional knowledge in science and technology from him, but there is still a little difference. She couldn't learn technology research and development, but she learned how to think and layout in the field of science and technology.

...

With the establishment of Xiongxin Electronics, the industry's hot news and topics are not surprisingly centered around Luo Sheng's content.

Most of them can't help but jump out and say: Luo Sheng's job is to make his peers dying and not give his peers a way to live.

This kind of vomiting was deeply agreed by many people in the industry, especially the HR of major IT companies, and it resonated.

The reason is that Luo Sheng's ability to "gather talents", the industry's talents have flowed into his madness, resulting in no other company to use, recently Huaxin International is the key "victim" of this problem.

The topic in the industry is also confrontational. On the one hand, the industry insiders have given Luo Sheng a much higher treatment than their peers, which has severely squeezed the living space of friends and merchants, which may lead to the collapse of enterprises, thereby expanding the unemployed group and affecting economic development.

The big hat snapped over unambiguously.

On the other hand, the vast number of netizens and profitable programmers are angry at these so-called industry insiders. They can't attract talents, but blame their competitors, which ruins the concept.

In short, the contradictions of online disputes are focused on this. It seems that the public and the public are reasonable.

From an objective point of view, several companies under Luo Sheng, such as the Blue Coast, Blue Star Technology, Shengfeng Capital, and Lansi Semiconductor, which are located in Sioux City, generally have higher incomes than other employees.

Land prices in Suzhou City are skyrocketing, and it is painless for Luo Sheng's employees, because they have high incomes, and they can even buy a full house in the local area with a salary of up to three years.

The income is high ~ www.novelhall.com ~ The requirements for living standards are also high, which will inevitably lead to the upgrading of local consumption.

However, the employees of other companies do not have such high incomes to support the rise in house prices and consumption upgrades. It is indeed a victim group for them.

What's interesting is that on the one hand, this group of people complained that these companies such as Blue Star Technology have led to rising house prices and consumption upgrades, but also crowded their heads and wanted to go into Luo Sheng's employees.

Well, the body is very honest.

However, it is true that there are more monks and less meat. The staff of Bluestar Technology Group has been increasing. Now the total number of employees is 110,000, the Blue Coast is less than 90,000, Lansi Semiconductor is 50,000, and Shengfeng Capital is 1,800.

To become Luo Sheng's employees, they are all elites in their respective fields.

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