Rewrite the Technological Landscape

Almost all employees are ignorant. In this era, everyone has no idea about the rank system.

Meng Qian gave everyone a basic introduction, "The traditional corporate promotion channel is nothing more than grassroots employees to supervisors, supervisors to managers, managers to directors, directors to vice presidents, vice presidents to general managers, some small companies may even There are no supervisors, not even directors.

A very real problem with this traditional promotion model is that the number of grassroots employees must be much greater than that of the management team. Like the current configuration of our Dafeng Group, a supervisor needs to manage 10 to 15 people, which means that every ten people work together In three to five years, no matter how good everyone is, only one person can be the leader in the end, and the others may also be excellent, but if the company has only one position now, these people still have to work in grassroots positions.

The most frightening thing is, if the supervisor does not leave or get promoted for many years in the future, what will the people below do? The only thing you get is constant wage increases, but where the position is, there will always be a corresponding salary ceiling for the position.

And there is another very real problem, that is, when a company selects a management post, the priority is a person's management ability, which is not necessarily very good in many cases.

But some people who may have strong technical skills lack management skills, and may not be able to become managers in their entire lives. What should they do?

In order to solve these problems, the rank system came into being, and our Dafeng Group will adopt a salary model in which ranks and positions are parallel. "

Meng Qian turned sideways, and the PPT turned to the next page, "We have classified the company's positions into three categories this time, the technical position P, including development, operation, production, etc., the sales position M, including pre-sales, after-sales, etc., and back office Posts, including personnel, administration, finance, etc.

Each category is divided into 14 levels. Let’s take the technical post P as an example. We have divided it into 14 levels such as P1-p14.

Different grades can get different salary standards and benefits, and the difference between the judging criteria of this grade and the judging criteria of the position is that it has more comprehensive rating rules, unlike choosing a management position, it will inevitably give priority to management ability.

Let's look at this rating scale table. "

Meng Qian asked everyone to read it first before explaining to everyone, "We can see that the factors involved in evaluating job ranks include academic points, work ability points, work attitude points, historical business ability points, daily behavior points and additional points. Some scores are objective, such as academic grades.

Some are slightly subjective, such as attitude scores and daily behavior scores, but these scores are not completely subjective, and will be combined with everyone's daily performance, such as attendance rate. These scores will be judged by the rating committee, which will be established after the year. For any employee who needs to be rated, the corresponding judges need at least two people who are two levels higher than him to participate. Ratings above P7 must be participated by at least one company executive, ratings above P10 must be participated by myself, and you can check more details by yourself. "

"Mr. Meng, what is this additional point?" Song Zhenluo raised his hand to ask during the whispering.

"Good question, what I want to talk about on the next page is the additional points. All the old employees know that I have always advocated that the company's employees should be high-quality talents with comprehensive development. This additional point includes professional points, behavioral points, and external parts. , also has an inner part.

For example, programmers who participated in some programming competitions and won awards outside, such as designers who participated in illustration competitions and won awards outside, are counted as additional points, and there are some behavioral points, such as participating in public welfare, such as being brave for righteousness.

Oh yes, let me make a digression here. In the future, the employees of the Dafeng Group will help the elderly when they see the old man fall. If they encounter a blackmailer, they will call the police as soon as possible, and contact the company as soon as possible. Don’t bother with any reconciliation. The principle is no reconciliation, the company's legal department will help everyone to the end, regardless of winning or losing, all expenses will be borne by the company.

But do good deeds with a limit. For example, if you can’t swim, don’t jump into the river when you see others fall into the river. Everyone, please remember not to risk your own life at any time. We ordinary people don’t need to be great. For that's sake, unless it's time to defend against foreign enemies. "

"Papa, papa, papa!" There was another burst of applause.

"What I just mentioned are the extra points outside the company, as well as the extra points inside the company, that is, some honors won in the company, including the sports meeting to be held next year, including some internal awards to be set up next year, this thing I'll put it in the next section and tell you in detail, is there any problem with this rank system?"

"Are we applying for this rating ourselves? When can we apply?" Si Yuhang asked suddenly, he seemed very interested in this system.

"Yes, on March 1st of this year, we will rate everyone based on your current situation. Everyone will write an application when they come back after the year. After that, there will be an application opportunity on March 1st every year. Those who feel that they can be promoted People apply through the OA system once a year."

"Is this rating linked to wages and benefits?" Li Feiqing asked a somewhat "idiot" question.

"Nonsense, otherwise what are you doing rating?" Meng Qian responded with a smile, "Each grade has a corresponding salary range, for example, P5 is 2,000 to 4,000, P6 is 4,000 to 6,000, and P7 is 6,000 to 8,000. Thousands, and so on, the benefits are also gradually improved."

The discussion below is becoming more and more heated, and it can be seen that many people are very interested, because this approach means that anyone can see the hope of continuous salary increase in this company as long as they work hard, and how to improve is also very clear , unlike many companies where employees don’t even know when their wages will increase, let alone how much they can increase next time.

A salary increase that depends entirely on the mood of the boss will not give employees a sense of security.

And with the rank system in place, some people who are lacking in management don't have to keep thinking about how to be a leader. Relying on skills and experience to increase their ranks is also a good way out.

Finally, after confirming that everyone is okay, Meng Qian signaled the scene to be quiet, "I have mentioned the issue of welfare just now, so I will talk about welfare with you next.

On the basis of the original welfare, the company has added a welfare fund, called the protection fund. What guarantees do people need to live? Houses, marriage, children's education, medical care, and pensions are all guaranteed, and they are just what we need to live. "

At this moment in 2002, ordinary people in China did not really need cars.

"If you want to be protected, you need money, but many times we work very hard to make money, and it may be too late to cope with some of the pressures of life.

Maybe we have to face marriage and housing soon after graduation. We may have only worked for a year or two, or even not for a year or two. The pressure of life comes. We are also working very hard, but is the salary enough to support these? What about life stress?

Maybe we finally filled these holes, and the child came again, maybe we carried it to middle age, and there were health problems again, maybe we did earn a lot of money in this life, but when we got old, we lost the ability to make money, Is the previous income enough to support us until we die? "

Meng Qian paused for a while, and many people at the scene showed sympathetic expressions. To be honest, for ordinary people, no generation is easy, and the problems they encounter are similar. It seems that housing prices are low in this era, but everyone Income is also low, and people generally get married earlier in this era.

"Dafeng Group is not an easy company. Overtime is very serious and the pressure is great. More importantly, we have many challenges ahead, so I have been thinking about what I can do for everyone.

In addition to the relatively high salary, starting from the new year, I hope the company can give you more guarantees. This guarantee fund will be withdrawn from the company's profits and has two main functions.

The first is to provide interest-free loans for company employees, such as housing loans. More people may not be able to afford a house within a few years of graduation, but the company can help you. Deduct the installment fee, and do not charge any interest.

Of course, there are certain restrictions on applying for a loan. For example, employees who have worked for at least one year can apply. Return the cost to the company and pay certain interest. "

What Meng Qian said here is relatively vague. After all, there are some things involved here. As the boss, he doesn’t need to explain them one by one on this occasion. Can't go for a few years.

But the reason why the company is willing to give employees such benefits is to bind talents, and the employees know in their hearts that this is an additional benefit other than salary, so why should the company give it for nothing.

"In addition to providing some interest-free loans, the more direct benefit of this security fund is to increase security, such as medical care. If an employee really has a serious illness, he can apply for a medical loan, but at the same time, we will also purchase for the employee according to their rank. Additional critical illness insurance, this benefit is completely additional.

In addition, we will provide education funds and pension funds for employees of different ranks, and this foundation will continue to increase with the increase in length of service and rank. You can take a look at our calculation standards. If an employee can graduate from Dafeng Group If he works until retirement, he can get a huge retirement fee after retirement.

The biggest advantage of this pension and education fund is that it is adjusted in proportion to price increases. The wages we get may depreciate, but the education fund and pension fund prepared for you will never depreciate. He will take the price factor into account.

Of course, some people will say, what if the Dafeng Group goes bankrupt, the funds in the hands of everyone can be withdrawn at any time, if you feel that something is wrong with the company, you can withdraw the money, but if you withdraw, there will be no A lot.

As for if it really goes bankrupt, I will try my best to give everyone enough distribution, but I have really reached that point, and there are some things that I hope everyone understands. "

The discussion below is getting louder and louder. Of course, the employees with normal brains will not care about those things after the company closed down. Again, these benefits are given extra, and the salary is not less for everyone.

And everyone is discussing now that these benefits are very tempting, because these benefits are indeed developed around people's rigid needs.

With these benefits, you will be able to buy a house within a few years of graduation, and you will have better protection for children's education, medical treatment for illness, and pensions. It's nothing more than binding yourself to the company and finding a way to climb to a higher rank.

But the company's treatment is not bad in all aspects, if you are bound, you will be bound. The only problem with the Dafeng Group at present is the high pressure of work and the fast pace of work. But for those who really want to make money, they understand that hard work will pay off. reason.

He was just an ordinary person, but he wanted to work easily and earn a lot of money, so his thinking was beautiful.

Looking at the employees' longing for benefits, Meng Qian continued to increase the size, "Everyone, don't get excited, there is another big move next."

Everyone who was talking shut their mouths and looked at Meng Qian expectantly.

"From 2002, the company will implement an employee stock ownership plan."

Thank you Robertson for your tip!