Xiongxin Electronics' so-called "P3+M" compensation design solution.

P1 is the position, which mainly depends on the position value of the employee, and the employee will get what salary in what position, and Xiongxin Electronics uses this to determine the basic salary of the employee.

P2 is performance, how much contribution employees make (Performance), how much income they can get, according to the team contribution and individual contribution two indicators to determine the actual level of individual remuneration.

P3 is the standard of ability, how much ability (Person) the employee has, how much income can be obtained, and the salary standard positioning of the individual in the salary range is determined according to the employee's personal ability.

M is for Market. That is, with the same category of positions in the labor market, the salary level of the same category of talents is compared, and its appropriate quantile is taken to determine the salary level of Xiongxin Electronics itself.

There is no harm if there is no comparison, and the engineers of Huaxin International have jumped ship one after another, which is the result of comparing Xiongxin Electronics.

According to data from last year, the total number of employees of the company has risen to 82,600, 80% of whom are engineers, researchers or scientists, and the total employee expenses last year reached a staggering 27.258 billion yuan.

The average salary of employees on the Côte d'Azur has reached 330,000 yuan in this era, and the average monthly salary has reached 27,500 yuan.

Among the 82,600 people in the Cote d'Azur, the median income averages 550,000 yuan, or 45,800 yuan per month.

In this era, with such a salary package, who doesn't want to follow a boss like Luo Sheng?

Huaxin International is helpless in the face of the large-scale flow of talents to Xiongxin Electronics, and it 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 set of salary design system, and it will definitely not last long before it will go bankrupt.

Luo Sheng dared to play like this, it was because his company had high profits to maintain, and he couldn't do porcelain work without diamonds.

……

At this moment, the internal high-level meeting of Xiongxin Electronics is still ongoing, Luo Sheng came mainly to determine the salary system, which is also the core argument of this meeting, the issue of employee treatment has been established, just like a young man's house, car, and savings are ready, and then he can look for a satisfactory object.

That's the truth.

For Xiongxin Electronics, it is convenient to actively absorb the talents they want in the future.

For job seekers, the treatment of Xiongxin Electronics is extremely attractive, but if you want to get an offer, you must have real materials, otherwise it will be brushed off.

During the meeting, Luo Sheng spoke in an orderly manner: "Xiongxin Electronics's distributable value I think includes the power and economic benefits of the team, and here I cite four core benchmarks for value distribution: opportunities, wages, bonuses, and allotments. ”

The managers of the participants listened carefully without saying a word, especially the head of the department, Liu Yixuan, and the head of the personnel department.

Luo Sheng continued: "First of all, let's talk about salary. At the beginning, the basic salary of Xiongxin Electronics can not be very high, mainly performance appraisal and year-end bonus, an employee with his contribution and seniority in Xiongxin Electronics, the basic salary will also rise, seniority is not the core indicator but it is also one of the indicators. ”

"The second is opportunity. For the promotion of employees, Xiongxin Electronics regards performance as a watershed, and in principle, only employees whose performance reaches A and B+ can have the opportunity to be promoted. ”

"The third is bonuses. The prize money of a successful progressives should be much higher than average, double, triple or even more. ”

"Finally, there's the allotment. For those who are effective and strive to make progress, first, he will get a higher allotment of shares, and second, he will get allotments faster. ”

At this moment, there was only Luo Sheng's voice in the conference room, and the other managers all bowed their heads silently and took notes with pens.

This is not a formalism, because Luo Sheng has a request, he does not allow internal meetings to use PPT, which seems to be tall and fancy, but is actually a fancy thing, and can only use a notebook to handwrite the main points of the meeting.

Luo Sheng looked at everyone and almost put down the pen in their hands, and continued to speak with a smile: "Only by making a hole can we make a hole, and the semiconductor industry must achieve something, and we can't just take out the spirit of stubbornness without talking about methodology, that is a reckless behavior, we must concentrate on fighting a war of annihilation, which is the incentive philosophy of Xiongxin Electronics." ”

At the meeting, Luo Sheng's body language added: "In Xiongxin Electronics, salary should be divided into priority and priority, salary and remuneration cannot be confused, salary is the main, that is: direct economic gain, such as fixed salary, commission, bonus, allowance and subsidy, job consumption, overtime pay and so on; Remuneration is secondary, that is: indirect economic gains, such as welfare, training, further study abroad, team activities, holiday gifts, etc., as well as non-economic gains, such as promotion, working environment and working atmosphere, etc. ”

Only by working together can it be profitable.

In fact, Luo Sheng is not born to be omnipotent, but he understands progress and keeps learning all the time, and his words would never have been said if they were placed in the entrepreneurial stage five years ago.

But today is different, with the existence of Qin Weimu's right-hand man over the years, Luo Sheng has also learned a lot of non-scientific and technological professional knowledge from her like a sponge, and skillfully adapts to the situation and applies it according to local conditions.

So far, Luo Sheng has learned well and used it 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 can't learn technology research and development, but she has learned how to think and layout in the field of science and technology.

……

With the establishment of Xiongxin Electronics, the hot news and topics in the industry have unsurprisingly revolved around the content related to Luo Sheng.

Most of the people in the industry couldn't help but jump out and complain: Luo Sheng did this to put his peers to death, and not to give his peers a way to live.

Such a complaint has been deeply agreed with by many people in the industry, especially the HR of major IT companies, without exception, and has resonated.

The reason is Luo Sheng's ability to "accumulate talents", and the talents in the industry have frantically flowed into his command, resulting in no one available for other companies.

On the one hand, industry insiders complained that Luo Sheng's treatment was much higher than that of his peers, which seriously squeezed the living space of friends and businessmen, which may lead to the closure of enterprises, and then expand the unemployed group and affect economic development.

The big hat was unequivocally buttoned up.

On the other hand, the majority of melon-eating netizens and programmers who earn money are angry at these so-called industry insiders, and they can't attract talents but blame competitors, which is simply ruined.

In short, the contradiction of the online controversy is concentrated here, and it seems that the public says that the public is reasonable, and the mother says that the mother is reasonable.

From an objective point of view, the income of employees of several companies under Luo Sheng, such as the Cote d'Azur, Bluestar Technology, Shengfeng Capital, Lens Semiconductor, etc., in Sioux City, is generally higher than that of other employees.

Land prices in Sioux City are skyrocketing, which is not painful for Luo Sheng's employees, because they have high incomes, and they can even buy a house in full for one or two years or up to three years of salary.

When the income is high, the demand for living standards will be higher, which will inevitably lead to the upgrading of local consumption.

However, the employees of other companies do not have such a high income to support the sharp rise in housing prices and consumption upgrades, and they are indeed a victim group.

Interestingly, on the one hand, this part of the population complains that companies such as Bluestar Technology have driven up housing prices and consumption upgrades, and on the other hand, they want to go in and become Luo Sheng's employees.

Well, the body is very honest.

However, it is a fact that there are more monks and less meat, and the employees of Bluestar Technology Group have been increasing, and now the total number of employees is 110,000, the Cote d'Azur is less than 90,000, Lens Semiconductor is 50,000, and Shengfeng Capital is 1,800.

The employees who can become Luo Sheng are all elites in their respective fields.

……

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Chinese Net