Global Monopoly of Technology

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

P1 is the position, which mainly depends on the employee's position value ( ), and the employee gets what kind of salary in whatever position, and Xiongxin Electronics uses this to determine the employee's basic salary.

P2 is performance, how much contribution an employee makes (Performance), how much income can be obtained, according to the two indicators of team contribution and individual contribution to determine the actual level of employee compensation.

P3 is the ability, how much ability an employee has (Person), the standard of 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 the market comparison (Market). That is, compare with the salary level of the same category of positions in the labor market and the same category of talents, and take the appropriate quantile to determine the salary level of Xiongxin Electronics itself.

There is no harm if there is no comparison. The engineers of Huaxin International have changed jobs one after another, which is the result of comparing Xiongxin Electronics.

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

The average salary of Côte d’Azur employees has reached 330,000 yuan in this era, and the average monthly salary has reached 27,500 yuan. The average is already so large, and the annual salary of employees with excellent performance can even exceed one million, and The proportion is still quite large, and this is not even corporate executives.

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

In this era, with such remuneration, who wouldn'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 salary design system, and it will definitely not last long. will go bankrupt.

Luo Sheng dares to play like this because his company has high profits to maintain, and he can't do porcelain work without diamonds.

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At this moment, this internal high-level meeting of Xiongxin Electronics is still going on. Luo Sheng came here mainly to determine the salary and treatment system, which is also the core argument of this meeting. Once the employee treatment issue has been established, it is like a young man's house, car, and savings. all ready,

The next step is to find a satisfactory object.

The truth is that.

For Xiongxin Electronics, it is convenient to actively absorb the talents it wants after getting the treatment standard.

For job seekers, the treatment of Xiongxin Electronics is extremely attractive, but if you want to get an offer, you must have real materials, or you will be brushed off. Xiongxin Electronics also has a cruel last-place elimination system.

At the meeting, Luo Sheng spoke in an orderly manner: "The distributable value of Xiongxin Electronics I think includes the power of the team and the economic benefits. Here I cite four core benchmarks for value distribution: opportunities, wages, bonuses, Allotment."

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

Luo Sheng continued: "First of all, let's talk about the salary. At the beginning, the basic salary of Xiongxin Electronics could not be set very high, mainly for performance appraisal and year-end bonus. With his contribution and length of service in Xiongxin Electronics, an employee's basic salary will also be As the tide rises, seniority is not a core indicator 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 whose performance reaches A and B+ can have the opportunity for promotion."

"The third is bonuses. For those who are highly productive, their bonuses should be much higher than the average, two or three times or even higher."

"Finally, there is the allotment. For those who are fruitful and striving to the top, firstly, he will get a higher allotment quota, and secondly, he will get the allotment faster."

At this moment, there was only Luo Sheng's voice in the conference room, while the other managers bowed their heads silently, holding pens to record.

This is not formalism, because Luo Sheng has a requirement that he does not allow internal meetings to use PPT, which seems to be tall and fancy, but can only record the meeting points by handwriting in a notebook.

After seeing everyone put down their pens, Luo Sheng continued to speak with a smile: "A hole can only be used to make a hole. To achieve success in the semiconductor industry, you can't just show the spirit of stubbornness and not talk about methodology. , that is reckless and reckless behavior, we must concentrate our efforts to fight the war of annihilation, this is the motivational philosophy of Xiongxin Electronics."

At the meeting, Luo Sheng's body language added: "In Xiongxin Electronics, salary should be divided into priority and second, salary and salary should not be confused, salary is the main, that is: direct economic gain, such as fixed salary, commission Ah, bonuses, allowances and subsidies, job consumption, overtime pay, etc.; remuneration is secondary, that is: indirect economic gains, such as welfare, training, study abroad, team activities, holiday gifts, etc., as well as non- Economic gains, such as promotions, work environment and work atmosphere, etc.”

Only by working together can the profit break the gold.

In fact, Luo Sheng is not born omnipotent, but he understands progress and keeps learning at all times. If he had said these words five years ago in the entrepreneurial stage, he would never have said it.

But today is different. Over the years, with the existence of Qin Weimu as a right-hand man, Luo Sheng has also learned a lot of non-technical professional knowledge from her like a sponge, and is skilled in making use of the situation and applying it according to local conditions.

So far, Luo Sheng has learned well and used it well.

Similarly, Qin Weimu also learned a lot of technical expertise from him, but there are still some differences. She can't learn technology research and development, but she has learned how to think and deploy in the field of technology.

...

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

Most of the people in the industry couldn't help but come out and complain: Luo Sheng is doing this to adjust the rhythm of his peers to death, and not to give them a way to live.

Such complaints have been deeply agreed by many people in the industry, especially HR of major IT companies, and resonated.

The reason is Luo Sheng's ability to "gather talents". The talents in the industry have flowed into him crazily, resulting in no one available to other companies. Recently, Huaxin International is the key "victim" of this problem.

Topics in the industry are also competing against each other. On the one hand, industry insiders complain that Luo Sheng's treatment is much higher than that of his peers, which seriously squeezes the living space of friends and businessmen, which may lead to the closure of enterprises, thereby expanding the number of unemployed and affecting economic development.

The big hat was buckled unequivocally.

On the other hand, the vast majority of netizens who eat melons and programmers who earn profits are angry at these so-called industry insiders. They blame their competitors for not attracting talents, which simply destroys the three views.

In short, the contradictions in the online debate are concentrated here.

From an objective point of view, several companies under Luo Sheng, such as Azur, Bluestar Technology, Shengfeng Capital, Lens Semiconductor, etc. located in Sioux City, generally have higher incomes for their employees than other employees.

Land prices in Sioux City are skyrocketing, which is not a problem for Luo Sheng's employees, because their income is high, and they can even buy a house in the local area with one or two years' wages at most three years.

The higher the income, the higher the requirements for living standards, which will inevitably lead to the upgrading of local consumption.

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

Interestingly, on the one hand, this group of people complained that Bluestar Technology and other companies have driven the sharp rise in housing prices and consumption upgrades.

Well, the body is very honest.

However, it is a fact that there are more monks and less flesh. The number of employees of Bluestar Technology Group has been increasing. Now the total number of employees is 110,000, less than 90,000 in the Azur, 50,000 in Lens Semiconductor, and 1,800 in Shengfeng Capital.

Those who can become Luo Sheng's employees are all elites in their respective fields.

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