Global monopoly of technology

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

P1 is the position, which mainly depends on the position value of the employee (Position), and the salary of the employee is given in which position, Xiongxin Electronics uses this to determine the basic salary of the employee.

P2 is performance. How much contribution an employee makes (Performance) can earn how much income. The actual level of personal salary is determined based on the two indicators of team contribution and personal contribution.

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

M is the market control (Market).That is, compare the salary levels of the same type of jobs and the same type of talents in the labor market, and determine the salary level of Xiongxin Electronics itself by taking the appropriate quantile.

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

According to data from the Blue Coast last year, the total number of employees in 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 per capita salary of the employees of the Blue Coast 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 annual salary of the employees with excellent performance can even exceed one million, and The proportion is still quite large, and this is not considered as a corporate executive.

The most valuable thing is the median level. Among the 82,600 people of the Blue Coast company, the median income has reached an average of 550,000 yuan, which is an average monthly salary of 45,800 yuan.

In this age, 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 systems. It will definitely not last long. Will go bankrupt.

Luo Sheng dares to play this way because his company has high profits to maintain, and it cannot do porcelain work without diamonds.

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At this moment, the internal high-level meeting of Xiongxin Electronics is still going on. Luo Sheng came mainly to determine the salary system, which is also the core argument of this meeting. The issue of employee compensation is established, just like a young man’s house, car, and deposit. I'm all ready, and then I'm looking for a satisfied one.

This is the truth.

For Xiongxin Electronics, it is necessary to fix the salary standard to actively attract the talents it wants.

For job seekers, Xiongxin Electronics' treatment is extremely attractive, but if you want to get an offer, you must have real materials, otherwise it will be brushed off. Xiongxin Electronics also has a cruel elimination system.

During the meeting, Luo Sheng spoke in an orderly manner: “The assignable value of Xiongxin Electronics includes the power of the team and economic benefits. Here I will cite four core benchmarks for value distribution: opportunity, salary, bonus, Allotment."

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

Luo Sheng continued: “Let’s talk about wages first. At the beginning, Xiongxin Electronics’ basic salary cannot be set high, mainly for performance appraisal and year-end bonuses. With his contribution and working years in Xiongxin Electronics, an employee’s basic salary will also be The tide is rising, and seniority is not a core indicator, but it is also one of the indicators."

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

"The third is the bonus. For those who are very effective, their bonus should be much higher than the average, twice, three times or even higher."

"Finally is the allotment. For those who are very effective, they will get a higher amount of allotment, and secondly, they will get the allotment faster."

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

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 but actually fancy, and can only record meeting points in a notebook.

Luo Sheng watched everyone put down the pen in their hands, and continued to speak with a smile: "Only one hole can be used to make one hole. The semiconductor industry must achieve something, not just to show the spirit of death without talking about methodology. , That is a 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, the dancer Luo Sheng added body language: "In Xiongxin Electronics, salary should be divided into primary and secondary. Salary and remuneration should not be confused. Salary is the main thing, 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 benefits, training, overseas study, team activities, holiday gifts, etc. Economic gain, such as promotion, working environment and working atmosphere, etc."

Only with one heart can the profit be broken.

In fact, Luo Sheng is not born omnipotent, but he knows how to make progress and always keeps learning. If these words of him were put in the entrepreneurial stage five years ago, he would definitely not be able to speak.

But today is different. Over the years, with the presence of Qin Weimu as a right-hand man, Luo Sheng has also learned a lot of non-technological expertise from her like a sponge, and is proficient in guiding 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 professional knowledge about science and technology from him, but there is still a difference. She can't learn technology research and development, but she learned how to think and layout in the field of technology.

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With the establishment of Xiongxin Electronics, the hot news and topics in the industry are not surprisingly focused on Luo Sheng-related content.

Most of the people in the industry couldn't help but spit out: Luo Sheng did this to keep his peers to death, not to give them a way to survive.

Many people in the industry, especially the HRs of major IT companies, unanimously deeply agreed with this kind of complaint, which resonated.

The reason is that Luo Sheng's ability to "gather talents", talents in the industry have madly flowed into his under his command, resulting in no other companies available. 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 complained that Luo Sheng's treatment was much higher than that of his peers, severely squeezing the living space of friends and businessmen, and may cause business closures, expand unemployment, and affect economic development.

The big hat was buttoned unambiguously.

On the other hand, the vast number of netizens and profit-seeking programmers are angry with these so-called industry insiders. They cannot attract talents but blame their competitors, which is simply ruining the three views.

In short, the contradictory points of online disputes are concentrated on this, it seems that the public is justified and the mother is justified.

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

Land prices in Sucheng are skyrocketing, which is not painful to Luo Sheng's employees because they have high incomes, and they can even buy a house in the local area with a salary of up to three years.

The higher the income, the higher the standard of living, 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 group of victims.

What's interesting is that on the one hand, this group of people complained that companies like Bluestar Technology have driven house prices and consumption upgrades; on the other hand, they squeezed their heads and wanted to get in and become Luo Sheng employees.

Well, the body is very honest.

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

All the employees of Luo Sheng are elites in their respective fields.

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