Wuliang Advertiser

There are a lot of issues with the board of directors. In addition to the investment that must be discussed, Wu Liang also has a killer trick, which can be questioned continuously.

Just as he questioned the ability of Shaanxi Qi Industry, he also questioned the ability of the leadership team.

"I went home yesterday and met some childhood friends and made a lot of complaints. I think it makes sense. Why don't I tell everyone?"

Zhang Yupu understands now. Wu Liang has said so much. There are interests and a sense of existence. After what he saw and heard in Wu Liang's house the day before, he also tasted Wu Liang's family as a comparison. The kind of "Geng" is in line with the characteristics of people in Guanzhong. Many things are straightforward and not hidden. This is quite temperamental to him. Therefore, he also answered with fun, "Wu Dong has good suggestions, we can't ask for it. what!"

Wu Liang gave him a grateful look, "My hairpin is a technology. He has been in the company for two years and feels that his future is extremely slim. I don't know if he is not confident about the future of the company or not confident about the individual?

It was not until later that he proposed that this is a company that can see the end of life at a glance.

I was taken aback at the time, and when I thought of what others said that this is an industry that cannot eat or die, I really feel that the company's system has a great flaw!

Especially the technicians are extremely unfriendly!

Yupu Dong is also a technical cadre, I would like to ask, how much can the current technician earn in a month?"

Wu Liang called the name, and Zhang Yupu probably settled it, "The basic salary is 800, the post salary is 280, and the post salary coefficient can get 5 this month. If you count overtime, it shouldn’t be a big problem to get 3,000 yuan!"

3000 yuan is considered a very good income at the time of 2004. However, this is still the product of the salary reform after the restructuring.

For example, post wages are formulated based on the characteristics of state-owned enterprises. A base figure is set. The output is 280 in the case of standard working hours. The more output increases and the more doubles, the more money you get. It seems that It's reasonable, it's understandable to do more and take more.

Such a piece-rate wage system is relatively reasonable for workers, and it reflects a wage system that pays more for work.

However, is it really reasonable for a technician?

not necessarily.

The reason is also very simple. The output of the enterprise is high or low. In the low-yield month, the post wage coefficient may only be 1 or 2. Workers do less work and receive less wages. Can you understand, what about technical personnel?

Still busy every day with the design and testing of new products, the technical transformation of the production line, the craftsmanship, the quality improvement of the products already on the market, etc., what is the salary you get?

The basic salary is 800 plus the post salary of 280 or 560. What can you do if you get a thousand hands?

This is the greatest sorrow of technicians. In addition, Wu Liang's message is that there is no upward channel. For example, in state-owned enterprises, the way out for technicians is to get a high salary in leadership positions, and there are others. What way out?

How much can the salary of an engineer or senior engineer plus 30 or 50 affect?

Good technicians who have been working on their own for four or five years have switched jobs because their wages are too low. This is the biggest loss to the company itself. In other words, state-owned enterprises are the cradle of talent training. Why do they say that?

The management of state-owned enterprises is relatively standardized, and the quality system management is also strictly implemented in accordance with the 9000 certification or the 16949 certification of the automotive industry. The work is in line with the basic requirements of enterprise development.

Wu Liang once knew many small mechanical processing companies, and the technicians in some companies couldn't even understand a dimensional chain. How good are the parts designed like this?

Obviously.

So many times, among the dazzling products on the market, even if the homogeneity is very the same, but the big factory and the small factory are really different, there are factors in this respect.

For another example, in the investment of the 1.68 billion Jinghe Industrial Park of Shaanxi Heavy Industry, plant planning, production line layout, equipment debugging and installation, process layout, etc., are all extremely training!

Participating in such a technological transformation project is a qualitative change in the skill level of project personnel, and this is a talent that only large enterprises can cultivate.

And they change jobs because of salary reasons or future problems, and the loss to the enterprise is not serious.

The company clamored to increase the income of technicians without any substantial improvement. When these people had hardened their wings and felt that they could fly solo, they took away not only the technology, but perhaps the drawings.

The damage to the enterprise is huge, no less than a technical leak.

This has to return to the advantages and disadvantages of the self-made rate. The self-made rate is high, and the technology control of the enterprise is relatively strict. The self-made rate is not high. The products will soon have a large number of imitations on the market. The tractor industry in China is such a chaos.

Similarly, there are only six giants in the heavy-duty truck industry in the Tian Dynasty, Yiqi, Dongfeng, and Futian, plus the three companies that were separated by the disbandment of the heavy machinery, including Shaanxi Zhongqi, and the rest are almost negligible. They are as strong as Chunlan Group. Of companies entered and soon left the market sadly.

However, this will not be able to establish the six major patterns of the heavy-duty truck industry in China. Jianghuai, Hualing, XCMG, Beiben, and Universiade are constantly eroding the market of these established companies.

It is inevitable that these companies will more or less learn from these six technologies, or imitate or "handle" them. The quickest path and solution is to dig people from these companies.

It is true that there are only a thousand days of thieves who can prevent them from being a thousand days. Over time, there will always be negligence. Since you know that such a day will come, it is necessary to take precautions as soon as possible.

Wu Liang also introduced this topic through the reform of the salary system.

"3000 yuan, how big is the gap between five-year-old technology and fifteen-year old technology? Is the salary level for a job? 30 for a post, a coefficient of 5, more than 150 a month?"

In a word, Zhang Yupu's face changed a lot, and he was silent for a long time before he talked again and again, "Shaan Zhongrui Qi has improved a lot under the influence of Xianghuo in the past two years. It seems that the pace is still moving forward. It's not big enough!"

Wu Liang laughed and laughed at himself, "Where do I want the horse to run fast but the horse not to eat the grass? I'm in such kicked companies as Ari, Fujixun, Qianbaidu, Qihu 360, and Dapingyang Computer Network. I encountered a very good model, a dual-sequence career development system, that is, the expert route and the manager route!"

The dual-line compensation system is the most common in the industry, and has also been used in the machinery industry. Facts have proved that this model has its own significant advantages, at least it can reflect a greater competitive advantage in the same industry.

The example of Wu Liangju’s classmates can be solved perfectly with the dual route. Those who are suitable for the technical route will have no problem taking this route. The high salary is more conducive to the integration of the company’s interests into a community.

This is actually a sense of fairness. Wu Liang has participated in a lot of similar trainings, and he is no stranger. In a good world, Wu Liang suggested that Deng Yu made a natural arrangement.

Of course, Dapingyang Computer Network is also similar, he compares Ari's salary system.

In other words, under normal circumstances, employees will also compare their remuneration with other people, classmates, and relatives in the same industry in the region, thereby creating a sense of fairness.

Companies must ensure external fairness when designing their remuneration system, which means they must have corresponding external competitiveness.

When the salary of employees is higher than that of other companies in the same industry for a certain period of time, employees will feel satisfied.

Under this circumstance, it will help enterprises attract and retain outstanding talents and gain a strong competitive advantage in human resources.

The Heavenly Heavy Machine is divided into three, Shaanxi Zhongruiqi, Tianchao Zhongruiqi, and Hongyan. There are many people who know each other. It is not an exaggeration to ask each other about the salary level. The larger the gap, the stronger the frustration. Have to guard.

Seeing that everyone did not resist too much, Wu Liang chuckled and said, "I look back and find an expert to redesign the Shaanxi Zhongqi's salary system!"

Zhou Yumin immediately expressed his opposition, "As far as the personnel who are most familiar with Shaanzhong's ruined spirits, it should be the incumbent vice president of personnel. Asking a foreign monk may not be able to recite Shaanzhong's rulingly tempered scriptures?

Wu Liang smiled and did not answer Zhou Yumin's question. Instead, he turned to ask Zhang Yupu, "What does Zhang Dong mean?"