Huawei Technologies Co., Ltd. was established in 1987 and its headquarters is located in Shenzhen, Guangdong Province. Its main business scope includes radio, microelectronics, communication, routing, switching and so on. Is the world's leading provider of information and communication technology (ICT) solutions, and surpassed Ericsson to become the world's largest telecom equipment supplier in 20 13. In recent years, Huawei's smartphone business has developed rapidly, becoming the third largest smartphone manufacturer in the world. By the end of 20 16, the total number of Huawei employees had reached 170,000, and its products and solutions were widely used in170 countries around the world. Most operators and more than half of the population in the world have enjoyed the services provided by Huawei. In August of 20 16, Huawei ranked first in the list of "Top 500 Private Enterprises in China in 20 16" and 27th in the list of "Top 500 Chinese Enterprises in 20 16" with an annual revenue of 395.009 billion yuan.
The reason why Huawei Technologies Co., Ltd. can develop so rapidly and rank among the forefront of the communication industry is inseparable from its innovative and competitive salary management system. Therefore, this paper will focus on the analysis of Huawei's salary management system, hoping to provide reference for other domestic enterprises.
I. Overview of Salary Management Theory (I) Salary and Salary Management
Salary refers to various forms of economic income, tangible services and benefits obtained by employees of enterprises because of their labor. Salary management is a dynamic management process for enterprises to formulate standards, policies and distribution methods for employees to provide service remuneration according to their actual situation and development strategy.
(B) the composition of remuneration
Salary includes economic salary and non-economic salary, in which economic salary includes direct economic salary (such as basic salary, overtime pay, bonus, etc.). ) and indirect economic wages (such as paid vacation, medical insurance, pension, etc.). ), rather than economic compensation, including satisfaction, praise and status, employment security, challenging job opportunities, learning and training, appreciation space, etc.
(C) the content of salary management
1. Salary target management, that is, the salary management system should match the company's business strategy and organizational strategy, meet the development requirements, and coordinate with the individual needs of employees.
2. Hierarchical management of salary, that is, the salary management system should be updated and adjusted with the development of enterprises, and the salary of employees should be dynamically adjusted with the amount of performance, the accumulation of experience and the improvement of skills.
3. Salary system management, that is, the salary management system should be complete and comprehensive, including the management of economic salary such as salary, bonus and equity, as well as the management of non-economic salary such as personal growth, career development, study and training.
4. The structural management of salary, that is, the hierarchical division of salary management system should be moderate and the gap between different salary levels should be reasonable.
5. Salary system management, that is, how to design, determine and implement the salary management system and how to ensure fairness and openness.
Analysis of Huawei's salary management system (I) Contents and measures of Huawei's salary management system;
Huawei's economic remuneration: salary, welfare, overtime, bonus, equity, etc.
1, basic salary
The basic salary of Huawei employees when they first join the company is determined according to their positions and academic qualifications, but these factors have little influence, especially after entering Huawei 1 ~ 2 years. Huawei has established a unique post qualification evaluation system, which divides employees into different levels according to their performance and assessment. All employees of Huawei are divided into 22 levels, and can be promoted to one level after two years of work. If they work abroad, the increase rate is slightly faster than at home. Undergraduate and graduate students who just graduated entered Huawei at the level of 13, and the basic and middle managers reached the level of 17 and 18. The highest level of 2 1 and 22 belong to the president level, such as Ren. The wages corresponding to different grades are also different. During the period of 20 14-20 15, Huawei significantly adjusted its salary benchmark. 13 monthly salary 1 1000 or so, fluctuating by 2000 yuan, 14 at 158. 16 is around 23,000, 17 is around 27,000, and so on. The higher the rank, the higher the salary. Grade 18 or above, pre-tax annual salary of more than one million. In Huawei, the annual salary of domestic employees and expatriate employees alone is as high as tens of thousands. Attracted by large sums of money and high salaries, a large number of high-tech elites poured into Huawei.
2. Welfare benefits
In addition to the basic legal protection benefits such as five insurances and one gold, there are also benefits such as travel subsidies. All employee benefits are in the form of monetization, and the travel allowance is directly paid to the employee's work card every month, and cash is not allowed. Only when the number of benefits in the work card is higher than a certain amount at the end of each year, or when employees leave their jobs, can they withdraw cash at one time and deduct 20% of personal income tax. Usually, the money in the work card can be used for employees to buy tickets, eat in the company restaurant and spend in all service facilities (supermarkets, barbershops, fitness places, etc.). ) at the base. The company also provides special humanized protection benefits for all employees, such as group travel, birthday wishes and sympathy for sick employees. In addition, the company provides some employees with additional special benefits according to different positions, grades or performance.
3. Overtime pay
In Huawei, it is common for employees to work overtime. In 20 16 years, Huawei worked overtime for an average of 3.96 hours on weekdays, not to mention sometimes on weekends and holidays. But the longer overtime, the more overtime pay, as compensation for employees to give up their rest time and contribute to the company. Usually, the overtime pay is 65438+ 0.5 times of my salary, 2 times on weekends and 3 times on legal holidays.