My rebirth is different

Page 407

Star Technology's employee system, Yuwenfei refers to the system of large Internet companies in later generations.

In 2002, absolutely no company had such a detailed and complex level system division. When he presented this set of plans, everyone was stunned.

"Is this... such a complicated level, is it necessary?"

Zhou Mengyi asked in surprise.

Effie and Hu Jingjing were also puzzled.

How have they ever seen this before? Effie is still studying business management, but in the organizational structure of the company she has studied, she has never seen such a complicated hierarchical system division.

Normal companies are all "business-supervisor-manager-director-vice president". In most companies, it is the end to be the vice president, because the boss is the boss.

So, that's five levels.

But Yu Wenfei this...

"That's because the scale of a large Internet company may exceed the imagination of ordinary people in the future! The number of employees and the variety of positions will also subvert the traditional concept of corporate management." Yu Wenfei explained with a smile.

In 2002, of course, there were no real Internet giants.

The largest Internet company in China is probably Sina, but how many employees did Sina have at that time, less than [-]!

When Yitang was at its peak, it had more than 1000 employees, but many of them were supplementary, part-time jobs such as temporary workers in branch offices, and local promotion.

How many employees did Tencent have in 2002?

Less than five hundred!

Of course, the current Tencent staff, including Xiao Ma, may not have imagined that without Yu Wenfei, Tencent Group would have 17 employees in 80 years, with an average annual salary of [-]!

Tencent is not the company with the largest number of employees. If it is based on the number of people, it is an e-commerce company that has the largest number of employees.

Ten years later, the Internet company with the largest number of people will be JD.com!

Because JD.com has its own business and its own logistics system, the number of employees is very large.

Up to 16!

At that time, Alibaba and Ant Financial had only 10 people.

Another Internet giant, Tencent, only has 4 people.

This 16 is different from Foxconn's hundreds of thousands.

Foxconn is a factory, and most of its employees are assembly line workers, with high turnover and simple management.

JD’s 18, although there are many couriers, but there are also quite a lot of technology, business, and management. Compared with factories like Foxconn, the management difficulty is much higher.

Therefore, it is very important for the company to reach that level of scale and a complete and huge promotion system.

JD.com and Ali’s employee classification system is also the most complicated, with many levels.

Yu Wenfei directly applied the division of employee systems of these two companies more than ten years later, because it has been proven that it is easy to use.

Chapter 346 Three Major Promotion Systems

The plan proposed by Yu Wenfei divides all employees of the company into three major systems.

Management level, with "M" as the code.

Employees of the business system are coded with "P".

Employees of the technical system are coded with "T".

…………

Let me talk about the management system first, which is relatively simple and is divided into six levels.

M1, this is the level of junior managers, and the corresponding position is "supervisor".The salary of managers at this level is between 6K and 8K.

M2, this level is the manager level, which is also divided into M2-1 and M2-2, which are deputy manager and manager positions respectively.The starting salary is 10K, and the cap is 20K, which is [-].

M3, senior manager, salary starts at [-] and caps at [-].

M4, director, the salary will be calculated according to the annual salary, the annual salary starts at 50, and the annual salary is capped at one million.

M5, VP, that is, the level of vice president, the salary is blank...Because of this level, the salary is negotiable, and will be considered according to personal qualifications, abilities, positions, etc.But how to say, Zim Technology’s scale requires 200 million yuan to start, and after it develops, an annual salary of [-] million yuan is normal.

M6, CXO.The "X" in the middle represents several letters, such as "CEO", "CIO", "CTO", "CFO" and so on.These are the sole executives, such as chief executive officer, chief financial officer, chief scientist and so on.The salary at this level can be imagined.

At present, Yu Wenfei is the only person in Star Technology Company who is at the M6 ​​level, and his title is "CEO".

Ai Fei, Wu Xiu, and Hu Jingjing all belong to the management sequence and are rated as M2.

But they are all interns and work part-time, so they can only get 60.00% of the corresponding salary.

This salary standard is undoubtedly the top category in China. In 2002, domestic Internet companies, including those who are quite famous, may have a director-level salary, which is only 30 million a year.

But Star Technology directly doubled this standard!

To be a big company, you must be able to attract top talent.

What does a new company rely on to attract talents?

Yu Wenfei believes that painting cakes alone is not enough. Painting cakes may still be useful to newcomers who have just left school, but for those real career elites and technical elites, it is obviously a joke.

A good corporate platform, a promotion system with great room for improvement, and a sound corporate system, of course, are indispensable for generous treatment. These things are real and can attract real talents.

Although doing so involves a lot of financial pressure and high labor costs, as long as the company can be established, it is all worth it.

After one or two years, various VCs will rush to pay the bills for Yu Wenfei for these costs!

In the long run, the high labor costs paid now will be richly rewarded.

…………

The second largest system is the business system, which has many levels and is code-named with "P".

P1, fresh undergraduates, junior college students, school recruiters, without any work experience.Salary starts at 4K.

P2, fresh graduate students, social recruiters with certain experience, salary starts at 6K.

From the beginning of P3, it corresponds to the beginning of M1, and belongs to the level after the promotion of P1 and P2.

P4, P5... all the way to P13!

Starting from P9 in the middle, the salary is an annual salary system. As for P13, the money you can get is not lower than that of VPs!