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How BAT staff salaries cost the community recently discussed? Whether behind 996 to be paid well as support? After all, employees can not draw took bread breadwinner enterprise, companies can not just come to naught not pancakes. Here we have an example of Ali, Ali chat with the staff how much money a year, namely Ali salary performance appraisal system.
01
Ali's vision, mission, values
To understand a company's payroll, performance appraisal system, first of all we should start with the company's vision, mission, values, in order to better understand the origin of these systems.
Ali's mission: is to make the world not difficult business.
We aim to enabling enterprises to help them change the marketing, sales and operations way to improve their efficiency. We provide technical infrastructure and marketing platform for businesses, brands and other companies to help them with the power of new technology to interact with users and customers, and operate more efficiently.
Ali's vision : We aim to build future business infrastructure. Our vision is to enable customers to meet, work and live in Alibaba, and sustainable development of at least 102 years.
Ali's values: Ali's six values for how we do business, recruit, staff assessment and determine employee compensation plays an important role, the six values: client first, teamwork, embracing change, integrity, passion, dedicated. That is, we often say "six pulse Sword."
02
Ali system performance appraisal system
Performance evaluation form: Ali takes the examination three pairs 1, for example, you are a manager, your supervisor is Director, Deputy Director will report to. So when director in the assessment manager, vice president will participate, plus the corresponding human resources department, try to eliminate the "mouthpiece."
Performance incentives ways: basic standard , then the basic bonus and a red envelope have little or no; in line with expectations , then there will be a bonus and a red envelope, and the team in the top 20% of people have the opportunity to promotion and pay rise; exceeding expectations , then, bonuses and red envelopes will be great, but also sectors drums, year-end awards will increase, 20% of people within the department before someone will certainly promotion and pay rise.
03
Ali unique values assessment
Ali thought: If only measuring performance, with no assessment that there is no difference, and therefore the values of particular value in the assessment of Ali's regime.
Assessment of non-performance factors enforcement, companies up and down very seriously.
Ali assessment methods and values: self-rating and comment . Using standard third gear:
A file: Beyond self impact on the team, and organizational integration has been widely praised. Belonging to the benchmark
B file : the words and deeds in line with the performance requirements of the values of Alibaba, Ali whole is a qualified person
C file : lack of basic qualities and requirements, breaking the bottom line value, differ according to the degree of improvement or leave
Two consecutive appraisal cycle are C files, it will be eliminated.
Supervisor for the staff to do the assessment of the time, according to the appraisal of all there must be time, there is place, an event, there are comments, so usually pay attention to the management process will take notes and data accumulation.
Ali value assessment model
04
Ali 's performance appraisal rating
Ali developed the core KPI's: the company's interests, departmental interests, the interests of employees triple, all forces have to make one. Performance score is divided into six grades, namely:
3 points: unqualified
3.25 points: the need to improve
3.5 points: in line with expectations
3.75 minutes: part than expected
4 points: continuous consistently exceeded expectations
5 points: Outstanding
According to the overall proportion of 361:
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-3.25 min 3 min accounted for 10%
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3.5 share of 60%
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3.75-5 share of 30%
Currently, only about 10% of employees in the performance appraisal can get 4 points, 4 points is very difficult to get, it not only means 12 minutes of effort, but also be able to do, and solve important problems. Ali Baba, one can get 5 points, can blow lifetime.
05
How do Ali talent inventory?
Ali saying:
Worthy of good people, bad people sorry. Jiangqinfalan award and eliminating the inferior, to ensure objective and fair assessment, to give the corresponding reasonable return.
Behind the return of no more than three points: promotion, a raise, honor .
In general salary increases and promotions will be included with honor, while the latter can not attach a promotion. Employee salaries can be equipped with tall, you can go far, using a tool Ali talent inventory .
Alibaba, there are three major events each year: 9 - October to do strategic; November-December budgeting; February --5 months to do talent inventory.
2019 shortly after the end of the inventory of talent, talent inventory each year, done after you will find that there is a team who is it available, who may have to continue to observe and who need to be adjusted or even eliminated.
Ali talent inventory and can do a good job, but also all rank system to begin with, Ali rank system world-famous, with the rank system, Ali talent inventory to run up.
06
Ali rank system
As of the first quarter of 2019, a total of 101,958 employees Ali. Which, M5 (P10) and more employees (the current number of 500 +), belonging to the Organization Department of Management; M4 (P9), M3 (P8) Number of there are thousands.
Ali rank system in the end is how it is divided, directly expressed by a table, you can pigeon-holing.
Rank behind the system, in essence, incentives and cultural choices.
07
Ali employees exactly how much money?
Pull so much, you want to focus on, and look at what Ali employees how much money?
Ali's performance evaluation the following five principles:
1, to pay result (prize), to the efforts of applause (Reed)
2, enjoy valuable failed to get the reward strive to uphold the results of
3,3 Individual dry 5 people live, take 4 personal wages
4, plus you pay a company to post a new and higher requirements
5, there is no salary of those jobs, first to enhance its role and value
Very clear logic Ali, wages, bonuses, red envelopes, equity:
Wage is the cost of staff time to buy the company;
Bonus must be employees beyond the company's expectations will be made on it, not everyone has.
Red , or if the company has a few special people inspirational things, will send red envelopes, red envelopes once made is that everyone has varying sizes only.
Equity is an investment in human potential, after five years if he so, then give equity, the classification of posts of course, when it will pull it up.
2019, salary level and the number of shares under the Alibaba rank system, refer to the following table:
The past two years, Ali Baba in salary and stock these two showed the opposite trend, salary increases relatively large, and the number of shares granted decreased significantly.
In about 2013, a 2400-3200 Ali P7 employees can get the shares, and now the number of shares granted P7 level 800-1200 shares will also work for at least 2 years to get, over four years to get finished. The main reason is Ali's stock more valuable.
Ali pressure is very large, 996 not that what the company must do so expressly provided, in fact, the company can not be a provision in this regard, it is illegal. 996 more pressure from performance, employee self overtime, of course, you do not have the ability to work overtime, has been mixed with 3.5 points, it is not so hard, but also a capability.
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About the Author: K, well-known technology companies the old electricity supplier K-class people. Wu did CTO, Wen had a best-selling book, take you insight a new era of technology.
CSDN College invite the author: the old K, jointly launched the "technical people to manage lesson Lecture 20" has been on the line! Together with the big coffee learning technology and management, go hit the link: https://edu.csdn.net/course/detail/25485
