According to media reports, on June 10, 2019, Tencent released an internal email to adjust the company's existing rank system, and also implemented reforms in the performance appraisal of middle and high-level cadres.
Regarding the rank system , Tencent cancelled the original 6-level 18-level (1.1-6.3) level system design, and optimized the professional rank system to 14 (4-17 levels) . At the same time, the professional labels between different ranks are removed and replaced with "professional rank + job title" .
(Internet transmission Tencent rank system new and old comparison table)
The content of Tencent's rank system reform also includes:
- Will promote the implementation of new channels and new positions, and broaden more professional tracks;
- Director-level management cadres will develop in the management channel by default and will no longer participate in professional rank declaration and promotion;
- The third role is expanded from professional and management to encourage relevant colleagues to live water, rotate, concurrently and concurrently project. Encourage employees with level 12 (4-1) and above to undertake cross-departmental and cross-BG (generally referred to as business groups) large projects, public projects, and difficult professional breakthrough projects.
In terms of employee promotion, Tencent stated that it will continue to optimize the review process, authorize transparency and improve efficiency, and further increase the authorization of professional review.
A Tencent employee said that under the new system, “I used to go to BG for interviews from 2.3 to 3.1, and now I can upgrade internally, which is equivalent to issuing the upgrade authority.”
Tencent said that the newly released upgraded version of Tencent's employee career development management system is an important part of the company's management system and a new start for the company in terms of management.
Tencent also reformed the performance of middle and high-level cadres and put forward three goals:
- Enhance the sense of urgency: increase the frequency of assessment, from once a year to once every six months;
- Clarify the evaluation orientation: "Reactive is a fault" (performance) and "not only strong in oneself, but also strong in the team" (management/behavior);
- Enhancing transparency and avoiding "one word": Strengthen the delivery of goals, and strengthen the influence of multi-dimensional feedback from the same level and subordinates in the performance appraisal.
Before, there was an old iron in the group asking about the comparison of BAT salary ranks and the difference in the internal talent system. Today, I just sorted out some and shared them with you.
Tencent salary structure: 12+1+1=14 salary, Tencent's standard salary is 14 salary, but you can usually get 16-20 salary. The year-end bonus depends on the profitability of the department, which is generally 3 months.
The higher the level, the higher the base salary. According to your performance, you can get a salary of 15.3 months to 18 months a year. The salary of T3.1 is 2w+. Employees above T3 will have stock options. Employees before Tencent 09 Making money mainly depends on stocks, which have increased by 500%+ from 08 to now.
Alibaba has two sets of talent development systems, one is the expert route [P sequence = technical post], programmers, engineers, and talents in a certain professional field.
The other system is the M route, that is, the manager route [M sequence=management post]. From M1 to M10, the judgment ability of each level is subdivided, what is its ability performance, and what level is to be achieved. All have a subdivided system. In this way, the scientificization of the entire human resource system is realized.
Most of them are summarized in the P sequence, your "position + job type", such as P7 product manager = product expert.
Generally speaking, fresh graduates have just joined Ali as P5, and after 1-3 years of work, they are promoted to P6. Ali usually allocates shares to P7.
Companies with P7 and above allocate shares. Taking into account employee loyalty, the shares are not sold out at once, but in several years. The number of stocks held by different positions and ranks varies greatly, depending on the business department and personal performance.
If employees want to upgrade, such as from P6 to P7, they need to report their work and pass the interview of the promotion committee. The promotion committee is generally composed of your direct leader, the leader of the business department of the partner, the HRG, the leader of the business line, etc.
Baidu's level structure is divided into four lines.
Technical sequence T: T3-T11 generally correspond to Ali's high-level sequence, such as: Baidu T3 = Ali P4, T5/T6 belong to the backbone of the department and are very popular.
Product operation sequence P: P3-P11 products and operation posts, corresponding to Ali Gao's 1-1.5 level sequence, Baidu p3 = Ali P4-P5.
Logistics support department S: S3-S11 are mainly public, administrative, channels, etc., promotion is more difficult)
Management sequence M: Each level of M1-M5 is divided into two sub-levels, M1A and M1B, the lowest is M1A, at least the second in command of the department, and Robin Li is the only M5.
Generally speaking, the monthly salary of technical personnel is 14.6 (12+0.6+2), and the monthly salary of other positions is 14; stocks and options are available for T5 and above;
Basically, the entry level of fresh graduates is T3. But internal promotion is very fierce, there is business competition between departments and departments, as well as talent competition.
Usually, fresh graduates can be promoted to T4 in about 1 year, but if your department's business is core enough, maybe 1 year will be fine.
Finally, come to the BAT level comparison table:
The article comes from the Internet, and the sharing is only to help HR better improve themselves. The copyright of the reprinted manuscript image belongs to the original author and the organization.
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