I saw a piece of news yesterday that after Alibaba’s Taotian Group started manpower reform and canceled the P rank series, Tencent and Douyin will also carry out manpower reform this year.
Tencent, Bytedance’s Douyin Group, and Alibaba’s Taotian Group all made adjustments to the current rank system and management system at the same time this year, which is very rare.
The current situation is as follows:
Tencent will reduce the level of cadres, reduce the management roles of the business, and promote the company's organizational hierarchy to be flatter. Xi Dan, senior vice president and head of human resources of Tencent, said at the group strategy meeting that it will be more radical to implement the "ability to go up, down, and active" for cadres to create promotion opportunities for young employees.
Douyin Group is considering adjusting the "5-level 10-level" employee rank system that has been implemented for more than five years, but the plan is undecided. ByteDance has set up a special rank and salary reform project team.
Taotian Group is considering increasing the ranks of grassroots employees (the P sequence is changed to 14-28) and simplifying the way of promotion. It is also planned to adjust the OKR assessment system to a KPI-based assessment system with parallel OKR and KPI. In addition, teams with more than ten people will be eliminated at the end.
Judging from the current situation, how organizations adapt to the new cycle is a common proposition for major Internet companies.
Judging from the current adjustments of these large factories, there is basically one characteristic: reducing the hierarchy and reducing the difficulty of the promotion process for grassroots employees. At the same time, the relationship between salary and promotion is weakened, that is, promotion does not necessarily increase salary.
In fact, the purpose of this kind of reform is to fully release productivity. In the past, many people worked hard to promote their ranks and abandoned their business. In order to get higher salaries, they had to be promoted to management. This is obviously a waste of manpower. Only by understanding the essence of the work can the productivity be liberated, and the salary will increase if there is no promotion, so that everyone can work with peace of mind, like to do technical research and technology, and don't waste technology in order to transfer to management.
Don't waste your time getting promoted, instead create value at work.
Yesterday, Zhihu also invited me to answer a question, which was quite interesting, and I would like to share my point of view.
The question is: What is the current employment situation for all age groups? Is "35-year-old anxiety" spreading to younger age groups? What employment difficulties do young people face?
My answer is: the employment situation of all age groups is very severe now. The most serious is not the age group of 35-year-old mid-life crisis, but the age group of 16-24 young people.
The reason is also very simple, this age group is a newcomer.
From the perspective of the current environment and the company, young people in this age group are actually not competitive because they lack experience. As far as the current general environment is concerned, we have also seen that some large companies in the Internet industry are laying off employees. Why are they laying off employees? Many people ask whether layoffs can solve the problem? In essence, it is not layoffs. It is essentially that the company is cutting off marginal businesses that do not make money. The layoff of business involves layoffs, not layoffs for the sake of layoffs.
In other words, the era of rapid development has passed, and economic growth has reached a bottleneck period. The next step is to choose the best from the best, that is, whoever can create value will stay; whichever business is more profitable will be retained. .
what does that mean? It means that the era of enterprises pursuing cost-effectiveness and rapid expansion is over. Therefore, if you are young and inexperienced, no matter how cheap you are, the enterprise will not recruit again.
I don't know if you have seen the school recruitment news on WeChat a few days ago? WeChat has stopped this year's school recruitment.
Behind this change, I feel that the answer is obvious, that is: reduce recruitment and practice first before you have the opportunity to join the WeChat team in order to reduce recruitment costs.
Come to the internship first, select some outstanding talents from the internship to stay, this is after two layers of screening, two layers of screening, each time a group of people will be eliminated, which is a sign of shrinking recruitment, and doing so can reduce recruitment and recruitment costs. The cost of resignation, after all, if it is not suitable to lay off employees if it is directly recruited into WeChat in the fall, it will not sound good. Selecting the best from among the best interns is not counted as layoffs.
You see, this kind of internship system is obviously for selecting people. It is a method of selecting the best from the best, and choosing from the internship avoids the cost of resignation and layoffs.
You see, from this point of view, the advantages of young people have weakened, and the era of chasing cheap young workers is passing.
Therefore, the employment situation of young people aged 16-24 is very severe.
For the hard-working workers in the workplace, if you look at the reforms of major companies, you will find that the kind of capable people will be popular in the future. Some time ago, Ali revised his rank and abolished the P-level system, and the former employees above P8 were appointed by the organization, and there was no promotion or demotion of rank. Salaries and bonuses are determined according to the size of the business and team; the salaries and bonuses of 14-28 employees will not only be linked to the level, and the level and bonus will be gradually separated in the future.
The purpose of this reform of the manpower system is also very clear, that is, only those who create value can stay. Management changes the organization to accept fate, which means that only those who can lead the team to make money, overcome difficulties, and help the company solve problems can gain the trust of the organization.
Therefore, layoffs in the future may have nothing to do with age, but only with ability. What is cost performance? Only those that create value are cost-effective, not just cheap.
The general environment and economic development have entered a bottleneck period and a stable period. Everyone will not expand blindly. Then who is the most important talent is the most important thing, not age. Whether you are anxious or not at the age of 35 is not about layoffs, but about whether you have core strengths and whether you can break the ice in this cold winter environment .
This is the trend caused by economic development.
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