My rebirth is different

Chapter 345 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".

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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, starting with 200 million is still required, and when it develops to a later stage, an annual salary of [-] million 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.

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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!
Of course, it is not so difficult to be promoted from the business system to P9 or above, and the annual salary of one million or ten million is not something ordinary people can get.

For employees in the business system, if they are not promoted through the job, but only rely on the promotion within the system, the P8 will basically be capped.

As for P9, it is almost equivalent to an employee with outstanding business ability, who came in when the company was established, until the company developed and grew, and when the company went public...

After more than ten years, I may lack management ability and cannot hold a higher management position, but my business ability is very good and I am very loyal to the company.

Such employees can almost be promoted to P9, and they can own the company's equity!
If we take JD.com as an example, such an employee is Brother Dong's brother!
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As for the technical system, use "T" to code.

The basic setting is similar to the business system, but the upper limit of the technical system is higher than that of the business system.

Because of the technical system, the highest can reach T15!

Starting from T6, the job title is "Senior Development Engineer".

T7, technical experts!
T8, senior expert!
T9, Senior Senior Expert!
Basically, technical staff will end at T9, but there is still room for advancement.

What kind of talents are left for the promotion space in the future?

For example, when you were working in the company, you invented a certain major invention for the company, and the patent you obtained was at an international leading level. The company earned a lot of profits by relying on this patent, and made a breakthrough in business!
Such employees can continue to be promoted from T9!
As for the highest level T15, in simple terms, it is a national treasure level scientist...

Even if Baidu's Dr. Li is a big name in the search field, if he comes to work at Xingxing Technology, Yu Wenfei can probably give him a T14 level, which is still a little short of T15...

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In addition, starting from the M3, P7, and T7 levels, the corresponding amount of company equity will be allocated before the company goes public!

Employees below this level do not have allotment rights.

Because these people will be the most precious wealth of Star Technology, the pillars and core employees of the company!
As long as these people don't leave, any changes in low-level employees really have little effect, because those people are replaceable.

And these core backbones are irreplaceable or difficult to find replacement candidates.

After the future star technology company implements this plan according to Yuwenfei, the work of evaluating HR is also very simple and clear.

Above the levels of M3, P7, and T7, the turnover rate of personnel must be controlled, and it is best not to leave even one person!

Otherwise, it means that the personnel work has not been done properly.

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Star technology company now has more than 400 employees.

In addition to the more than 90 technicians from Yitang, there are dozens of administrative and marketing-related personnel, which is about 150.

In addition, several schools have already recruited more than 200 part-time students. This is just the beginning, and the recruitment is still going on.

Through the headhunting company, dozens of senior human resources, administration, business, operation and other staff were successively recruited.

Although there are already quite a few people, they are still sparsely distributed among the three wide floors.

The human resources department is still busy with various recruitments, and the technical department has assigned related development tasks.

Yu Wenfei personally talked with Lu Qi and asked him to lead the technical staff and form a project team. The project is the Facebook he wants to do!

(End of this chapter)