Warm reminder: Before reading, please click "Follow" in the upper right corner, and you can get the management knowledge shared by this headline account for free at the first time every day. Original dry goods, worth having!
Say one thousand, and ten thousand, it is the most practical expression with money.
On July 13th, "JD.com announced a two-month salary increase for all employees" appeared on the hot search. The reason was an official announcement by JD.com:
The bigger things are. This is "straight men's salary increase"!
Liu Qiangdong just shot, goose factory's Ma Huateng_span4 is not to be outdone on the 15th announcement of 4span_strong__strong5span_p33sp_strong4. The award plan awarded a total of 2.403 million award shares to no less than 3,300 awardees. According to the closing price of Tencent on the day, 1.1 billion was thrown in the share award this time!
Liu Qiangdong and Ma Huateng are really wealthy, and they don’t talk about tactics, they just send money. Who doesn't love such a domineering president?
Some netizens started to discuss a question:
How can I join the 16-salary Jingdong,How about becoming Dong Ge's brother?
Of course, there is no pie in the world, and there is no free lunch. To be Dongge's brother, you have to contribute and work hard!
After all, people who mess around can't be Dong Ge's brother.
But for "workers", their requirements are actually not high. They pay for work, and the boss can share some soup for everyone when he eats meat. That's enough.
Where does the confidence of Jingdong’s salary increase come from?
The so-called big river is full of water and small rivers are full, Behind JD’s money distribution is the huge increase in the company’s profitability:
4 billion in total revenue in the first quarter of 2021 , An increase of 39% year-on-year; net service revenue increased to 27.9 billion yuan, a year-on-year increase of 73%, of which logistics and other service revenue increased by more than 109% year-on-year. The net profit attributable to ordinary shareholders was 3.6 billion yuan, a year-on-year increase of 227.3%.
During the 618 period of this year, Jingdong set another record.
data show,From 0:00 on June 1, 2021 to 24:00 on June 18, 2021, consumers have placed a total order amount of more than 343.8 billion yuan, setting a new record.
During JD 618, 236 brands exceeded 100 million yuan, and Chinese brands accounted for 73%. JD 618 has become the largest incremental market for brand merchants.
Post-war rewards for meritorious deeds, Jingdong celebrates together, which is also considered the proper meaning of the host.
However, there are so many people on JD.com. If calculated on the basis of the "two months' salary increase" of 240,000 front-line employees, JD will increase the cost by about 3.7 billion yuan.
In addition to the increase in profitability, there is another thing that makes Liu Qiangdong and JD executives very happy, that is, the situation of the old rival Suning ... It's hard to say.
Since Liu Qiangdong published his "Book of War" on the Internet in 2012, JD.com and Suning have been fighting for nearly 10 years.
The mall is like a battlefield. For the commander in charge of the army, there is nothing happier than winning the opponent.
In a more general way, from Gome , Suning to Ali, Jingdong, it’s really a 30-year battle between Hedong and Hexi on the line. The final conclusion:
founder's cognition,
determines the genes and destiny of the company.
The Internet is a general trend, offline is not unimportant, but the integration of online and offline should not emphasize offline dominance.
Why does Liu Qiangdong care about employees so much?
The high probability is because of his hard experience when starting a business in his early years. Liu Qiangdong has a natural empathy for the employees who work with him. This is very rare. More big bosses put capital in their hearts. .
It is human nature to dislike the poor and love the rich. This often has a subtle but critical impact on the level of business operations and cultural values.
In 2017, Liu Qiangdong emphasized in an interview that in JD.com, even the cleaning, security and courier must sign formal contracts with JD.com and not outsource. And it is not allowed to deduct five social insurances and one housing fund.
"If a company makes money by deducting the five social insurances and one housing fund of its employees, and sacrificing their life-saving money after 60, it is shameful. How much money I make will make my conscience uneasy."
There is no harm in without comparison. How many companies rely on outsourcing to reduce costs. If those companies do like JD.com, they may not survive.
In addition to Liu Qiangdong’s generous money,There is also a well-known entrepreneur in the circle who is very concerned about the salary performance of employees. He is the founder of " FAT Donglai " and Yu Donglai .
Ma Yun and Lei Jun once mentioned Fat Donglai by name: "A small local brand, but a great reputation."
Fat Donglai’s requirements for employees are "perverted": _strong p330 4 ◆Only work 40 hours a week;
◆No overtime is allowed after 6pm, and a fine of 5000 will be caught.
◆You must turn off your mobile phone after get off work and get through once, and you will be fined 200.
◆You must take your family to travel once a month, and you must take 20 days of vacation a year.
Yu Dong said: "If you feed your employees, you bring a flock of sheep; if you feed your employees, you are behind a pack of wolves."
Basically every boss knows that service is very important, details are very important, and it is better for customers than relatives.
But the boss can do it, what about the employees? It's hard to get to the blue sky. The boss is in and the boss is away, and employees are often in two states. I believe many bosses will have this experience.
Fat Donglai motivates employees in a very efficient way:
The salary level of Fat Donglai is basically more than twice that of the same position in the same industry in the local area, and is also higher than the same industry salary in the provincial capital city of Zhengzhou. This is true from the store manager to the cleaning staff. Ordinary employees who have worked for three years can also enjoy company dividends.
Employees are extremely satisfied with their salary and cherish their job opportunities.
"The environment and treatment are so good here. I can't do it well. I lost this job. Where can I find such a good job?"
● _strong boss At what level is the company’s cognition, the organizational performance stays at what level.
◆The boss makes the employee suffer, the employee makes the customer suffer, and the customer makes the boss suffer.
◆Why is the lowest cost when the salary is highest? ! ! !
◆The most important thing for a boss is to copy people who care about like yourself! ?
Jack Welch said: "The cost is lowest when the salary is highest."
Why does ? Because we only consider the accounting cost ,The opportunity cost is not considered, and the human cost is not considered.
● What is the biggest problem for the grassroots employees? With high mobility, I am always looking for a job, and it is difficult to settle my mind on the enterprise.
● What is the biggest problem in the middle and high level? I don't worry too much, and I don't treat the business as my life's thing. Uneasy, no feeling of leading the team.
In salary design, employees’ perception of salary mostly stays at:
(1) Salary is earned by labor; 4 and span4 and span4 status (span5span4 and span4)
(3) Salary is a health factor;
(4) Salary reflects the gap in personal value; 4p4p1p is the source of enthusiasm.
In the salary design,The boss believes that the role of salary is:
(1) Salary is the labor cost price when the labor market is equilibrium;
(2) Salary is cost and capital; 4 span4 ) Salary is both an annoyance and an incentive tool.
Many HRs and bosses are actually full of confusion when faced with salary design. clearly understands the salary framework that has talked about, and understands what the salary system framework is, but they still don’t design it. Good company's salary system.
I have read a lot of books, checked a lot of materials, and listened to a lot of lectures. At that time, I thought it made sense. I can understand the meaning of those professional terms.
However, I only found out when I was actually working. No matter how good the cases were, they belonged to others. They are still far from the actual situation of the company.
The salary concept is the "Tao" of the enterprise and embodies the values; the salary strategy is the "law" of the enterprise and the guiding principle of salary management; the enterprise is a coach, not a judge.
theoretical knowledge is essential, but the most important thing is to practice.
"Six essential systems for excellent companies"
recruitment system,Solve for someone to do it!
training system, solve it!
salary system, solve the vision!
performance system to solve hard work!
promotion system, solve the problem and stick to it!
business system to solve long-term problems!
system manages people, process manages things!
If the company wants to develop, the boss must establish the above six systems!
Statement: The materials and pictures are from the Internet, and the copyright belongs to the original author. If there is any infringement, please contact us.
Welcome to pay attention to [Business Management Library] headlines, learn some business management methods every day, and help you break through the bottleneck of business management!
.-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-