Introduction: In addition to increasing the salary of grassroots employees, before the end of this year, Huawei will also complete the salary adjustment of other employees at all levels.
On July 29, Huawei, the world's second-largest communications provider, confirmed to reporters from the International Finance News that rumors about "Huawei's salary increase" are "true."
According to the response received by the reporter of the International Finance News, for employees of the 13-14 level (at the grassroots level), Huawei said, "The average increase of each department is about 25% -30%. The specific salary increase is related to individual performance. Most Employees will be reflected in their August income. "
At the same time, the starting salary of new recruits in 2014 will also be significantly increased. The starting salary of undergraduate graduates will be raised from the previous 6,500 yuan (pre-tax in first-tier cities) to more than 9,000 yuan; (Before tax in first-tier cities) increased to more than 10,000 yuan. The starting salary of excellent graduates can also rise to varying degrees. In addition, in addition to the current salary increase for grassroots employees, before the end of this year, other salary adjustments for employees at all levels will be completed.
The current global economic situation is not good, and the employment situation is even worse. When most companies are thinking of "twisting towels" to reduce costs, why did Huawei raise wages against the trend?
"Huawei hopes to recruit talents from all over the world and work together for global development." Ding Yun, senior vice president of Huawei, responded to reporters' questions with only one sentence.
Interestingly, the reporter found that before Huawei announced a salary increase, competitor ZTE had just announced the launch of new equity incentives. On the evening of July 22, ZTE Corporation announced the "Stock Option Incentive Plan", which granted a total of 10.31 million stock options to 1,531 registered employees, accounting for 3% of ZTE ’s total share capital. The ultimate goal is to "boost morale and impact 4G" .
So, what is the difference between the two incentive methods of direct salary increase and equity incentive, and which one is more attractive to talents?
Analysts believe that Huawei ’s salary increase of more than one billion yuan is real. The incentive provided by ZTE is options. Options are linked to the company ’s performance. If the company ’s performance is not good and it does not make money, options will become a waste. paper.
In fact, stock option incentives are called "gold handcuffs" in the industry. Taking the "gold handcuffs" distributed by ZTE as an example, the equity incentive plan is valid for 5 years. Among them, the waiting period is 2 years from the date of stock option grant, and the exercise period is 3 years after the waiting period. Therefore, this means that the employees who accept the options need to unlock the "golden handcuffs" after 2 years, and the premise for a real benefit is the company's profit.
Statistics show that ZTE's performance in the past two years has not been satisfactory. In 2012, ZTE suffered a loss of 2.5 billion yuan to 2.9 billion yuan, setting a record since ZTE was established. Although this year achieved a profit of 300 million yuan, it mainly came from the gains from the equity transfer. ZTE acknowledged in the announcement that “a large amount of investment income resulting from the sale of Shenzhen Zhongxing Liwei Technology Co., Ltd. was recognized in the first half of the year.â€
Experts said that ZTE's incentive and welfare policies cover a small area and tend to be given to middle- and high-level managers, which are difficult for grassroots employees to enjoy. ZTE ’s equity incentives totaled 1523, accounting for only 2.3% of the total staff, mainly for senior R & D personnel, marketing personnel and middle and senior management personnel-R & D and marketing personnel accounted for about 50% and 30%, respectively. Next is the senior management. Anjufang is mainly distributed to middle and high-level managers, and basic-level employees are basically missed.
Regarding the different incentive methods of the two, independent IT commentator Zhao Heng analyzed that: ZTE ’s human pyramid structure is always concerned about management cadres, grassroots employees are not valued, and the company ’s profits are generated through associations with various subsidiaries The transaction flowed into the pockets of high-level and a few seniors. For Huawei, from the high dividend of 2.98 yuan per share in 2010 to the payment of 12.5 billion yuan in bonuses this year, Huawei has invested the profits of each company development almost to its employees, thereby binding the hearts of the people.
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