Because of the high salary of employees, Huawei has always existed as a "other company's company." However, everyone knows that Huawei's salary is high, but how high it is, there has been no official statement. Because of this "mystery", Huawei's salary will become a hot topic from time to time. Recently, employees within Huawei also discussed salary issues.
"Huawei year-end awards, total 150 billion, can be divided into 180,000 in three years." The Taiwanese "Economic Daily" reported that Huawei’s president Ren Zhengfei named mobile phone executives "over-paid" issues, or will take At least 15% lower salary strategy, streamline senior executive fees.
It turns out that these two news are not very reliable.
According to media reports in Taiwan, the “Blue Armyâ€, which is regarded as the Huawei Management Staff, issued a document in the internal community, stressing that the top executives of the 17th grade and above have “over-paying†problems, pointing out Huawei’s internal reporting, resulting in insufficient decision-making. Flexible, unbalanced resource allocation.
The "Blue Army" in the report refers to Huawei's "Blue Army Office", which is a department specially set up by Huawei to oppose the company's existing policies, specifically raise objections or find flaws.
The public number "Blue Blood Research" recently released "2016 Huawei estimated that the per capita salary is over 40% of Ericsson, and employees are becoming more and more wealthy. "Which is the salary of Huawei high or low?" "Two articles.
The previous article is a discussion on Huawei's compensation issued by the “Blue Army Officeâ€. It is proposed that Huawei is becoming more and more wealthy. By 2016, Huawei's per capita salary was 3.6 times that of ZTE in 2015. Although the company as a whole is an overpay (paying) salary status, but the grassroots employees do not necessarily agree with themselves, they do not think their salary is very high. Therefore, the "Blue Army Office" suggests to face up to the slack and super-stable conditions of some middle and high-level and some old employees, and use the money for the talents that Huawei needs. There is no need to use Overpay to raise a group with no sense of mission, crisis and For those who are hungry, it is recommended to strengthen the flow of personnel between departments, strengthen the re-learning and re-enhancement of the ability of old employees, and strengthen the elimination or withdrawal of unqualified old employees.
The "Blue Army Office" selected Ericsson, Nokia, ZTE and Tencent to compare with Huawei and concluded that:
In 2016, Huawei's per capita salary was 3.6 times that of ZTE in 2015. In Huawei, an employee can raise nearly four employees in Zhongxing. ZTE now has 30,000 R&D personnel. Its R&D salary can only be hired in Huawei. 9,000 people.
Huawei's per capita salary in 2013 was only about 2/3 of Ericsson's, and by 2015 it has surpassed Ericsson by 15%. With this trend in 2016, Huawei's per capita salary will exceed 40% of Ericsson, more than 55% of Nokia, and 3.6 times that of ZTE.
Huawei's salary level is ridiculous in the communication industry, but the excellent Internet company is still a strong contender for Huawei talents, especially in the incentive structure structure of high fixed wages and high equity incentives for Internet companies, which has strong appeal to young talents.
At the same time, the "Blue Army Office" quoted Salary List Consulting's data as saying that in 2016, Huawei's salary has reached world-class level in the global talent market, and it is currently ranked as the world's first group.
The "Blue Army Office" said that Huawei is a typical overpay for the employees it hires. It is the talent market that can be hired for 20,000 yuan a month. Huawei has to pay 30,000 or 40,000 yuan to this person. .
The view of the "Blue Army Office" has clearly caused heated discussions within Huawei. Is "Where is Huawei's salary high or low?" In the article, Huawei’s employee named “Huawei’s Chief Censor†refuted the view of the “Blue Army Officeâ€. he thinks:
First, the high salary of Huawei is the hard work of Huawei people. It should be taken so much, there is no overpay (paid), but less.
Huawei's 170,000 people created revenues of 60.8 billion, while Ericsson's 110,000 people generated 29.4 billion in revenue.
The proportion of their respective salaries to income:
Huawei: 17*9.3/608 = 26%
Ericsson: 11.6881*8.1158/294 = 32%
This shows that Huawei relies on its own hard work to create a much higher value than Ericsson, and the salary ratio is lower than Ericsson.
Second, the old employees are not the chief culprit of the company's high salary. The old employees are the guarantee for Huawei's rapid development to today, and it will be the cornerstone for Huawei to support the company in the future.
Recently, there have been many rumors about Huawei's old employees. According to the communication with the surrounding areas, it has indeed brought some panic to the employees of the company 40 or even 35 years old, and it has caused a faint uneasiness to young people. Now there are a lot of employees around the age of 40, more or less talking about the contract and not renewing the contract, the problem of the way out after 45 years old. This article of the Blue Army Office also refers to the old employees to a certain extent. They are the relatively high income groups of Huawei.
The rapid development of the company in the past 20 years is due to the accumulation of accumulated and experienced employees. They are the backbone of stable technology and management, and they recognize the company's struggle culture, which makes Huawei's development from quantitative change to qualitative change, and today it has become the industry leader. Look at the domestic ZTE, Bell, they are gradually widened by Huawei, and even to the point of loss, and Huawei has a lot to dig out the backbone.
Three: The fixed cost of Huawei's salary is not high, and the relative business is low.
Huawei's fixed salary is less than one-third of the total salary, and friends may reach more than two-thirds. If Huawei experiences a revenue decline, it is entirely possible to reduce or redeem bonus dividends. At this time, the company may be in turmoil, and the people who leave will go. The company's income reduction will also lay off employees or cut business. As mentioned above, at this time, the old staff will leave more, they will be the backbone of the company's re-emergence, even if the income is greatly reduced.
Four: Say that Huawei is rich, blindly arrogant or intentional, in fact, most Huawei people are not rich at all.
30% of Huawei's income may be overtime. It is not that we have issued 30% overtime pay, but our long working hours. If we calculate by 8 hours, our time income may be reduced by 30%. This is the price/performance ratio of Huawei people. If these two 30% are reduced, then consider medical education and pension, do you dare to say that you have money?
At the same time, "Huawei Chief Yushi" gave seven suggestions: Stabilizing old employees, activating old employees is the guarantee for long-term stability of the company; for high-income employees, reducing material incentives and increasing spiritual incentives; stopping Huawei's rank inflation and restoring Most people can upgrade to the next level in 2-3 years. The higher the distance, the longer the time should be. The 13-15 employees are in line with the friends, slightly higher than 10-20%. 2-4 months salary; reduce the so-called understanding of people and high-end recruitment; stay in the cotton winter, should stay more cash for the winter; actively reduce Huawei's growth expectations and goals.
From this, it can be seen that Huawei internally is currently analyzing and discussing the issue of Huawei employees being overpaid. However, for the rumors of high-level pay cuts, Huawei’s mobile phone related person in charge told the interface journalist that the rumors of high-level pay cuts were inconsistent with the facts. The Huawei Consumer Business Department did not receive any news of salary cuts.
The rumor of the 150 billion yuan year-end award in the past few days, in fact, as early as May this year, there was an almost identical article. The media quoted Huawei’s technical staff as saying that this should be a rumor.
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