150 billion yuan bonus? Listen to what do employees think Huawei of Huawei, pay-IT information
Because of the high salary, Huawei has been as "other companies" exists, however, pay to know Huawei, exactly how high, has no official statement. Because of this a "mystery" Huawei's pay every now and then there will be a hot topic. Recently, Huawei employees within the pay issue was discussed.
"Huawei bonus exposure totalling 150 billion, starting 3 years and 180,000" rumor in my ears, Taiwan's economic daily news reported yesterday, ren zhengfei, President of Huawei named mobile executives "excessive pay" issues, or at least a pay cut will be taken 15% of policy, streamlined senior management costs.
Turns out these two pieces of news are unlikely.
Taiwan's economic daily news reported, as Huawei management staff "blue army" internal Community issued, stressed that the 17 executives above the level of "excessive pay" issues, points out that Huawei internal layers of reporting, decision-making is not flexible enough, the problem of imbalance in the distribution of resources.
Reported in the "blue army" refers to the company's "Office of the Blues", is a Huawei set up on the company's existing policy against, the departments for specific objections or to find flaws.
The public, "blue blood study" recently released the 2016 Huawei is expected to pay more Ericsson 40% per capita, more rich, Fu XI misfortune? Huawei and the pay is high or low? Two articles.
The previous is the "Office of the Blues" for Huawei released salary discussions, made of Huawei's growing wealth, by the year 2016, Huawei, zhongxing 3.6 times, per capita salary costs was in 2015. Although the company as a whole is an overpay (pay) pay status, but the grass-roots workers from their own point of view does not necessarily agree with, they do not think their pay is high. So "Blues Office" recommends to squarely part in the senior, and part old employees exists of slack and Super steady-state situation, put money with in Huawei need of talent body, no necessary with Overpay of way raised group no sense, and sense and hunger sense of idler, recommends to strengthening personnel in sector between of flow, strengthening old employees capacity of again learning, and again upgrade, also to strengthening not qualified old employees of eliminated or exit.
"Office of the Blues" has selected Ericsson, Nokia, Tencent and ZTE and Huawei are compared, that:
By the year 2016, Huawei, zhongxing 3.6 times, per capita salary costs was in 2015, Huawei, an employee, raises nearly four staff in the ZTE, ZTE is now 30,000 researchers, its research and development expenditure in the company only employed fewer than 9,000 people.
Huawei in 2013, pay only about Ericsson's cost 2/3 per capita by 2015, Ericsson 15% has been exceeded. To this trend by 2016, Huawei per capita remuneration will go beyond the Ericsson 40%, over Nokia 55%, Chung Hsing about 3.6 times.
Huawei smile communications of salary levels, but good Internet company is still Huawei talent contender, especially in the Internet business with high fixed salaries, higher equity incentive incentive structure, has a strong attraction for young talents.
While the "Office of the Blues" reference Salary list data consulting firm called 2016 in the global labor market Huawei's pay has reached the world level, the overall group is the world's first.
"Office of the Blues," said Huawei for its hiring of staff, is a typical payment (Overpay), is the talent market could have $20,000 a month in salary to hire talent, its hard to pay 30,000 or 40,000 to this person.
"Office of the Blues" point of view obviously cause heated discussions at Huawei, Huawei's salary is high or low? Articles, company named "Huawei's chief censor" staff rejects the "Office of the Blues". He said:
Pay Huawei, Huawei people people who worked hard to earn, to so many, did not overpay (paying), but less.
Huawei 170,000 people, created the 60.8 billion of revenue, while Ericsson's 110,000 people created 29.4 billion revenue.
Proportion of their salaries to revenue:
Company: 17*9.3/608 = 26%
Ericsson: 11.6281*8.1158/294 = 32%
This shows that Huawei people relying on their own hard work, Ericsson is much higher than the value created, and got the lower remuneration than Ericsson.
Second, older employees than the company paid the culprit, older employees are Huawei's rapid development of today's safeguards is also Huawei will sustain the company through the cornerstone of stability in the crisis.
Recent rumor Huawei employees are unrelenting, under and around the Exchange, did give the company employees over age 40 or 35 led to some panic, caused a bit of faint unease for the young. Now around 40 or so employees, and also continued more or less talk about contract not renewed, after 45 years of employment considerations. Office of the Blues this article to some extent aimed at older workers, they are Huawei's relatively high income group.
20 years of rapid development of the company, is because there is such a stable of veteran employees pay and accumulated experience. They are a stable backbone technology and management, and identity work of the company culture, which makes the company's development from quantity, to quality, to become the industry leader today. See resurgence, and they gradually widening the gap by Huawei, even to the point of loss, with Huawei a lot of removing its nucleus has a lot to do with it.
Three Huawei pay fixed costs are not high, friends of business is low.
Huawei fixed wages as a whole not to pay a salary of $1/3, owners may reach more than 2/3 friends. If Huawei income decline, could not completely or significantly reduced bonus. Company turbulence may occur at this time, go man go, the company revenues would have been laid off or cut the business. As said above, this time, or old employees leave more, they will be the backbone of the company's rise, even if revenue is greatly reduced.
Four: Huawei people wealthy, blind arrogance was done deliberately for, in fact, Huawei, the majority of people are not rich at all.
Huawei's income, 30% is the overtime is possible. Not made a 30% overtime, but long working hours, if the 8 hours of working time, income may have to cut our time 30%. This is Huawei people richer price. Both 30% cut, then consider medical education endowment, and don't you dare say money?
While, "Huawei Chief Royal history" to out has 7 article recommends: stable old employees, activated old employees is company stability of guarantees; for high income of employees, reduced material incentive, increased spirit incentive; stop Huawei of ranks inflation, recovery most people 2-3 years to rose a level of way, more to high go, requirements time should more long; 13-15 level of employees and friends Business par, slightly high range, to wage mainly, bonus for 2-4 months wage; reduced so-called understand and high-end recruitment Reservation jacket winter, leave cash for the winter should be initiative to reduce its growth expectations and goals.
Thus, it can be seen that Huawei, did recently is analysing and discussing the issue of Huawei employees are overpaid. But for senior cut rumors, Huawei cell phone-related charge on the interface of journalists says top cut myths and facts, and Huawei's consumer business has not received any news of the cuts.
150 billion yuan of bonus rumor a few days ago, in fact, as early as in May this year, there is a nearly identical article appeared. Media quoted the company's technical staff, this should be a rumor.
1500亿元年终奖？听听华为内部员工怎么看 - 华为,薪资 - IT资讯
因为员工薪酬高，华为一直作为“别人家的公司”而存在，但是，都知道华为的薪酬高，然而到底有多高，一直没有官方的说法。正因为这样一个“谜”的存在，华为的薪酬时不时就会成热门话题。最近，华为内部的员工也对薪酬问题进行了讨论。
“华为年终奖曝光，总额1500亿，入职3年能分到18万”的传闻言犹在耳，昨日台湾地区《经济日报》报道称，华为总裁任正非点名手机高层主管“过度给薪”问题，或将采取至少降薪15%的策略，精简高层主管费用。
事实证明这两则新闻都不太靠谱。
台湾地区《经济日报》报道称，被视为华为管理参谋部的“蓝军”在内部社群发文，强调17职级以上的高层主管存在“过度给薪”问题，点出华为内部层层汇报，导致决策不够灵活，资源分配失衡的问题。
报道中的“蓝军”指的是华为的“蓝军办公室”，是华为专门设立的对公司现有的政策进行反对、专门提反对意见或者找出破绽的部门。
公众号“蓝血研究”最近发布了《2016年华为预计人均薪酬超爱立信40%，员工日益富贵化，福兮祸兮？》、《华为的薪酬究竟是高了还是低了？》两篇文章。
前一篇是“蓝军办公室”发布的对于华为薪酬的讨论，提出华为日益富贵化，到了2016年，华为人均薪酬费用已经是2015年中兴的3.6倍。虽然，公司整体是一个overpay(过支付)的薪酬现状，但是基层员工从自身角度并不一定认同，他们并不认为自己的薪酬很高。因此“蓝军办公室”建议要正视部分中高层、部分老员工存在的懈怠与超稳态情况，把钱用在华为需要的人才身上，没有必要用Overpay的方式养一群没有使命感、危机感和饥饿感的闲人，建议要加强人员在部门间的流动，加强老员工能力的再学习、再提升，也要加强不合格老员工的淘汰或者退出。
“蓝军办公室”选取了爱立信、诺基亚、中兴及腾讯与华为进行对比，得出：
到了2016年，华为人均薪酬费用已经是2015年中兴的3.6倍，在华为养一个员工，可以在中兴养将近四个员工，中兴现在3万研发人员，其研发薪酬支出在华为只能雇佣不到9千人。
华为在2013年人均薪酬费用大约只有爱立信的2/3，到2015年已经超过爱立信15%。以这个趋势到2016年，华为人均薪酬将超越爱立信40%，超过诺基亚55%以上，是中兴3.6倍左右。
华为薪酬水平笑傲通信业，但优秀互联网公司依然是华为人才的有力争夺者，尤其是在互联网企业高固定工资、高股权激励的激励结构特点，对年轻优秀人才有着强烈的吸引力。
同时“蓝军办公室”引用Salary list咨询公司的数据称，2016年华为的薪酬在全球人才市场已达到了世界级水准，总体处于全球第一集团。
“蓝军办公室”称，华为对于其雇佣的员工，属于典型的过支付(Overpay)，就是人才市场本来在可以一个月2万薪酬雇佣的人才，华为硬要支付3万或4万给这个人。
“蓝军办公室”的观点显然在华为内部引起了热烈的讨论，在《华为的薪酬究竟是高了还是低了？》的文章中，华为名为“华为首席御史”的员工反驳了“蓝军办公室”的观点。他认为：
一、华为人的高薪酬是华为人辛苦挣的，就该拿这么多，没有overpay(过支付)，而是给少了。
华为17万人，创造了608亿的收入；而爱立信的11万人创造了294亿的收入。
各自薪酬占收入的比重：
华为：17*9.3/608 = 26%
爱立信：11.6281*8.1158/294 = 32%
这说明华为人靠着自己的艰苦奋斗，创造了比爱立信高得多的价值，而拿到了薪酬比例却比爱立信低。
二、老员工不是公司高薪酬的罪魁祸首，老员工是华为快速发展到今天的保障，也会是华为将来支持公司度过危机稳定的基石。
最近对于华为老员工的各种传言甚嚣，根据与周边的交流，确实给公司40甚至35岁以上的员工带来了一些恐慌，也对年轻人造成了一丝隐隐不安。现在身边40岁左右的员工不少，多多少少都在谈论合同还续不续签，45岁以后的出路问题。蓝军办公室的这篇文章也在一定程度上剑指老员工，他们是华为相对收入高的群体。
公司20年来的快速发展，就是因为有这样一批稳定的老员工付出和经验积累。他们是稳定的技术和管理中坚力量，认同公司的奋斗文化，才使得华为的发展从量变，到质变，到今天成为业界的领导者。看看国内的中兴，贝尔，他们被华为逐渐拉大差距，甚至到了亏损的地步，与华为大量挖掉其中坚力量有很大关系。
三：华为薪酬的固定成本不高，相对友商是低的。
华为的固定工资整体不到付出薪酬的1/3，友商可能达到2/3以上。如果华为出现收入衰减，完全可以不发或大量减少奖金分红。这个时候公司可能会出现动荡，该走的人就会走，公司收入减少本来也会裁员或裁业务的。如上所说，这个时候，还是老员工留下的会更多，他们会是公司重新崛起的中坚，即使收入大量减少了。
四：说华为人富有了，盲目自大还是有意为之，其实大多数华为人根本不富有。
华为人的收入，可能有30%是加班加出来的。不是说发了30%的加班工资，而是我们超长的工作时间，如果按8小时工作时间算，我们的时间收入可能要减少30%。这就是华为人富有了的性价比。这两个30%减下来，再考虑医疗教育养老，你还敢说有钱吗？
同时，“华为首席御史”给出了7条建议：稳定老员工，激活老员工是公司长治久安的保障；对于高收入的员工，减少物质激励，增加精神激励；停止华为的职级通胀，恢复绝大多数人2-3年才能升一级的方式，越往高走，要求时间应该越长；13-15级的员工与友商看齐，略高10-20%，以工资为主，奖金为2-4个月工资；减少所谓明白人和高端招聘；留棉袄过冬，应该多留现金过冬；主动降低华为的增长预期和目标。
由此，可以看出，华为内部，最近确实正在分析和讨论华为员工薪水过高的问题。但对于高层降薪传闻，华为手机相关负责人对界面新闻记者称，高层降薪的传闻与事实情况不符，华为消费者业务部并未收到任何降薪的消息。
而前几天的1500亿元年终奖传闻，其实，早在今年5月，就有一份几乎一模一样的文章出现。媒体援引华为的技术人员的说法，这应该是一则谣言。