Chapter 171 Establish a reasonable salary system on June 19

The overall development of Vanke in 2000 was good, but when summarizing the gains and losses of the year, we found that the turnover rate of middle management cadres was relatively high.Based on this understanding, we propose three kinds of kindness: kindness to shareholders, kindness to customers, and kindness to employees.Therefore, the first consulting contract signed by Vanke in 2001 was to formulate a new salary management system to create a better environment so that employees can work at Vanke for a long time with peace of mind. In 2001, some media once asked Wang Shi a provocative question: Do many people leave Vanke every year?If the manager of an enterprise cannot provide a stage for outstanding talents to perform and cannot be promoted accordingly, resulting in a large number of outstanding employees leaving him, what kind of responsibility do you think the manager should bear?

Wang Shi has always attached great importance to this issue. It was in 2001 that the human resources department of Vanke Group finally chose Hewitt Consulting Company in the United States after months of investigation and negotiation.The cooperation projects proposed by the two parties are: evaluation of salary status and suggestions for improvement; design of performance management plan and training of internal trainers; evaluation and design of option plan. The smooth implementation of the above-mentioned projects has helped Vanke improve its management level, maintain and enhance the company's attractiveness to talents, and help Vanke build a sunny system.All of these are not only the widespread concern of the staff, but also the practical requirements of management.

At the end of March 2001, Vanke completed the salary evaluation work, and at the end of May, completed the design of the option plan and performance management scheme. The performance management has been trained and promoted within the group since June of this year.The direct result is that many Vanke employees have received salary increases. Of course, more clearly defined career development levels. The well-known Huawei, as early as in Article 5 of the Basic Law formulated at the end of the 20th century, advocated the formation of a community of interests among customers, employees, and partners.Try to explore a reasonable internal dynamic mechanism.Never let Lei Feng suffer, and devotees should be paid reasonably.

A good company should, like Huawei and Vanke, give employees reasonable remuneration and clear career development levels.