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我的天哪哪
2021-07-17
Zang
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我的天哪哪
2021-07-14
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Why did JD.com suddenly raise salaries?
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","text":"Zang","images":[],"top":1,"highlighted":1,"essential":1,"paper":1,"likeSize":2,"commentSize":0,"repostSize":0,"link":"https://ttm.financial/post/179066671","repostId":"2151509897","repostType":4,"isVote":1,"tweetType":1,"viewCount":4308,"authorTweetTopStatus":1,"verified":2,"comments":[],"imageCount":0,"langContent":"EN","totalScore":0},{"id":145816785,"gmtCreate":1626216737347,"gmtModify":1703755537187,"author":{"id":"4088832001364210","authorId":"4088832001364210","name":"我的天哪哪","avatar":"https://static.tigerbbs.com/122db4bfccf0688d7a61c1e7db5a2890","crmLevel":11,"crmLevelSwitch":0,"followedFlag":false,"authorIdStr":"4088832001364210","idStr":"4088832001364210"},"themes":[],"title":"","htmlText":"?","listText":"?","text":"?","images":[],"top":1,"highlighted":1,"essential":1,"paper":1,"likeSize":3,"commentSize":2,"repostSize":0,"link":"https://ttm.financial/post/145816785","repostId":"2151564735","repostType":4,"repost":{"id":"2151564735","kind":"news","pubTimestamp":1626191463,"share":"https://ttm.financial/m/news/2151564735?lang=en_US&edition=fundamental","pubTime":"2021-07-13 23:51","market":"hk","language":"zh","title":"Why did JD.com suddenly raise salaries?","url":"https://stock-news.laohu8.com/highlight/detail?id=2151564735","media":"AI财经社","summary":"此前，相比阿里巴巴16薪、快手16薪、字节15薪等，14薪的京东在一线大厂中的福利水平不算高，如今突然宣布涨薪，让众多吃瓜群众心生羡慕。京东为什么此时涨薪？京东目前约有37万名员工。在BAT某公司工作的HR任梦看来，此次京东的涨薪并不意外，“互联网公司除了外包是12薪，基本最差的都是14薪，BAT保底都是16薪。”图/视觉中国京东为什么此时涨薪？","content":"<p>On July 13,<a href=\"https://laohu8.com/S/JD\">JD.com</a>A salary increase notice rushed up<a href=\"https://laohu8.com/S/WB\">Weibo</a>Trending topics.</p><p>In this notice, JD.com announced that from July 1, 2021 to July 1, 2023, it will gradually increase the average annual salary of employees from 14 salaries to 16 salaries over two years, and the salary increase will be two months on top of the salary increase before July 1 this year.</p><p><img src=\"https://static.tigerbbs.com/3a80539dd0b5c706090626744ef19d20\" tg-width=\"570\" tg-height=\"597\" referrerpolicy=\"no-referrer\"></p><p>Yuan Quan, a former mid-level manager in JD.com's HR system who worked closely with Liu Qiangdong, revealed: \"I heard it was decided by higher-ups. Initially, they planned to raise the salary to 15%, and finally adjust it to 16%.\" She estimated that Liu Qiangdong made the decision, saying that such a large salary adjustment could only be implemented from top to bottom. \"He must have noticed the gap in benefits between JD.com and other leading internet companies.\"</p><p>According to publicly available information, JD.com's salary increase includes MPT employees (including managers, project managers, product and technical personnel), while OS employees (including entry-level employees such as delivery drivers) will be \"appropriately adjusted\" according to region and job type.</p><p>Previously, compared to<a href=\"https://laohu8.com/S/BABA\">Alibaba</a>JD.com, with its 16-month salary, Kuaishou's 16-month salary, and ByteDance's 15-month salary, doesn't offer high benefits among top-tier companies. However, its sudden announcement of a salary increase has aroused envy among many onlookers. In fact, not only JD.com, but also major internet companies such as Xiaomi, Kuaishou, and ByteDance have recently begun to pay attention to the well-being of \"working people.\" Industry insiders believe that these companies want to win their brand image and people's hearts through this.</p><p><b>Why is JD.com raising salaries at this time?</b></p><p>JD.com currently has approximately 370,000 employees. As soon as the salary increase notice was released, Zhu Xi, a former employee of JD.com's ecosystem department, went viral on her WeChat Moments. Former colleagues from the procurement, sales, operations, and investment promotion teams forwarded the notice and took the opportunity to treat the news as a job posting to \"collect resumes online\".</p><p>Ren Meng, an HR professional working for a BAT (Baidu, Alibaba, Tencent) company, believes that JD.com's salary increase is not unexpected. \"Internet companies, except for outsourcing where the salary is 12, are basically the worst at 14, while BAT guarantees a minimum salary of 16.\"</p><p>JD.com previously implemented a 14-month salary system, which was not competitive among large first-tier manufacturers. Although overtime is not uncommon and there is no concept of overtime pay, some JD.com employees value the good work atmosphere, numerous projects, and rapid growth there.</p><p><img src=\"https://static.tigerbbs.com/6e84a14a434dab4d06fef5affb37b8d9\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Image/<a href=\"https://laohu8.com/S/000681\">Visual China</a>Why is JD.com raising salaries at this time? Industry insiders generally believe that this is intended to attract and retain talent. One JD Retail employee even speculated that the salary increase was to stabilize some people who wanted to leave, saying, \"It should have been 16 salaries long ago. It's best to pay them this year first. (The two-year adjustment) might be a bit of a pipe dream.\"</p><p>This concern stems from a speculation that salary increases are also a \"salary suppression technique\". One view is that online recruitment generally focuses on the general contractor's salary, and the more months there are, the more disadvantaged they are, because some people will leave before they receive their year-end bonuses. Yuan Quan denied this claim, revealing that this salary increase was an adjustment to the existing employees' original basis. Later employees will be hired according to their position level, and the salaries corresponding to the position level are relatively transparent. They will not violate the system and rules in order to \"suppress salaries\".</p><p>Of course, JD.com has some confidence in offering a 16% salary at this time. After two years of restructuring, personnel optimization, and opening up its supply chain capabilities, JD.com's total revenue reached 745.8 billion yuan and net profit reached 49.4 billion yuan in 2020. In the first quarter of this year, JD.com's revenue reached 203.2 billion yuan, a year-on-year increase of 39%, the largest increase in nearly three years; Net profit attributable to ordinary shareholders was RMB 3.6 billion, an increase of 227% compared with RMB 1.1 billion in the same period of the previous year. In addition, over the past six months, JD.com-affiliated companies<a href=\"https://laohu8.com/S/06618\">JD Health</a>,Dada,<a href=\"https://laohu8.com/S/02618\">JD Logistics</a>With its successive listings, the capital market has provided certain support for JD.com's sustainable development.</p><p>JD.com's official explanation for this salary increase is that it is practicing the \"35-cent theory\": if JD.com earns one yuan, it only takes 70 cents of it, keeping 30 cents for its partners, giving 35 cents of the 70 cents to employees as benefits and incentives, and using the remaining 35 cents for the company's future development.</p><p>However, not all employees cheered. An employee of the Jingxi system did not seem to have high expectations for a salary increase. He revealed that since the policy will be implemented after July, he will only receive 14.5% of his salary this year. The current various internal personnel and regional adjustments have made him feel very insecure. \"I don't know if he'll still be there next year.\"</p><p><b>Salary = Talent</b></p><p>JD.com is not the only major internet company that has made generous moves recently. A week ago, Lei Jun, founder and chairman of Xiaomi Technology, gave out a total of 4.3 billion yuan in red envelopes over five days.</p><p>At Xiaomi's 10th anniversary celebration last year, Lei Jun said, \"Excellent companies make profits, and great companies win people's hearts.\" According to publicly available statistics, following the announcement on July 2nd that he would grant more than 70 million shares to 3,904 Xiaomi employees, on July 5th, Lei Jun presented 4.8 million shares to all formal employees of Kingsoft, where he serves as chairman. Early on July 6th, Lei Jun announced again that Xiaomi would issue a new stock incentive plan, rewarding 119.65 million Xiaomi shares to 122 core employees, averaging 24 million yuan per person. Boss Lei said he would give core employees \"returns similar to those of early entrepreneurs.\"</p><p><img src=\"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Photo/Visual China. Some analysts say that compared to Kingsoft's sunshine-filled rewards, Xiaomi's targeted incentive measures reflect Lei Jun's emphasis on the \"technology-based\" strategy, and his talent incentive measures this year are unprecedented.</p><p>Kuaishou and ByteDance, on the other hand, are indirectly providing benefits to their employees by \"proactively retreating\". Whether 996 is a blessing or not is a matter of opinion. However, Kuaishou, a new generation giant, was the first to announce the cancellation of the \"Big and Small Weeks\" schedule. Subsequently, the \"Big and Small Weeks\" schedule in the Internet circle, representing the company ByteDance, followed suit and announced that starting from August 1 this year, it would cancel the \"work arrangement on Sundays every other week\".</p><p>Ren Meng, an HR professional at BAT (Baidu, Alibaba, Tencent), analyzed that companies raising salaries and improving benefits are generally intended to stabilize the morale of \"working people\" internally and enhance the recruitment brand and corporate influence externally. \"For example, too many people have been poached recently, or we need to do new business and attract talent; then there's the upcoming campus recruitment season.\"</p><p>The effect of this image-building is immediately apparent. On social media, comments from netizens such as \"Mr. Lei, are you still short of people?\", \"It's someone else's company again\", and \"How can I keep quiet and let my boss see me?\" are constant.</p><p>Of course, with ByteDance and Kuaishou canceling weekly weekends, the attitudes of their internal employees have also diverged. With the rapid development of internet companies such as ByteDance and Kuaishou, many employees went there because of their overtime pay. When the company suddenly announced the cancellation of large and small weeks, some people's double salary plans fell through, and some employees even planned to change jobs.</p><p>“Eighty percent of working people still care a lot about their wages, and overtime pay accounts for a significant proportion of their wages,” Shen Minghao, a former employee of ByteDance’s human resources department, told AI Finance. \"Excluding the options for general contracting, someone with a monthly salary of 50,000 yuan earns 750,000 yuan (Note: 15 salaries), and the annual overtime pay for both weeks is 108,000 yuan, accounting for more than 10%.\"</p><p>The company has openly canceled weekly weeks, but from the perspective of internal employees, it doesn't seem to have changed much. A Kuaishou employee calmly said, \"If there is a need to work overtime, everyone will still work overtime, which is double the amount. In internet companies, whoever gets talent wins the world, after all, there will always be people who work hard for money.\"</p><p>(Yuan Quan, Zhu Xi, Wang Rui, Ren Meng, and Shen Minghao are pseudonyms)</p>","source":"AI财经社","collect":0,"html":"<!DOCTYPE html>\n<html>\n<head>\n<meta http-equiv=\"Content-Type\" content=\"text/html; charset=utf-8\" />\n<meta name=\"viewport\" content=\"width=device-width,initial-scale=1.0,minimum-scale=1.0,maximum-scale=1.0,user-scalable=no\"/>\n<meta name=\"format-detection\" content=\"telephone=no,email=no,address=no\" />\n<title>Why did JD.com suddenly raise salaries?</title>\n<style type=\"text/css\">\na,abbr,acronym,address,applet,article,aside,audio,b,big,blockquote,body,canvas,caption,center,cite,code,dd,del,details,dfn,div,dl,dt,\nem,embed,fieldset,figcaption,figure,footer,form,h1,h2,h3,h4,h5,h6,header,hgroup,html,i,iframe,img,ins,kbd,label,legend,li,mark,menu,nav,\nobject,ol,output,p,pre,q,ruby,s,samp,section,small,span,strike,strong,sub,summary,sup,table,tbody,td,tfoot,th,thead,time,tr,tt,u,ul,var,video{ font:inherit;margin:0;padding:0;vertical-align:baseline;border:0 }\nbody{ font-size:16px; line-height:1.5; color:#999; background:transparent; }\n.wrapper{ overflow:hidden;word-break:break-all;padding:10px; }\nh1,h2{ font-weight:normal; line-height:1.35; margin-bottom:.6em; }\nh3,h4,h5,h6{ line-height:1.35; margin-bottom:1em; }\nh1{ font-size:24px; }\nh2{ font-size:20px; }\nh3{ font-size:18px; }\nh4{ font-size:16px; }\nh5{ font-size:14px; }\nh6{ font-size:12px; }\np,ul,ol,blockquote,dl,table{ margin:1.2em 0; }\nul,ol{ margin-left:2em; }\nul{ list-style:disc; }\nol{ list-style:decimal; }\nli,li p{ margin:10px 0;}\nimg{ max-width:100%;display:block;margin:0 auto 1em; }\nblockquote{ color:#B5B2B1; border-left:3px solid #aaa; padding:1em; }\nstrong,b{font-weight:bold;}\nem,i{font-style:italic;}\ntable{ width:100%;border-collapse:collapse;border-spacing:1px;margin:1em 0;font-size:.9em; }\nth,td{ padding:5px;text-align:left;border:1px solid #aaa; }\nth{ font-weight:bold;background:#5d5d5d; }\n.symbol-link{font-weight:bold;}\n/* header{ border-bottom:1px solid #494756; } */\n.title{ margin:0 0 8px;line-height:1.3;color:#ddd; }\n.meta {color:#5e5c6d;font-size:13px;margin:0 0 .5em; }\na{text-decoration:none; color:#2a4b87;}\n.meta .head { display: inline-block; overflow: hidden}\n.head .h-thumb { width: 30px; height: 30px; margin: 0; padding: 0; border-radius: 50%; float: left;}\n.head .h-content { margin: 0; padding: 0 0 0 9px; float: left;}\n.head .h-name {font-size: 13px; color: #eee; margin: 0;}\n.head .h-time {font-size: 12.5px; color: #7E829C; margin: 0;}\n.small {font-size: 12.5px; display: inline-block; transform: scale(0.9); -webkit-transform: scale(0.9); transform-origin: left; -webkit-transform-origin: left;}\n.smaller {font-size: 12.5px; display: inline-block; transform: scale(0.8); -webkit-transform: scale(0.8); transform-origin: left; -webkit-transform-origin: left;}\n.bt-text {font-size: 12px;margin: 1.5em 0 0 0}\n.bt-text p {margin: 0}\n</style>\n</head>\n<body>\n<div class=\"wrapper\">\n<header>\n<h2 class=\"title\">\nWhy did JD.com suddenly raise salaries?\n</h2>\n<h4 class=\"meta\">\n<p class=\"head\">\n<strong class=\"h-name small\">AI财经社</strong><span class=\"h-time small\">2021-07-13 23:51</span>\n</p>\n</h4>\n</header>\n<article>\n<p>On July 13,<a href=\"https://laohu8.com/S/JD\">JD.com</a>A salary increase notice rushed up<a href=\"https://laohu8.com/S/WB\">Weibo</a>Trending topics.</p><p>In this notice, JD.com announced that from July 1, 2021 to July 1, 2023, it will gradually increase the average annual salary of employees from 14 salaries to 16 salaries over two years, and the salary increase will be two months on top of the salary increase before July 1 this year.</p><p><img src=\"https://static.tigerbbs.com/3a80539dd0b5c706090626744ef19d20\" tg-width=\"570\" tg-height=\"597\" referrerpolicy=\"no-referrer\"></p><p>Yuan Quan, a former mid-level manager in JD.com's HR system who worked closely with Liu Qiangdong, revealed: \"I heard it was decided by higher-ups. Initially, they planned to raise the salary to 15%, and finally adjust it to 16%.\" She estimated that Liu Qiangdong made the decision, saying that such a large salary adjustment could only be implemented from top to bottom. \"He must have noticed the gap in benefits between JD.com and other leading internet companies.\"</p><p>According to publicly available information, JD.com's salary increase includes MPT employees (including managers, project managers, product and technical personnel), while OS employees (including entry-level employees such as delivery drivers) will be \"appropriately adjusted\" according to region and job type.</p><p>Previously, compared to<a href=\"https://laohu8.com/S/BABA\">Alibaba</a>JD.com, with its 16-month salary, Kuaishou's 16-month salary, and ByteDance's 15-month salary, doesn't offer high benefits among top-tier companies. However, its sudden announcement of a salary increase has aroused envy among many onlookers. In fact, not only JD.com, but also major internet companies such as Xiaomi, Kuaishou, and ByteDance have recently begun to pay attention to the well-being of \"working people.\" Industry insiders believe that these companies want to win their brand image and people's hearts through this.</p><p><b>Why is JD.com raising salaries at this time?</b></p><p>JD.com currently has approximately 370,000 employees. As soon as the salary increase notice was released, Zhu Xi, a former employee of JD.com's ecosystem department, went viral on her WeChat Moments. Former colleagues from the procurement, sales, operations, and investment promotion teams forwarded the notice and took the opportunity to treat the news as a job posting to \"collect resumes online\".</p><p>Ren Meng, an HR professional working for a BAT (Baidu, Alibaba, Tencent) company, believes that JD.com's salary increase is not unexpected. \"Internet companies, except for outsourcing where the salary is 12, are basically the worst at 14, while BAT guarantees a minimum salary of 16.\"</p><p>JD.com previously implemented a 14-month salary system, which was not competitive among large first-tier manufacturers. Although overtime is not uncommon and there is no concept of overtime pay, some JD.com employees value the good work atmosphere, numerous projects, and rapid growth there.</p><p><img src=\"https://static.tigerbbs.com/6e84a14a434dab4d06fef5affb37b8d9\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Image/<a href=\"https://laohu8.com/S/000681\">Visual China</a>Why is JD.com raising salaries at this time? Industry insiders generally believe that this is intended to attract and retain talent. One JD Retail employee even speculated that the salary increase was to stabilize some people who wanted to leave, saying, \"It should have been 16 salaries long ago. It's best to pay them this year first. (The two-year adjustment) might be a bit of a pipe dream.\"</p><p>This concern stems from a speculation that salary increases are also a \"salary suppression technique\". One view is that online recruitment generally focuses on the general contractor's salary, and the more months there are, the more disadvantaged they are, because some people will leave before they receive their year-end bonuses. Yuan Quan denied this claim, revealing that this salary increase was an adjustment to the existing employees' original basis. Later employees will be hired according to their position level, and the salaries corresponding to the position level are relatively transparent. They will not violate the system and rules in order to \"suppress salaries\".</p><p>Of course, JD.com has some confidence in offering a 16% salary at this time. After two years of restructuring, personnel optimization, and opening up its supply chain capabilities, JD.com's total revenue reached 745.8 billion yuan and net profit reached 49.4 billion yuan in 2020. In the first quarter of this year, JD.com's revenue reached 203.2 billion yuan, a year-on-year increase of 39%, the largest increase in nearly three years; Net profit attributable to ordinary shareholders was RMB 3.6 billion, an increase of 227% compared with RMB 1.1 billion in the same period of the previous year. In addition, over the past six months, JD.com-affiliated companies<a href=\"https://laohu8.com/S/06618\">JD Health</a>,Dada,<a href=\"https://laohu8.com/S/02618\">JD Logistics</a>With its successive listings, the capital market has provided certain support for JD.com's sustainable development.</p><p>JD.com's official explanation for this salary increase is that it is practicing the \"35-cent theory\": if JD.com earns one yuan, it only takes 70 cents of it, keeping 30 cents for its partners, giving 35 cents of the 70 cents to employees as benefits and incentives, and using the remaining 35 cents for the company's future development.</p><p>However, not all employees cheered. An employee of the Jingxi system did not seem to have high expectations for a salary increase. He revealed that since the policy will be implemented after July, he will only receive 14.5% of his salary this year. The current various internal personnel and regional adjustments have made him feel very insecure. \"I don't know if he'll still be there next year.\"</p><p><b>Salary = Talent</b></p><p>JD.com is not the only major internet company that has made generous moves recently. A week ago, Lei Jun, founder and chairman of Xiaomi Technology, gave out a total of 4.3 billion yuan in red envelopes over five days.</p><p>At Xiaomi's 10th anniversary celebration last year, Lei Jun said, \"Excellent companies make profits, and great companies win people's hearts.\" According to publicly available statistics, following the announcement on July 2nd that he would grant more than 70 million shares to 3,904 Xiaomi employees, on July 5th, Lei Jun presented 4.8 million shares to all formal employees of Kingsoft, where he serves as chairman. Early on July 6th, Lei Jun announced again that Xiaomi would issue a new stock incentive plan, rewarding 119.65 million Xiaomi shares to 122 core employees, averaging 24 million yuan per person. Boss Lei said he would give core employees \"returns similar to those of early entrepreneurs.\"</p><p><img src=\"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Photo/Visual China. Some analysts say that compared to Kingsoft's sunshine-filled rewards, Xiaomi's targeted incentive measures reflect Lei Jun's emphasis on the \"technology-based\" strategy, and his talent incentive measures this year are unprecedented.</p><p>Kuaishou and ByteDance, on the other hand, are indirectly providing benefits to their employees by \"proactively retreating\". Whether 996 is a blessing or not is a matter of opinion. However, Kuaishou, a new generation giant, was the first to announce the cancellation of the \"Big and Small Weeks\" schedule. Subsequently, the \"Big and Small Weeks\" schedule in the Internet circle, representing the company ByteDance, followed suit and announced that starting from August 1 this year, it would cancel the \"work arrangement on Sundays every other week\".</p><p>Ren Meng, an HR professional at BAT (Baidu, Alibaba, Tencent), analyzed that companies raising salaries and improving benefits are generally intended to stabilize the morale of \"working people\" internally and enhance the recruitment brand and corporate influence externally. \"For example, too many people have been poached recently, or we need to do new business and attract talent; then there's the upcoming campus recruitment season.\"</p><p>The effect of this image-building is immediately apparent. On social media, comments from netizens such as \"Mr. Lei, are you still short of people?\", \"It's someone else's company again\", and \"How can I keep quiet and let my boss see me?\" are constant.</p><p>Of course, with ByteDance and Kuaishou canceling weekly weekends, the attitudes of their internal employees have also diverged. With the rapid development of internet companies such as ByteDance and Kuaishou, many employees went there because of their overtime pay. When the company suddenly announced the cancellation of large and small weeks, some people's double salary plans fell through, and some employees even planned to change jobs.</p><p>“Eighty percent of working people still care a lot about their wages, and overtime pay accounts for a significant proportion of their wages,” Shen Minghao, a former employee of ByteDance’s human resources department, told AI Finance. \"Excluding the options for general contracting, someone with a monthly salary of 50,000 yuan earns 750,000 yuan (Note: 15 salaries), and the annual overtime pay for both weeks is 108,000 yuan, accounting for more than 10%.\"</p><p>The company has openly canceled weekly weeks, but from the perspective of internal employees, it doesn't seem to have changed much. A Kuaishou employee calmly said, \"If there is a need to work overtime, everyone will still work overtime, which is double the amount. In internet companies, whoever gets talent wins the world, after all, there will always be people who work hard for money.\"</p><p>(Yuan Quan, Zhu Xi, Wang Rui, Ren Meng, and Shen Minghao are pseudonyms)</p>\n<div class=\"bt-text\">\n\n\n<p> source：<a href=\"https://mp.weixin.qq.com/s/sziJEX8wqLM0EN4DG9v2rg\">AI财经社</a></p>\n\n\n</div>\n</article>\n</div>\n</body>\n</html>\n","type":0,"thumbnail":"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97","relate_stocks":{},"source_url":"https://mp.weixin.qq.com/s/sziJEX8wqLM0EN4DG9v2rg","is_english":false,"share_image_url":"https://static.laohu8.com/e9f99090a1c2ed51c021029395664489","article_id":"2151564735","content_text":"7月13日，京东的一则涨薪通知冲上微博热搜。\n在这则通知里，京东宣布从2021年7月1日开始到2023年7月1日，将用两年时间把员工平均年薪从14薪逐步涨到16薪，而且是在今年7月1日前的基础上涨薪两个月。\n\n与刘强东密切共事过的京东HR体系离职中层袁泉透露：“听说是上面定的，一开始打算涨到15薪，最后调到16薪。”她估计此事是刘强东拍板定的，理由是这种大幅度调薪只有自上而下才能推动，“他应该是察觉到京东与其他头部互联网公司在福利待遇上的差距。”\n根据公开信息，京东本次涨薪范围包括MPT序列员工（包括管理人员、项目经理、产品和技术人员），OS序列（包括配送员等基层员工）会按地区和工种作“适当调整”。\n此前，相比阿里巴巴16薪、快手16薪、字节15薪等，14薪的京东在一线大厂中的福利水平不算高，如今突然宣布涨薪，让众多吃瓜群众心生羡慕。事实上，不只京东，包括小米、快手、字节跳动等互联网大厂最近都开始关注“打工人”的福祉，业内人士认为，这些大厂是想借此赢得品牌形象和人心。\n京东为什么此时涨薪？\n京东目前约有37万名员工。涨薪通知一出来，原京东商城生态部门员工朱熹的朋友圈被刷屏，来自采销、运营、招商团队的前同事们纷纷转发通知，顺势将这则消息当成一个招聘帖，要“在线收简历”。\n在BAT某公司工作的HR任梦看来，此次京东的涨薪并不意外，“互联网公司除了外包是12薪，基本最差的都是14薪，BAT保底都是16薪。”\n京东此前实行14薪，整体待遇在一线大厂里中不算有竞争力。虽然加班并不少，且没有加班费的概念，但一些京东员工看中的是那里工作氛围好，项目多、成长快。\n\n图/视觉中国京东为什么此时涨薪？业内人士普遍认为，这应该是为了吸引人才、留住人才。一名京东零售员工甚至猜测，涨薪是为了稳住部分想走的人，“早该16薪了，最好先把今年发了再说，（两年调整）怕有一定画饼的成分。”\n这种担忧来自外界一种猜测——涨薪也是“压薪技巧”。有一种观点认为，互联网招聘一般看总包待遇，月数越多越吃亏，因为有些人等不到发年终奖就会离职。袁泉否认了这种说法，他透露，这次涨薪是在现有员工原来基础上做调整，后进来的员工会依照职位层级来，而职位层级对应的薪资是相对透明的，不会为了“压薪”，坏了制度规矩。\n当然，京东此时推16薪也是有一定底气的。经过前两年的架构调整、人事组织优化，以及供应链能力对外开放，2020年京东全年营收7458亿元，净利润494亿元。今年一季度，京东营收达2032亿元，同比增长39%，是近三年来的最大增幅；归属于普通股股东的净利润则有36亿元，相比上年同期的11亿元，增长227%。此外，过去大半年，京东系公司京东健康、达达、京东物流相继上市，资本市场为京东的持续发展提供了一定支撑。\n对于本次涨薪，京东官方给出的解释是践行“三毛五理论”：如果京东赚一块钱，只拿走其中的七毛，给合作伙伴留三毛，拿走的七毛里有三毛五给员工作为福利和激励，剩下三毛五用于企业未来发展。\n不过并非所有员工欢呼雀跃。一名京喜体系的员工对于涨薪似乎没有太多期待，他透露由于政策要7月后实行，所以今年只有14.5薪。当前内部各种人事和区域调整，让他很没有安全感，“不知道明年还在不在。”\n薪资=人才\n近期出手大方的互联网大厂并非只有京东一家。一周前，小米科技创始人、董事长雷军5天中撒出总计43亿元的大红包。\n在去年小米10周年庆典上，雷军说过：“优秀的公司赚取利润，伟大的公司赢得人心。”据公开数据统计，继7月2日公告披露授予小米3904名员工7000多万股股票后，7月5日雷军给自己担任董事长的金山全体正式员工送去了480万股股票，7月6日一大早，雷军再次宣布，小米颁布新的股票激励计划，将向 122 位核心员工奖励1.1965亿股小米股票，人均2400万元，雷老板说要给核心员工“类似早期创业者的回报”。\n\n图/视觉中国有分析人士表示，相比于金山阳光普照式的奖励，小米针对性的激励措施，体现出雷军对“技术为本”战略的重视，他今年的人才激励措施前所未有。\n快手和字节跳动则以“主动退守”的方式，变相为员工发福利。996是不是福报，各有各的见解。不过新生代大厂快手率先宣布取消大小周，此后互联网圈“大小周”代表公司字节跳动跟进，宣布从今年8月1日起，取消“隔周周日工作的安排”。\nBAT公司HR任梦分析，企业涨薪和提高福利待遇，一般是对内稳定“打工人”的民心，对外提升招聘品牌和企业影响力。“比如最近被挖人挖的太多了，或者要做新的业务，需要吸引人才；再就是马上校招季了。”\n这种塑造形象的效果立等可见。在社交媒体上，诸如“雷总，还缺人不？”“又是别人家的公司”“如何才能让不动声色让自己老板看到”等网友评语不断。\n当然，字节跳动与快手取消大小周，内部员工的态度也有分化。随着字节与快手等互联网公司飞速发展，许多员工是冲着字节与快手的加班费去的，当企业突然宣布取消大小周，致使一部分人的双倍薪资计划落空，甚至有员工计划选择跳槽。\n“八成打工人还是很在意工资的，加班费占工资的比例不低。”字节跳动前人力部门员工沈明浩对AI财经社说道。“除去总包的期权之外，月薪5万的人，工资收入就是75万（注：15薪），大小周的一年加班费有10.8万，占比超10%。”\n企业明面上取消大小周，在内部员工看来，似乎并没有太多变化。一名快手员工冷静地说，“如果有加班的需求，大家还是会去加班，一样是双倍。互联网公司得人才者得天下，毕竟总有人为钱卖命。”\n（袁泉、朱熹、王睿、任梦、沈明浩为化名）","news_type":1,"symbols_score_info":{}},"isVote":1,"tweetType":1,"viewCount":5271,"authorTweetTopStatus":1,"verified":2,"comments":[],"imageCount":0,"langContent":"EN","totalScore":0}],"hots":[{"id":145816785,"gmtCreate":1626216737347,"gmtModify":1703755537187,"author":{"id":"4088832001364210","authorId":"4088832001364210","name":"我的天哪哪","avatar":"https://static.tigerbbs.com/122db4bfccf0688d7a61c1e7db5a2890","crmLevel":11,"crmLevelSwitch":0,"followedFlag":false,"authorIdStr":"4088832001364210","idStr":"4088832001364210"},"themes":[],"htmlText":"?","listText":"?","text":"?","images":[],"top":1,"highlighted":1,"essential":1,"paper":1,"likeSize":3,"commentSize":2,"repostSize":0,"link":"https://ttm.financial/post/145816785","repostId":"2151564735","repostType":4,"repost":{"id":"2151564735","kind":"news","pubTimestamp":1626191463,"share":"https://ttm.financial/m/news/2151564735?lang=en_US&edition=fundamental","pubTime":"2021-07-13 23:51","market":"hk","language":"zh","title":"Why did JD.com suddenly raise salaries?","url":"https://stock-news.laohu8.com/highlight/detail?id=2151564735","media":"AI财经社","summary":"此前，相比阿里巴巴16薪、快手16薪、字节15薪等，14薪的京东在一线大厂中的福利水平不算高，如今突然宣布涨薪，让众多吃瓜群众心生羡慕。京东为什么此时涨薪？京东目前约有37万名员工。在BAT某公司工作的HR任梦看来，此次京东的涨薪并不意外，“互联网公司除了外包是12薪，基本最差的都是14薪，BAT保底都是16薪。”图/视觉中国京东为什么此时涨薪？","content":"<p>On July 13,<a href=\"https://laohu8.com/S/JD\">JD.com</a>A salary increase notice rushed up<a href=\"https://laohu8.com/S/WB\">Weibo</a>Trending topics.</p><p>In this notice, JD.com announced that from July 1, 2021 to July 1, 2023, it will gradually increase the average annual salary of employees from 14 salaries to 16 salaries over two years, and the salary increase will be two months on top of the salary increase before July 1 this year.</p><p><img src=\"https://static.tigerbbs.com/3a80539dd0b5c706090626744ef19d20\" tg-width=\"570\" tg-height=\"597\" referrerpolicy=\"no-referrer\"></p><p>Yuan Quan, a former mid-level manager in JD.com's HR system who worked closely with Liu Qiangdong, revealed: \"I heard it was decided by higher-ups. Initially, they planned to raise the salary to 15%, and finally adjust it to 16%.\" She estimated that Liu Qiangdong made the decision, saying that such a large salary adjustment could only be implemented from top to bottom. \"He must have noticed the gap in benefits between JD.com and other leading internet companies.\"</p><p>According to publicly available information, JD.com's salary increase includes MPT employees (including managers, project managers, product and technical personnel), while OS employees (including entry-level employees such as delivery drivers) will be \"appropriately adjusted\" according to region and job type.</p><p>Previously, compared to<a href=\"https://laohu8.com/S/BABA\">Alibaba</a>JD.com, with its 16-month salary, Kuaishou's 16-month salary, and ByteDance's 15-month salary, doesn't offer high benefits among top-tier companies. However, its sudden announcement of a salary increase has aroused envy among many onlookers. In fact, not only JD.com, but also major internet companies such as Xiaomi, Kuaishou, and ByteDance have recently begun to pay attention to the well-being of \"working people.\" Industry insiders believe that these companies want to win their brand image and people's hearts through this.</p><p><b>Why is JD.com raising salaries at this time?</b></p><p>JD.com currently has approximately 370,000 employees. As soon as the salary increase notice was released, Zhu Xi, a former employee of JD.com's ecosystem department, went viral on her WeChat Moments. Former colleagues from the procurement, sales, operations, and investment promotion teams forwarded the notice and took the opportunity to treat the news as a job posting to \"collect resumes online\".</p><p>Ren Meng, an HR professional working for a BAT (Baidu, Alibaba, Tencent) company, believes that JD.com's salary increase is not unexpected. \"Internet companies, except for outsourcing where the salary is 12, are basically the worst at 14, while BAT guarantees a minimum salary of 16.\"</p><p>JD.com previously implemented a 14-month salary system, which was not competitive among large first-tier manufacturers. Although overtime is not uncommon and there is no concept of overtime pay, some JD.com employees value the good work atmosphere, numerous projects, and rapid growth there.</p><p><img src=\"https://static.tigerbbs.com/6e84a14a434dab4d06fef5affb37b8d9\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Image/<a href=\"https://laohu8.com/S/000681\">Visual China</a>Why is JD.com raising salaries at this time? Industry insiders generally believe that this is intended to attract and retain talent. One JD Retail employee even speculated that the salary increase was to stabilize some people who wanted to leave, saying, \"It should have been 16 salaries long ago. It's best to pay them this year first. (The two-year adjustment) might be a bit of a pipe dream.\"</p><p>This concern stems from a speculation that salary increases are also a \"salary suppression technique\". One view is that online recruitment generally focuses on the general contractor's salary, and the more months there are, the more disadvantaged they are, because some people will leave before they receive their year-end bonuses. Yuan Quan denied this claim, revealing that this salary increase was an adjustment to the existing employees' original basis. Later employees will be hired according to their position level, and the salaries corresponding to the position level are relatively transparent. They will not violate the system and rules in order to \"suppress salaries\".</p><p>Of course, JD.com has some confidence in offering a 16% salary at this time. After two years of restructuring, personnel optimization, and opening up its supply chain capabilities, JD.com's total revenue reached 745.8 billion yuan and net profit reached 49.4 billion yuan in 2020. In the first quarter of this year, JD.com's revenue reached 203.2 billion yuan, a year-on-year increase of 39%, the largest increase in nearly three years; Net profit attributable to ordinary shareholders was RMB 3.6 billion, an increase of 227% compared with RMB 1.1 billion in the same period of the previous year. In addition, over the past six months, JD.com-affiliated companies<a href=\"https://laohu8.com/S/06618\">JD Health</a>,Dada,<a href=\"https://laohu8.com/S/02618\">JD Logistics</a>With its successive listings, the capital market has provided certain support for JD.com's sustainable development.</p><p>JD.com's official explanation for this salary increase is that it is practicing the \"35-cent theory\": if JD.com earns one yuan, it only takes 70 cents of it, keeping 30 cents for its partners, giving 35 cents of the 70 cents to employees as benefits and incentives, and using the remaining 35 cents for the company's future development.</p><p>However, not all employees cheered. An employee of the Jingxi system did not seem to have high expectations for a salary increase. He revealed that since the policy will be implemented after July, he will only receive 14.5% of his salary this year. The current various internal personnel and regional adjustments have made him feel very insecure. \"I don't know if he'll still be there next year.\"</p><p><b>Salary = Talent</b></p><p>JD.com is not the only major internet company that has made generous moves recently. A week ago, Lei Jun, founder and chairman of Xiaomi Technology, gave out a total of 4.3 billion yuan in red envelopes over five days.</p><p>At Xiaomi's 10th anniversary celebration last year, Lei Jun said, \"Excellent companies make profits, and great companies win people's hearts.\" According to publicly available statistics, following the announcement on July 2nd that he would grant more than 70 million shares to 3,904 Xiaomi employees, on July 5th, Lei Jun presented 4.8 million shares to all formal employees of Kingsoft, where he serves as chairman. Early on July 6th, Lei Jun announced again that Xiaomi would issue a new stock incentive plan, rewarding 119.65 million Xiaomi shares to 122 core employees, averaging 24 million yuan per person. Boss Lei said he would give core employees \"returns similar to those of early entrepreneurs.\"</p><p><img src=\"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Photo/Visual China. Some analysts say that compared to Kingsoft's sunshine-filled rewards, Xiaomi's targeted incentive measures reflect Lei Jun's emphasis on the \"technology-based\" strategy, and his talent incentive measures this year are unprecedented.</p><p>Kuaishou and ByteDance, on the other hand, are indirectly providing benefits to their employees by \"proactively retreating\". Whether 996 is a blessing or not is a matter of opinion. However, Kuaishou, a new generation giant, was the first to announce the cancellation of the \"Big and Small Weeks\" schedule. Subsequently, the \"Big and Small Weeks\" schedule in the Internet circle, representing the company ByteDance, followed suit and announced that starting from August 1 this year, it would cancel the \"work arrangement on Sundays every other week\".</p><p>Ren Meng, an HR professional at BAT (Baidu, Alibaba, Tencent), analyzed that companies raising salaries and improving benefits are generally intended to stabilize the morale of \"working people\" internally and enhance the recruitment brand and corporate influence externally. \"For example, too many people have been poached recently, or we need to do new business and attract talent; then there's the upcoming campus recruitment season.\"</p><p>The effect of this image-building is immediately apparent. On social media, comments from netizens such as \"Mr. Lei, are you still short of people?\", \"It's someone else's company again\", and \"How can I keep quiet and let my boss see me?\" are constant.</p><p>Of course, with ByteDance and Kuaishou canceling weekly weekends, the attitudes of their internal employees have also diverged. With the rapid development of internet companies such as ByteDance and Kuaishou, many employees went there because of their overtime pay. When the company suddenly announced the cancellation of large and small weeks, some people's double salary plans fell through, and some employees even planned to change jobs.</p><p>“Eighty percent of working people still care a lot about their wages, and overtime pay accounts for a significant proportion of their wages,” Shen Minghao, a former employee of ByteDance’s human resources department, told AI Finance. \"Excluding the options for general contracting, someone with a monthly salary of 50,000 yuan earns 750,000 yuan (Note: 15 salaries), and the annual overtime pay for both weeks is 108,000 yuan, accounting for more than 10%.\"</p><p>The company has openly canceled weekly weeks, but from the perspective of internal employees, it doesn't seem to have changed much. A Kuaishou employee calmly said, \"If there is a need to work overtime, everyone will still work overtime, which is double the amount. In internet companies, whoever gets talent wins the world, after all, there will always be people who work hard for money.\"</p><p>(Yuan Quan, Zhu Xi, Wang Rui, Ren Meng, and Shen Minghao are pseudonyms)</p>","source":"AI财经社","collect":0,"html":"<!DOCTYPE html>\n<html>\n<head>\n<meta http-equiv=\"Content-Type\" content=\"text/html; charset=utf-8\" />\n<meta name=\"viewport\" content=\"width=device-width,initial-scale=1.0,minimum-scale=1.0,maximum-scale=1.0,user-scalable=no\"/>\n<meta name=\"format-detection\" content=\"telephone=no,email=no,address=no\" />\n<title>Why did JD.com suddenly raise salaries?</title>\n<style type=\"text/css\">\na,abbr,acronym,address,applet,article,aside,audio,b,big,blockquote,body,canvas,caption,center,cite,code,dd,del,details,dfn,div,dl,dt,\nem,embed,fieldset,figcaption,figure,footer,form,h1,h2,h3,h4,h5,h6,header,hgroup,html,i,iframe,img,ins,kbd,label,legend,li,mark,menu,nav,\nobject,ol,output,p,pre,q,ruby,s,samp,section,small,span,strike,strong,sub,summary,sup,table,tbody,td,tfoot,th,thead,time,tr,tt,u,ul,var,video{ font:inherit;margin:0;padding:0;vertical-align:baseline;border:0 }\nbody{ font-size:16px; line-height:1.5; color:#999; background:transparent; }\n.wrapper{ overflow:hidden;word-break:break-all;padding:10px; }\nh1,h2{ font-weight:normal; line-height:1.35; margin-bottom:.6em; }\nh3,h4,h5,h6{ line-height:1.35; margin-bottom:1em; }\nh1{ font-size:24px; }\nh2{ font-size:20px; }\nh3{ font-size:18px; }\nh4{ font-size:16px; }\nh5{ font-size:14px; }\nh6{ font-size:12px; }\np,ul,ol,blockquote,dl,table{ margin:1.2em 0; }\nul,ol{ margin-left:2em; }\nul{ list-style:disc; }\nol{ list-style:decimal; }\nli,li p{ margin:10px 0;}\nimg{ max-width:100%;display:block;margin:0 auto 1em; }\nblockquote{ color:#B5B2B1; border-left:3px solid #aaa; padding:1em; }\nstrong,b{font-weight:bold;}\nem,i{font-style:italic;}\ntable{ width:100%;border-collapse:collapse;border-spacing:1px;margin:1em 0;font-size:.9em; }\nth,td{ padding:5px;text-align:left;border:1px solid #aaa; }\nth{ font-weight:bold;background:#5d5d5d; }\n.symbol-link{font-weight:bold;}\n/* header{ border-bottom:1px solid #494756; } */\n.title{ margin:0 0 8px;line-height:1.3;color:#ddd; }\n.meta {color:#5e5c6d;font-size:13px;margin:0 0 .5em; }\na{text-decoration:none; color:#2a4b87;}\n.meta .head { display: inline-block; overflow: hidden}\n.head .h-thumb { width: 30px; height: 30px; margin: 0; padding: 0; border-radius: 50%; float: left;}\n.head .h-content { margin: 0; padding: 0 0 0 9px; float: left;}\n.head .h-name {font-size: 13px; color: #eee; margin: 0;}\n.head .h-time {font-size: 12.5px; color: #7E829C; margin: 0;}\n.small {font-size: 12.5px; display: inline-block; transform: scale(0.9); -webkit-transform: scale(0.9); transform-origin: left; -webkit-transform-origin: left;}\n.smaller {font-size: 12.5px; display: inline-block; transform: scale(0.8); -webkit-transform: scale(0.8); transform-origin: left; -webkit-transform-origin: left;}\n.bt-text {font-size: 12px;margin: 1.5em 0 0 0}\n.bt-text p {margin: 0}\n</style>\n</head>\n<body>\n<div class=\"wrapper\">\n<header>\n<h2 class=\"title\">\nWhy did JD.com suddenly raise salaries?\n</h2>\n<h4 class=\"meta\">\n<p class=\"head\">\n<strong class=\"h-name small\">AI财经社</strong><span class=\"h-time small\">2021-07-13 23:51</span>\n</p>\n</h4>\n</header>\n<article>\n<p>On July 13,<a href=\"https://laohu8.com/S/JD\">JD.com</a>A salary increase notice rushed up<a href=\"https://laohu8.com/S/WB\">Weibo</a>Trending topics.</p><p>In this notice, JD.com announced that from July 1, 2021 to July 1, 2023, it will gradually increase the average annual salary of employees from 14 salaries to 16 salaries over two years, and the salary increase will be two months on top of the salary increase before July 1 this year.</p><p><img src=\"https://static.tigerbbs.com/3a80539dd0b5c706090626744ef19d20\" tg-width=\"570\" tg-height=\"597\" referrerpolicy=\"no-referrer\"></p><p>Yuan Quan, a former mid-level manager in JD.com's HR system who worked closely with Liu Qiangdong, revealed: \"I heard it was decided by higher-ups. Initially, they planned to raise the salary to 15%, and finally adjust it to 16%.\" She estimated that Liu Qiangdong made the decision, saying that such a large salary adjustment could only be implemented from top to bottom. \"He must have noticed the gap in benefits between JD.com and other leading internet companies.\"</p><p>According to publicly available information, JD.com's salary increase includes MPT employees (including managers, project managers, product and technical personnel), while OS employees (including entry-level employees such as delivery drivers) will be \"appropriately adjusted\" according to region and job type.</p><p>Previously, compared to<a href=\"https://laohu8.com/S/BABA\">Alibaba</a>JD.com, with its 16-month salary, Kuaishou's 16-month salary, and ByteDance's 15-month salary, doesn't offer high benefits among top-tier companies. However, its sudden announcement of a salary increase has aroused envy among many onlookers. In fact, not only JD.com, but also major internet companies such as Xiaomi, Kuaishou, and ByteDance have recently begun to pay attention to the well-being of \"working people.\" Industry insiders believe that these companies want to win their brand image and people's hearts through this.</p><p><b>Why is JD.com raising salaries at this time?</b></p><p>JD.com currently has approximately 370,000 employees. As soon as the salary increase notice was released, Zhu Xi, a former employee of JD.com's ecosystem department, went viral on her WeChat Moments. Former colleagues from the procurement, sales, operations, and investment promotion teams forwarded the notice and took the opportunity to treat the news as a job posting to \"collect resumes online\".</p><p>Ren Meng, an HR professional working for a BAT (Baidu, Alibaba, Tencent) company, believes that JD.com's salary increase is not unexpected. \"Internet companies, except for outsourcing where the salary is 12, are basically the worst at 14, while BAT guarantees a minimum salary of 16.\"</p><p>JD.com previously implemented a 14-month salary system, which was not competitive among large first-tier manufacturers. Although overtime is not uncommon and there is no concept of overtime pay, some JD.com employees value the good work atmosphere, numerous projects, and rapid growth there.</p><p><img src=\"https://static.tigerbbs.com/6e84a14a434dab4d06fef5affb37b8d9\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Image/<a href=\"https://laohu8.com/S/000681\">Visual China</a>Why is JD.com raising salaries at this time? Industry insiders generally believe that this is intended to attract and retain talent. One JD Retail employee even speculated that the salary increase was to stabilize some people who wanted to leave, saying, \"It should have been 16 salaries long ago. It's best to pay them this year first. (The two-year adjustment) might be a bit of a pipe dream.\"</p><p>This concern stems from a speculation that salary increases are also a \"salary suppression technique\". One view is that online recruitment generally focuses on the general contractor's salary, and the more months there are, the more disadvantaged they are, because some people will leave before they receive their year-end bonuses. Yuan Quan denied this claim, revealing that this salary increase was an adjustment to the existing employees' original basis. Later employees will be hired according to their position level, and the salaries corresponding to the position level are relatively transparent. They will not violate the system and rules in order to \"suppress salaries\".</p><p>Of course, JD.com has some confidence in offering a 16% salary at this time. After two years of restructuring, personnel optimization, and opening up its supply chain capabilities, JD.com's total revenue reached 745.8 billion yuan and net profit reached 49.4 billion yuan in 2020. In the first quarter of this year, JD.com's revenue reached 203.2 billion yuan, a year-on-year increase of 39%, the largest increase in nearly three years; Net profit attributable to ordinary shareholders was RMB 3.6 billion, an increase of 227% compared with RMB 1.1 billion in the same period of the previous year. In addition, over the past six months, JD.com-affiliated companies<a href=\"https://laohu8.com/S/06618\">JD Health</a>,Dada,<a href=\"https://laohu8.com/S/02618\">JD Logistics</a>With its successive listings, the capital market has provided certain support for JD.com's sustainable development.</p><p>JD.com's official explanation for this salary increase is that it is practicing the \"35-cent theory\": if JD.com earns one yuan, it only takes 70 cents of it, keeping 30 cents for its partners, giving 35 cents of the 70 cents to employees as benefits and incentives, and using the remaining 35 cents for the company's future development.</p><p>However, not all employees cheered. An employee of the Jingxi system did not seem to have high expectations for a salary increase. He revealed that since the policy will be implemented after July, he will only receive 14.5% of his salary this year. The current various internal personnel and regional adjustments have made him feel very insecure. \"I don't know if he'll still be there next year.\"</p><p><b>Salary = Talent</b></p><p>JD.com is not the only major internet company that has made generous moves recently. A week ago, Lei Jun, founder and chairman of Xiaomi Technology, gave out a total of 4.3 billion yuan in red envelopes over five days.</p><p>At Xiaomi's 10th anniversary celebration last year, Lei Jun said, \"Excellent companies make profits, and great companies win people's hearts.\" According to publicly available statistics, following the announcement on July 2nd that he would grant more than 70 million shares to 3,904 Xiaomi employees, on July 5th, Lei Jun presented 4.8 million shares to all formal employees of Kingsoft, where he serves as chairman. Early on July 6th, Lei Jun announced again that Xiaomi would issue a new stock incentive plan, rewarding 119.65 million Xiaomi shares to 122 core employees, averaging 24 million yuan per person. Boss Lei said he would give core employees \"returns similar to those of early entrepreneurs.\"</p><p><img src=\"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Photo/Visual China. Some analysts say that compared to Kingsoft's sunshine-filled rewards, Xiaomi's targeted incentive measures reflect Lei Jun's emphasis on the \"technology-based\" strategy, and his talent incentive measures this year are unprecedented.</p><p>Kuaishou and ByteDance, on the other hand, are indirectly providing benefits to their employees by \"proactively retreating\". Whether 996 is a blessing or not is a matter of opinion. However, Kuaishou, a new generation giant, was the first to announce the cancellation of the \"Big and Small Weeks\" schedule. Subsequently, the \"Big and Small Weeks\" schedule in the Internet circle, representing the company ByteDance, followed suit and announced that starting from August 1 this year, it would cancel the \"work arrangement on Sundays every other week\".</p><p>Ren Meng, an HR professional at BAT (Baidu, Alibaba, Tencent), analyzed that companies raising salaries and improving benefits are generally intended to stabilize the morale of \"working people\" internally and enhance the recruitment brand and corporate influence externally. \"For example, too many people have been poached recently, or we need to do new business and attract talent; then there's the upcoming campus recruitment season.\"</p><p>The effect of this image-building is immediately apparent. On social media, comments from netizens such as \"Mr. Lei, are you still short of people?\", \"It's someone else's company again\", and \"How can I keep quiet and let my boss see me?\" are constant.</p><p>Of course, with ByteDance and Kuaishou canceling weekly weekends, the attitudes of their internal employees have also diverged. With the rapid development of internet companies such as ByteDance and Kuaishou, many employees went there because of their overtime pay. When the company suddenly announced the cancellation of large and small weeks, some people's double salary plans fell through, and some employees even planned to change jobs.</p><p>“Eighty percent of working people still care a lot about their wages, and overtime pay accounts for a significant proportion of their wages,” Shen Minghao, a former employee of ByteDance’s human resources department, told AI Finance. \"Excluding the options for general contracting, someone with a monthly salary of 50,000 yuan earns 750,000 yuan (Note: 15 salaries), and the annual overtime pay for both weeks is 108,000 yuan, accounting for more than 10%.\"</p><p>The company has openly canceled weekly weeks, but from the perspective of internal employees, it doesn't seem to have changed much. A Kuaishou employee calmly said, \"If there is a need to work overtime, everyone will still work overtime, which is double the amount. In internet companies, whoever gets talent wins the world, after all, there will always be people who work hard for money.\"</p><p>(Yuan Quan, Zhu Xi, Wang Rui, Ren Meng, and Shen Minghao are pseudonyms)</p>\n<div class=\"bt-text\">\n\n\n<p> source：<a href=\"https://mp.weixin.qq.com/s/sziJEX8wqLM0EN4DG9v2rg\">AI财经社</a></p>\n\n\n</div>\n</article>\n</div>\n</body>\n</html>\n","type":0,"thumbnail":"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97","relate_stocks":{},"source_url":"https://mp.weixin.qq.com/s/sziJEX8wqLM0EN4DG9v2rg","is_english":false,"share_image_url":"https://static.laohu8.com/e9f99090a1c2ed51c021029395664489","article_id":"2151564735","content_text":"7月13日，京东的一则涨薪通知冲上微博热搜。\n在这则通知里，京东宣布从2021年7月1日开始到2023年7月1日，将用两年时间把员工平均年薪从14薪逐步涨到16薪，而且是在今年7月1日前的基础上涨薪两个月。\n\n与刘强东密切共事过的京东HR体系离职中层袁泉透露：“听说是上面定的，一开始打算涨到15薪，最后调到16薪。”她估计此事是刘强东拍板定的，理由是这种大幅度调薪只有自上而下才能推动，“他应该是察觉到京东与其他头部互联网公司在福利待遇上的差距。”\n根据公开信息，京东本次涨薪范围包括MPT序列员工（包括管理人员、项目经理、产品和技术人员），OS序列（包括配送员等基层员工）会按地区和工种作“适当调整”。\n此前，相比阿里巴巴16薪、快手16薪、字节15薪等，14薪的京东在一线大厂中的福利水平不算高，如今突然宣布涨薪，让众多吃瓜群众心生羡慕。事实上，不只京东，包括小米、快手、字节跳动等互联网大厂最近都开始关注“打工人”的福祉，业内人士认为，这些大厂是想借此赢得品牌形象和人心。\n京东为什么此时涨薪？\n京东目前约有37万名员工。涨薪通知一出来，原京东商城生态部门员工朱熹的朋友圈被刷屏，来自采销、运营、招商团队的前同事们纷纷转发通知，顺势将这则消息当成一个招聘帖，要“在线收简历”。\n在BAT某公司工作的HR任梦看来，此次京东的涨薪并不意外，“互联网公司除了外包是12薪，基本最差的都是14薪，BAT保底都是16薪。”\n京东此前实行14薪，整体待遇在一线大厂里中不算有竞争力。虽然加班并不少，且没有加班费的概念，但一些京东员工看中的是那里工作氛围好，项目多、成长快。\n\n图/视觉中国京东为什么此时涨薪？业内人士普遍认为，这应该是为了吸引人才、留住人才。一名京东零售员工甚至猜测，涨薪是为了稳住部分想走的人，“早该16薪了，最好先把今年发了再说，（两年调整）怕有一定画饼的成分。”\n这种担忧来自外界一种猜测——涨薪也是“压薪技巧”。有一种观点认为，互联网招聘一般看总包待遇，月数越多越吃亏，因为有些人等不到发年终奖就会离职。袁泉否认了这种说法，他透露，这次涨薪是在现有员工原来基础上做调整，后进来的员工会依照职位层级来，而职位层级对应的薪资是相对透明的，不会为了“压薪”，坏了制度规矩。\n当然，京东此时推16薪也是有一定底气的。经过前两年的架构调整、人事组织优化，以及供应链能力对外开放，2020年京东全年营收7458亿元，净利润494亿元。今年一季度，京东营收达2032亿元，同比增长39%，是近三年来的最大增幅；归属于普通股股东的净利润则有36亿元，相比上年同期的11亿元，增长227%。此外，过去大半年，京东系公司京东健康、达达、京东物流相继上市，资本市场为京东的持续发展提供了一定支撑。\n对于本次涨薪，京东官方给出的解释是践行“三毛五理论”：如果京东赚一块钱，只拿走其中的七毛，给合作伙伴留三毛，拿走的七毛里有三毛五给员工作为福利和激励，剩下三毛五用于企业未来发展。\n不过并非所有员工欢呼雀跃。一名京喜体系的员工对于涨薪似乎没有太多期待，他透露由于政策要7月后实行，所以今年只有14.5薪。当前内部各种人事和区域调整，让他很没有安全感，“不知道明年还在不在。”\n薪资=人才\n近期出手大方的互联网大厂并非只有京东一家。一周前，小米科技创始人、董事长雷军5天中撒出总计43亿元的大红包。\n在去年小米10周年庆典上，雷军说过：“优秀的公司赚取利润，伟大的公司赢得人心。”据公开数据统计，继7月2日公告披露授予小米3904名员工7000多万股股票后，7月5日雷军给自己担任董事长的金山全体正式员工送去了480万股股票，7月6日一大早，雷军再次宣布，小米颁布新的股票激励计划，将向 122 位核心员工奖励1.1965亿股小米股票，人均2400万元，雷老板说要给核心员工“类似早期创业者的回报”。\n\n图/视觉中国有分析人士表示，相比于金山阳光普照式的奖励，小米针对性的激励措施，体现出雷军对“技术为本”战略的重视，他今年的人才激励措施前所未有。\n快手和字节跳动则以“主动退守”的方式，变相为员工发福利。996是不是福报，各有各的见解。不过新生代大厂快手率先宣布取消大小周，此后互联网圈“大小周”代表公司字节跳动跟进，宣布从今年8月1日起，取消“隔周周日工作的安排”。\nBAT公司HR任梦分析，企业涨薪和提高福利待遇，一般是对内稳定“打工人”的民心，对外提升招聘品牌和企业影响力。“比如最近被挖人挖的太多了，或者要做新的业务，需要吸引人才；再就是马上校招季了。”\n这种塑造形象的效果立等可见。在社交媒体上，诸如“雷总，还缺人不？”“又是别人家的公司”“如何才能让不动声色让自己老板看到”等网友评语不断。\n当然，字节跳动与快手取消大小周，内部员工的态度也有分化。随着字节与快手等互联网公司飞速发展，许多员工是冲着字节与快手的加班费去的，当企业突然宣布取消大小周，致使一部分人的双倍薪资计划落空，甚至有员工计划选择跳槽。\n“八成打工人还是很在意工资的，加班费占工资的比例不低。”字节跳动前人力部门员工沈明浩对AI财经社说道。“除去总包的期权之外，月薪5万的人，工资收入就是75万（注：15薪），大小周的一年加班费有10.8万，占比超10%。”\n企业明面上取消大小周，在内部员工看来，似乎并没有太多变化。一名快手员工冷静地说，“如果有加班的需求，大家还是会去加班，一样是双倍。互联网公司得人才者得天下，毕竟总有人为钱卖命。”\n（袁泉、朱熹、王睿、任梦、沈明浩为化名）","news_type":1,"symbols_score_info":{}},"isVote":1,"tweetType":1,"viewCount":5271,"authorTweetTopStatus":1,"verified":2,"comments":[],"imageCount":0,"langContent":"EN","totalScore":0},{"id":179066671,"gmtCreate":1626475723593,"gmtModify":1703760690289,"author":{"id":"4088832001364210","authorId":"4088832001364210","name":"我的天哪哪","avatar":"https://static.tigerbbs.com/122db4bfccf0688d7a61c1e7db5a2890","crmLevel":11,"crmLevelSwitch":0,"followedFlag":false,"authorIdStr":"4088832001364210","idStr":"4088832001364210"},"themes":[],"htmlText":"Zang ","listText":"Zang ","text":"Zang","images":[],"top":1,"highlighted":1,"essential":1,"paper":1,"likeSize":2,"commentSize":0,"repostSize":0,"link":"https://ttm.financial/post/179066671","repostId":"2151509897","repostType":4,"isVote":1,"tweetType":1,"viewCount":4308,"authorTweetTopStatus":1,"verified":2,"comments":[],"imageCount":0,"langContent":"EN","totalScore":0}],"lives":[]}
