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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 salary?
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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":1954,"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,"idStr":"4088832001364210","authorIdStr":"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 salary?","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>July 13,<a href=\"https://laohu8.com/S/JD\">JD.com</a>A salary increase notice rushed to<a href=\"https://laohu8.com/S/WB\">Weibo</a>Hot search.</p><p>In this notice, JD.com announced that from July 1, 2021 to July 1, 2023, it will take two years to gradually increase the average annual salary of employees from 14 salaries to 16 salaries, and it will be before July 1 this year. The basic salary increase is two months.</p><p><img src=\"https://static.tigerbbs.com/3a80539dd0b5c706090626744ef19d20\" tg-width=\"570\" tg-height=\"597\" referrerpolicy=\"no-referrer\"></p><p>Yolanda Quan, a retired middle-level manager of JD.com's HR system who worked closely with Liu Qiangdong, revealed: \"I heard that it was decided by the above. At first, it was planned to increase the salary to 15, and finally it was adjusted to 16.\" She estimated that this matter was decided by Liu Qiangdong. The reason is that this kind of substantial salary increase can only be promoted from top to bottom. \"He should have been aware of the gap in welfare benefits between JD.com and other leading Internet companies.\"</p><p>According to public information, the scope of JD.com's salary increase this time includes MPT sequence employees (including managers, project managers, product and technical personnel), and OS sequence (including grassroots employees such as delivery staff) will be \"appropriately adjusted\" according to region and type of work.</p><p>Previously, compared to<a href=\"https://laohu8.com/S/BABA\">Alibaba</a>16 salary, 16 salary in Kuaishou, 15 salary in Byte, etc., the welfare level of JD.com with 14 salary is not high among the first-tier manufacturers. Now it has suddenly announced a salary increase, which makes many people who eat melons envious. 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 \"migrant workers\". Industry insiders believe that these major companies want to win brand image and people's hearts.</p><p><b>Why did JD.com raise salary at this time?</b></p><p>JD.com currently has about 370,000 employees. As soon as the salary increase notice came out, the circle of friends of Zhu Xi, a former employee of the ecological department of JD.COM Mall, was screened. Former colleagues from the procurement, sales, operation, and investment promotion teams forwarded the notice one after another, taking advantage of the trend to treat this news as a recruitment post, and asked to \"collect resumes online\".</p><p>According to Ren Meng, an HR who works in a BAT company, the salary increase in JD.COM is not unexpected. \"Except for outsourcing, Internet companies pay 12 salaries, the worst is basically 14 salaries, and BAT guarantees 16 salaries.\"</p><p>JD.com previously implemented a salary of 14, and the overall salary is not competitive among the first-tier manufacturers. Although there is a lot of overtime work, and there is no concept of overtime pay, some JD.COM employees are interested in the good working atmosphere, many projects and fast growth there.</p><p><img src=\"https://static.tigerbbs.com/6e84a14a434dab4d06fef5affb37b8d9\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Figure/<a href=\"https://laohu8.com/S/000681\">Vision china</a>Why did JD.com raise salary at this time? People in the industry generally believe that this should be to attract and retain talents. A JD.com retail employee even speculated that the salary increase was to stabilize some people who wanted to leave. \"It should have been 16 salaries long ago. It's best to pay this year first. (The two-year adjustment) is afraid that there will be a certain component of painting a cake.\"</p><p>This worry comes from a speculation from the outside world-salary increase is also a \"salary pressure skill\". There is a view that Internet recruitment generally depends on the general contract treatment, and the more months, the more losses they suffer, because some people will leave until the year-end bonus is issued. Yolanda denied this statement. He revealed that this salary increase was adjusted on the original basis of the existing employees, and the employees who came in later would come according to the position level, and the salary corresponding to the position level was relatively transparent, and the system rules would not be broken for the sake of \"salary pressing\".</p><p>Of course, JD.com has a certain confidence in pushing 16 salaries at this time. After the previous two years of structural adjustment, personnel organization optimization, and opening up of supply chain capabilities, JD.com's annual revenue in 2020 will be 745.8 billion yuan, and its net profit will be 49.4 billion yuan. 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 the past three years; The net profit attributable to ordinary shareholders was 3.6 billion yuan, an increase of 227% compared with 1.1 billion yuan in the same period last year. In addition, in the past six months, JD.com companies<a href=\"https://laohu8.com/S/06618\">JD Health</a>Dada,<a href=\"https://laohu8.com/S/02618\">JD Logistics</a>Listed one after another, the capital market has provided certain support for the sustainable development of JD.com.</p><p>For this salary increase, the official explanation given by JD.com is to practice the \"35 cents theory\": if JD.com earns one dollar, it only takes 70 cents of it, leaves 30 cents for its partners, and 35 cents of the 70 cents taken away are given to employees as benefits and incentives, and the remaining 35 cents are used for the future development of the enterprise.</p><p>But not all employees cheered. An employee of Jingxi System doesn't seem to have much expectation for a salary increase. He revealed that since the policy will be implemented after July, the salary this year is only 14.5. At present, various internal personnel and regional adjustments make him feel insecure. \"I don't know if it will 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, spread out a big red envelope totaling 4.3 billion yuan in 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 public statistics, following the announcement on July 2nd that Xiaomi's 3,904 employees were awarded more than 70 million shares, Lei Jun sent 4.8 million shares to all regular employees of Jinshan, whose chairman was himself, on July 5th.</p><p><img src=\"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Figure/Some analysts in vision china said that compared with Jinshan's sunny rewards, Xiaomi's targeted incentives reflect Lei Jun's emphasis on the \"technology-based\" strategy, and his talent incentives this year are unprecedented.</p><p>Kuaishou and ByteDance used the method of \"voluntarily retreating\" to provide benefits to employees in disguise. Whether 996 is a blessing or not, everyone has their own opinions. However, Kuaishou, a new generation manufacturer, took the lead in announcing the cancellation of Big and Small Weeks. Since then, the \"Big and Small Weeks\" in the Internet circle have followed up on behalf of the company ByteDance and announced that starting from August 1 this year, it will cancel the \"work arrangement on every other Sunday\".</p><p>According to the analysis of Ren Meng, HR of BAT Company, the salary increase and welfare benefits of enterprises are generally to stabilize the people's hearts of \"migrant workers\" internally and enhance the influence of recruitment brands and enterprises externally. \"For example, too many people have been dug recently, or if you want to do new business, you need to attract talents; Then it's the school recruitment season immediately.\"</p><p>The effect of this image-shaping is immediately visible. On social media, netizens such as \"Mr. Lei, are you still short of people?\", \"It's someone else's company again\", \"How can I let my boss see it quietly\" and other comments continue.</p><p>Of course, ByteDance and Kuaishou canceled the big and small weeks, and the attitudes of internal employees also diverged. With the rapid development of Internet companies such as Byte and Kuaishou, many employees go for the overtime pay of Byte and Kuaishou. When the company suddenly announced the cancellation of the big and small weeks, some people's double salary plans fell through, and some employees even planned to choose job hopping.</p><p>\"80% of migrant workers are still very concerned about wages, and overtime pay accounts for a high proportion of wages.\" Shen Minghao, a former human resources department employee of ByteDance, told AI Finance and Economics. \"Excluding the options of the general contract, the salary income of people with a monthly salary of 50,000 is 750,000 (note: 15 salaries), and the annual overtime pay for large and small weeks is 108,000, accounting for more than 10%.\"</p><p>In the eyes of internal employees, there doesn't seem to be much change when the company cancels the big and small weeks on the surface. A Kuaishou employee said calmly, \"If there is a need for overtime, everyone will still work overtime, which is double. Internet companies win talents and win the world. After all, there are always people who work hard for money.\"</p><p>(Yolanda, 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 salary?</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 salary?\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>July 13,<a href=\"https://laohu8.com/S/JD\">JD.com</a>A salary increase notice rushed to<a href=\"https://laohu8.com/S/WB\">Weibo</a>Hot search.</p><p>In this notice, JD.com announced that from July 1, 2021 to July 1, 2023, it will take two years to gradually increase the average annual salary of employees from 14 salaries to 16 salaries, and it will be before July 1 this year. The basic salary increase is two months.</p><p><img src=\"https://static.tigerbbs.com/3a80539dd0b5c706090626744ef19d20\" tg-width=\"570\" tg-height=\"597\" referrerpolicy=\"no-referrer\"></p><p>Yolanda Quan, a retired middle-level manager of JD.com's HR system who worked closely with Liu Qiangdong, revealed: \"I heard that it was decided by the above. At first, it was planned to increase the salary to 15, and finally it was adjusted to 16.\" She estimated that this matter was decided by Liu Qiangdong. The reason is that this kind of substantial salary increase can only be promoted from top to bottom. \"He should have been aware of the gap in welfare benefits between JD.com and other leading Internet companies.\"</p><p>According to public information, the scope of JD.com's salary increase this time includes MPT sequence employees (including managers, project managers, product and technical personnel), and OS sequence (including grassroots employees such as delivery staff) will be \"appropriately adjusted\" according to region and type of work.</p><p>Previously, compared to<a href=\"https://laohu8.com/S/BABA\">Alibaba</a>16 salary, 16 salary in Kuaishou, 15 salary in Byte, etc., the welfare level of JD.com with 14 salary is not high among the first-tier manufacturers. Now it has suddenly announced a salary increase, which makes many people who eat melons envious. 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 \"migrant workers\". Industry insiders believe that these major companies want to win brand image and people's hearts.</p><p><b>Why did JD.com raise salary at this time?</b></p><p>JD.com currently has about 370,000 employees. As soon as the salary increase notice came out, the circle of friends of Zhu Xi, a former employee of the ecological department of JD.COM Mall, was screened. Former colleagues from the procurement, sales, operation, and investment promotion teams forwarded the notice one after another, taking advantage of the trend to treat this news as a recruitment post, and asked to \"collect resumes online\".</p><p>According to Ren Meng, an HR who works in a BAT company, the salary increase in JD.COM is not unexpected. \"Except for outsourcing, Internet companies pay 12 salaries, the worst is basically 14 salaries, and BAT guarantees 16 salaries.\"</p><p>JD.com previously implemented a salary of 14, and the overall salary is not competitive among the first-tier manufacturers. Although there is a lot of overtime work, and there is no concept of overtime pay, some JD.COM employees are interested in the good working atmosphere, many projects and fast growth there.</p><p><img src=\"https://static.tigerbbs.com/6e84a14a434dab4d06fef5affb37b8d9\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Figure/<a href=\"https://laohu8.com/S/000681\">Vision china</a>Why did JD.com raise salary at this time? People in the industry generally believe that this should be to attract and retain talents. A JD.com retail employee even speculated that the salary increase was to stabilize some people who wanted to leave. \"It should have been 16 salaries long ago. It's best to pay this year first. (The two-year adjustment) is afraid that there will be a certain component of painting a cake.\"</p><p>This worry comes from a speculation from the outside world-salary increase is also a \"salary pressure skill\". There is a view that Internet recruitment generally depends on the general contract treatment, and the more months, the more losses they suffer, because some people will leave until the year-end bonus is issued. Yolanda denied this statement. He revealed that this salary increase was adjusted on the original basis of the existing employees, and the employees who came in later would come according to the position level, and the salary corresponding to the position level was relatively transparent, and the system rules would not be broken for the sake of \"salary pressing\".</p><p>Of course, JD.com has a certain confidence in pushing 16 salaries at this time. After the previous two years of structural adjustment, personnel organization optimization, and opening up of supply chain capabilities, JD.com's annual revenue in 2020 will be 745.8 billion yuan, and its net profit will be 49.4 billion yuan. 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 the past three years; The net profit attributable to ordinary shareholders was 3.6 billion yuan, an increase of 227% compared with 1.1 billion yuan in the same period last year. In addition, in the past six months, JD.com companies<a href=\"https://laohu8.com/S/06618\">JD Health</a>Dada,<a href=\"https://laohu8.com/S/02618\">JD Logistics</a>Listed one after another, the capital market has provided certain support for the sustainable development of JD.com.</p><p>For this salary increase, the official explanation given by JD.com is to practice the \"35 cents theory\": if JD.com earns one dollar, it only takes 70 cents of it, leaves 30 cents for its partners, and 35 cents of the 70 cents taken away are given to employees as benefits and incentives, and the remaining 35 cents are used for the future development of the enterprise.</p><p>But not all employees cheered. An employee of Jingxi System doesn't seem to have much expectation for a salary increase. He revealed that since the policy will be implemented after July, the salary this year is only 14.5. At present, various internal personnel and regional adjustments make him feel insecure. \"I don't know if it will 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, spread out a big red envelope totaling 4.3 billion yuan in 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 public statistics, following the announcement on July 2nd that Xiaomi's 3,904 employees were awarded more than 70 million shares, Lei Jun sent 4.8 million shares to all regular employees of Jinshan, whose chairman was himself, on July 5th.</p><p><img src=\"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Figure/Some analysts in vision china said that compared with Jinshan's sunny rewards, Xiaomi's targeted incentives reflect Lei Jun's emphasis on the \"technology-based\" strategy, and his talent incentives this year are unprecedented.</p><p>Kuaishou and ByteDance used the method of \"voluntarily retreating\" to provide benefits to employees in disguise. Whether 996 is a blessing or not, everyone has their own opinions. However, Kuaishou, a new generation manufacturer, took the lead in announcing the cancellation of Big and Small Weeks. Since then, the \"Big and Small Weeks\" in the Internet circle have followed up on behalf of the company ByteDance and announced that starting from August 1 this year, it will cancel the \"work arrangement on every other Sunday\".</p><p>According to the analysis of Ren Meng, HR of BAT Company, the salary increase and welfare benefits of enterprises are generally to stabilize the people's hearts of \"migrant workers\" internally and enhance the influence of recruitment brands and enterprises externally. \"For example, too many people have been dug recently, or if you want to do new business, you need to attract talents; Then it's the school recruitment season immediately.\"</p><p>The effect of this image-shaping is immediately visible. On social media, netizens such as \"Mr. Lei, are you still short of people?\", \"It's someone else's company again\", \"How can I let my boss see it quietly\" and other comments continue.</p><p>Of course, ByteDance and Kuaishou canceled the big and small weeks, and the attitudes of internal employees also diverged. With the rapid development of Internet companies such as Byte and Kuaishou, many employees go for the overtime pay of Byte and Kuaishou. When the company suddenly announced the cancellation of the big and small weeks, some people's double salary plans fell through, and some employees even planned to choose job hopping.</p><p>\"80% of migrant workers are still very concerned about wages, and overtime pay accounts for a high proportion of wages.\" Shen Minghao, a former human resources department employee of ByteDance, told AI Finance and Economics. \"Excluding the options of the general contract, the salary income of people with a monthly salary of 50,000 is 750,000 (note: 15 salaries), and the annual overtime pay for large and small weeks is 108,000, accounting for more than 10%.\"</p><p>In the eyes of internal employees, there doesn't seem to be much change when the company cancels the big and small weeks on the surface. A Kuaishou employee said calmly, \"If there is a need for overtime, everyone will still work overtime, which is double. Internet companies win talents and win the world. After all, there are always people who work hard for money.\"</p><p>(Yolanda, 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":2417,"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 salary?","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>July 13,<a href=\"https://laohu8.com/S/JD\">JD.com</a>A salary increase notice rushed to<a href=\"https://laohu8.com/S/WB\">Weibo</a>Hot search.</p><p>In this notice, JD.com announced that from July 1, 2021 to July 1, 2023, it will take two years to gradually increase the average annual salary of employees from 14 salaries to 16 salaries, and it will be before July 1 this year. The basic salary increase is two months.</p><p><img src=\"https://static.tigerbbs.com/3a80539dd0b5c706090626744ef19d20\" tg-width=\"570\" tg-height=\"597\" referrerpolicy=\"no-referrer\"></p><p>Yolanda Quan, a retired middle-level manager of JD.com's HR system who worked closely with Liu Qiangdong, revealed: \"I heard that it was decided by the above. At first, it was planned to increase the salary to 15, and finally it was adjusted to 16.\" She estimated that this matter was decided by Liu Qiangdong. The reason is that this kind of substantial salary increase can only be promoted from top to bottom. \"He should have been aware of the gap in welfare benefits between JD.com and other leading Internet companies.\"</p><p>According to public information, the scope of JD.com's salary increase this time includes MPT sequence employees (including managers, project managers, product and technical personnel), and OS sequence (including grassroots employees such as delivery staff) will be \"appropriately adjusted\" according to region and type of work.</p><p>Previously, compared to<a href=\"https://laohu8.com/S/BABA\">Alibaba</a>16 salary, 16 salary in Kuaishou, 15 salary in Byte, etc., the welfare level of JD.com with 14 salary is not high among the first-tier manufacturers. Now it has suddenly announced a salary increase, which makes many people who eat melons envious. 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 \"migrant workers\". Industry insiders believe that these major companies want to win brand image and people's hearts.</p><p><b>Why did JD.com raise salary at this time?</b></p><p>JD.com currently has about 370,000 employees. As soon as the salary increase notice came out, the circle of friends of Zhu Xi, a former employee of the ecological department of JD.COM Mall, was screened. Former colleagues from the procurement, sales, operation, and investment promotion teams forwarded the notice one after another, taking advantage of the trend to treat this news as a recruitment post, and asked to \"collect resumes online\".</p><p>According to Ren Meng, an HR who works in a BAT company, the salary increase in JD.COM is not unexpected. \"Except for outsourcing, Internet companies pay 12 salaries, the worst is basically 14 salaries, and BAT guarantees 16 salaries.\"</p><p>JD.com previously implemented a salary of 14, and the overall salary is not competitive among the first-tier manufacturers. Although there is a lot of overtime work, and there is no concept of overtime pay, some JD.COM employees are interested in the good working atmosphere, many projects and fast growth there.</p><p><img src=\"https://static.tigerbbs.com/6e84a14a434dab4d06fef5affb37b8d9\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Figure/<a href=\"https://laohu8.com/S/000681\">Vision china</a>Why did JD.com raise salary at this time? People in the industry generally believe that this should be to attract and retain talents. A JD.com retail employee even speculated that the salary increase was to stabilize some people who wanted to leave. \"It should have been 16 salaries long ago. It's best to pay this year first. (The two-year adjustment) is afraid that there will be a certain component of painting a cake.\"</p><p>This worry comes from a speculation from the outside world-salary increase is also a \"salary pressure skill\". There is a view that Internet recruitment generally depends on the general contract treatment, and the more months, the more losses they suffer, because some people will leave until the year-end bonus is issued. Yolanda denied this statement. He revealed that this salary increase was adjusted on the original basis of the existing employees, and the employees who came in later would come according to the position level, and the salary corresponding to the position level was relatively transparent, and the system rules would not be broken for the sake of \"salary pressing\".</p><p>Of course, JD.com has a certain confidence in pushing 16 salaries at this time. After the previous two years of structural adjustment, personnel organization optimization, and opening up of supply chain capabilities, JD.com's annual revenue in 2020 will be 745.8 billion yuan, and its net profit will be 49.4 billion yuan. 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 the past three years; The net profit attributable to ordinary shareholders was 3.6 billion yuan, an increase of 227% compared with 1.1 billion yuan in the same period last year. In addition, in the past six months, JD.com companies<a href=\"https://laohu8.com/S/06618\">JD Health</a>Dada,<a href=\"https://laohu8.com/S/02618\">JD Logistics</a>Listed one after another, the capital market has provided certain support for the sustainable development of JD.com.</p><p>For this salary increase, the official explanation given by JD.com is to practice the \"35 cents theory\": if JD.com earns one dollar, it only takes 70 cents of it, leaves 30 cents for its partners, and 35 cents of the 70 cents taken away are given to employees as benefits and incentives, and the remaining 35 cents are used for the future development of the enterprise.</p><p>But not all employees cheered. An employee of Jingxi System doesn't seem to have much expectation for a salary increase. He revealed that since the policy will be implemented after July, the salary this year is only 14.5. At present, various internal personnel and regional adjustments make him feel insecure. \"I don't know if it will 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, spread out a big red envelope totaling 4.3 billion yuan in 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 public statistics, following the announcement on July 2nd that Xiaomi's 3,904 employees were awarded more than 70 million shares, Lei Jun sent 4.8 million shares to all regular employees of Jinshan, whose chairman was himself, on July 5th.</p><p><img src=\"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Figure/Some analysts in vision china said that compared with Jinshan's sunny rewards, Xiaomi's targeted incentives reflect Lei Jun's emphasis on the \"technology-based\" strategy, and his talent incentives this year are unprecedented.</p><p>Kuaishou and ByteDance used the method of \"voluntarily retreating\" to provide benefits to employees in disguise. Whether 996 is a blessing or not, everyone has their own opinions. However, Kuaishou, a new generation manufacturer, took the lead in announcing the cancellation of Big and Small Weeks. Since then, the \"Big and Small Weeks\" in the Internet circle have followed up on behalf of the company ByteDance and announced that starting from August 1 this year, it will cancel the \"work arrangement on every other Sunday\".</p><p>According to the analysis of Ren Meng, HR of BAT Company, the salary increase and welfare benefits of enterprises are generally to stabilize the people's hearts of \"migrant workers\" internally and enhance the influence of recruitment brands and enterprises externally. \"For example, too many people have been dug recently, or if you want to do new business, you need to attract talents; Then it's the school recruitment season immediately.\"</p><p>The effect of this image-shaping is immediately visible. On social media, netizens such as \"Mr. Lei, are you still short of people?\", \"It's someone else's company again\", \"How can I let my boss see it quietly\" and other comments continue.</p><p>Of course, ByteDance and Kuaishou canceled the big and small weeks, and the attitudes of internal employees also diverged. With the rapid development of Internet companies such as Byte and Kuaishou, many employees go for the overtime pay of Byte and Kuaishou. When the company suddenly announced the cancellation of the big and small weeks, some people's double salary plans fell through, and some employees even planned to choose job hopping.</p><p>\"80% of migrant workers are still very concerned about wages, and overtime pay accounts for a high proportion of wages.\" Shen Minghao, a former human resources department employee of ByteDance, told AI Finance and Economics. \"Excluding the options of the general contract, the salary income of people with a monthly salary of 50,000 is 750,000 (note: 15 salaries), and the annual overtime pay for large and small weeks is 108,000, accounting for more than 10%.\"</p><p>In the eyes of internal employees, there doesn't seem to be much change when the company cancels the big and small weeks on the surface. A Kuaishou employee said calmly, \"If there is a need for overtime, everyone will still work overtime, which is double. Internet companies win talents and win the world. After all, there are always people who work hard for money.\"</p><p>(Yolanda, 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 salary?</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 salary?\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>July 13,<a href=\"https://laohu8.com/S/JD\">JD.com</a>A salary increase notice rushed to<a href=\"https://laohu8.com/S/WB\">Weibo</a>Hot search.</p><p>In this notice, JD.com announced that from July 1, 2021 to July 1, 2023, it will take two years to gradually increase the average annual salary of employees from 14 salaries to 16 salaries, and it will be before July 1 this year. The basic salary increase is two months.</p><p><img src=\"https://static.tigerbbs.com/3a80539dd0b5c706090626744ef19d20\" tg-width=\"570\" tg-height=\"597\" referrerpolicy=\"no-referrer\"></p><p>Yolanda Quan, a retired middle-level manager of JD.com's HR system who worked closely with Liu Qiangdong, revealed: \"I heard that it was decided by the above. At first, it was planned to increase the salary to 15, and finally it was adjusted to 16.\" She estimated that this matter was decided by Liu Qiangdong. The reason is that this kind of substantial salary increase can only be promoted from top to bottom. \"He should have been aware of the gap in welfare benefits between JD.com and other leading Internet companies.\"</p><p>According to public information, the scope of JD.com's salary increase this time includes MPT sequence employees (including managers, project managers, product and technical personnel), and OS sequence (including grassroots employees such as delivery staff) will be \"appropriately adjusted\" according to region and type of work.</p><p>Previously, compared to<a href=\"https://laohu8.com/S/BABA\">Alibaba</a>16 salary, 16 salary in Kuaishou, 15 salary in Byte, etc., the welfare level of JD.com with 14 salary is not high among the first-tier manufacturers. Now it has suddenly announced a salary increase, which makes many people who eat melons envious. 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 \"migrant workers\". Industry insiders believe that these major companies want to win brand image and people's hearts.</p><p><b>Why did JD.com raise salary at this time?</b></p><p>JD.com currently has about 370,000 employees. As soon as the salary increase notice came out, the circle of friends of Zhu Xi, a former employee of the ecological department of JD.COM Mall, was screened. Former colleagues from the procurement, sales, operation, and investment promotion teams forwarded the notice one after another, taking advantage of the trend to treat this news as a recruitment post, and asked to \"collect resumes online\".</p><p>According to Ren Meng, an HR who works in a BAT company, the salary increase in JD.COM is not unexpected. \"Except for outsourcing, Internet companies pay 12 salaries, the worst is basically 14 salaries, and BAT guarantees 16 salaries.\"</p><p>JD.com previously implemented a salary of 14, and the overall salary is not competitive among the first-tier manufacturers. Although there is a lot of overtime work, and there is no concept of overtime pay, some JD.COM employees are interested in the good working atmosphere, many projects and fast growth there.</p><p><img src=\"https://static.tigerbbs.com/6e84a14a434dab4d06fef5affb37b8d9\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Figure/<a href=\"https://laohu8.com/S/000681\">Vision china</a>Why did JD.com raise salary at this time? People in the industry generally believe that this should be to attract and retain talents. A JD.com retail employee even speculated that the salary increase was to stabilize some people who wanted to leave. \"It should have been 16 salaries long ago. It's best to pay this year first. (The two-year adjustment) is afraid that there will be a certain component of painting a cake.\"</p><p>This worry comes from a speculation from the outside world-salary increase is also a \"salary pressure skill\". There is a view that Internet recruitment generally depends on the general contract treatment, and the more months, the more losses they suffer, because some people will leave until the year-end bonus is issued. Yolanda denied this statement. He revealed that this salary increase was adjusted on the original basis of the existing employees, and the employees who came in later would come according to the position level, and the salary corresponding to the position level was relatively transparent, and the system rules would not be broken for the sake of \"salary pressing\".</p><p>Of course, JD.com has a certain confidence in pushing 16 salaries at this time. After the previous two years of structural adjustment, personnel organization optimization, and opening up of supply chain capabilities, JD.com's annual revenue in 2020 will be 745.8 billion yuan, and its net profit will be 49.4 billion yuan. 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 the past three years; The net profit attributable to ordinary shareholders was 3.6 billion yuan, an increase of 227% compared with 1.1 billion yuan in the same period last year. In addition, in the past six months, JD.com companies<a href=\"https://laohu8.com/S/06618\">JD Health</a>Dada,<a href=\"https://laohu8.com/S/02618\">JD Logistics</a>Listed one after another, the capital market has provided certain support for the sustainable development of JD.com.</p><p>For this salary increase, the official explanation given by JD.com is to practice the \"35 cents theory\": if JD.com earns one dollar, it only takes 70 cents of it, leaves 30 cents for its partners, and 35 cents of the 70 cents taken away are given to employees as benefits and incentives, and the remaining 35 cents are used for the future development of the enterprise.</p><p>But not all employees cheered. An employee of Jingxi System doesn't seem to have much expectation for a salary increase. He revealed that since the policy will be implemented after July, the salary this year is only 14.5. At present, various internal personnel and regional adjustments make him feel insecure. \"I don't know if it will 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, spread out a big red envelope totaling 4.3 billion yuan in 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 public statistics, following the announcement on July 2nd that Xiaomi's 3,904 employees were awarded more than 70 million shares, Lei Jun sent 4.8 million shares to all regular employees of Jinshan, whose chairman was himself, on July 5th.</p><p><img src=\"https://static.tigerbbs.com/eee474e3ed58cba3a8d2f9d51bc69a97\" tg-width=\"1080\" tg-height=\"720\" referrerpolicy=\"no-referrer\"></p><p>Figure/Some analysts in vision china said that compared with Jinshan's sunny rewards, Xiaomi's targeted incentives reflect Lei Jun's emphasis on the \"technology-based\" strategy, and his talent incentives this year are unprecedented.</p><p>Kuaishou and ByteDance used the method of \"voluntarily retreating\" to provide benefits to employees in disguise. Whether 996 is a blessing or not, everyone has their own opinions. However, Kuaishou, a new generation manufacturer, took the lead in announcing the cancellation of Big and Small Weeks. Since then, the \"Big and Small Weeks\" in the Internet circle have followed up on behalf of the company ByteDance and announced that starting from August 1 this year, it will cancel the \"work arrangement on every other Sunday\".</p><p>According to the analysis of Ren Meng, HR of BAT Company, the salary increase and welfare benefits of enterprises are generally to stabilize the people's hearts of \"migrant workers\" internally and enhance the influence of recruitment brands and enterprises externally. \"For example, too many people have been dug recently, or if you want to do new business, you need to attract talents; Then it's the school recruitment season immediately.\"</p><p>The effect of this image-shaping is immediately visible. On social media, netizens such as \"Mr. Lei, are you still short of people?\", \"It's someone else's company again\", \"How can I let my boss see it quietly\" and other comments continue.</p><p>Of course, ByteDance and Kuaishou canceled the big and small weeks, and the attitudes of internal employees also diverged. With the rapid development of Internet companies such as Byte and Kuaishou, many employees go for the overtime pay of Byte and Kuaishou. When the company suddenly announced the cancellation of the big and small weeks, some people's double salary plans fell through, and some employees even planned to choose job hopping.</p><p>\"80% of migrant workers are still very concerned about wages, and overtime pay accounts for a high proportion of wages.\" Shen Minghao, a former human resources department employee of ByteDance, told AI Finance and Economics. \"Excluding the options of the general contract, the salary income of people with a monthly salary of 50,000 is 750,000 (note: 15 salaries), and the annual overtime pay for large and small weeks is 108,000, accounting for more than 10%.\"</p><p>In the eyes of internal employees, there doesn't seem to be much change when the company cancels the big and small weeks on the surface. A Kuaishou employee said calmly, \"If there is a need for overtime, everyone will still work overtime, which is double. Internet companies win talents and win the world. After all, there are always people who work hard for money.\"</p><p>(Yolanda, 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":2417,"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":1954,"authorTweetTopStatus":1,"verified":2,"comments":[],"imageCount":0,"langContent":"EN","totalScore":0}],"lives":[]}
