Enterprise recruitment "on school salary" is suspected of discrimination

Postgraduate entrance examination information: Enterprise recruitment "on school salary" is suspected of discrimination.

Enterprise recruitment "on school salary" is suspected of discrimination

The first undergraduate recruitment special session was held for 20 15 college graduates in Guangdong province, and a national high-tech enterprise in Shenzhen attracted attention because of its "clear price tag" for graduates from different colleges and universities. The staff of the company's Shenzhen headquarters said that it is the company's consistent salary system to distinguish the starting salary of fresh graduates according to different levels of public institutions.

As early as April 20 13, the Ministry of Education issued the Notice on Strengthening the Employment Information Service for College Graduates, prohibiting any form of employment discrimination. Among the three prohibitions, "it is forbidden to publish recruitment information limited to 985 colleges and universities and 2 1 1 colleges and universities". However, in practice, the effect is not obvious, because the human resources department of many enterprises has become a tacit "rule" for many enterprises to look at "origin" when screening resumes. There are different opinions about the behavior of enterprises paying wages in schools. Who is right and who is wrong? The special issue of this newspaper issued a group of comments, hoping that the truth will become clearer and clearer.

The price tag is also the embodiment of educational value.

This practice of "discussing school salary arrangements" by Shenzhen Company makes some graduates feel "unfair". No wonder they all graduated from universities with "nationally recognized academic qualifications", but when they entered the company, they met with "three, six and nine grades". Under the ubiquitous fairness anxiety, this feeling is normal. However, from the social evaluation of long-term education quality, giving different starting salaries according to the quality reputation of graduates from different institutions actually reflects the value of high-quality education and teaching level.

The quality judgment of college graduates by enterprises comes from observation and evaluation in practice. It should be said that different schools, affected by teaching resources, teaching level, quality of students and other aspects, the overall quality of educational products-graduates is different, or even very different. Although it is not excluded that schools with good reputation have poor quality graduates and general schools have excellent graduates, overall, the overall quality differences of graduates from different schools will not be greatly affected. This choice from the market is often the most intuitive judgment on the quality of school education.

In fact, it is normal to treat graduates from different schools with different starting salaries under the conditions of market economy. In European and American countries with developed higher education, there are various lists to evaluate the salary of top university graduates every year. Even in top universities, the treatment of graduates from different schools varies greatly, and some even vary greatly. For example, according to a statistical ranking of the salaries of newly graduated students from top universities in the United States by a US organization (NerdScholar) this year, the average salary of the top 50 university graduates, that is, computer science graduates from Carnegie Mellon University, reached $89,800, while Syracuse University ranked 50th. The average salary of engineering and computer science graduates is $56 100 (according to The China Journal). Considering the proximity of the top 100 universities in the United States, this gap is not small. This company in Shenzhen divides technical undergraduate courses into five grades: ordinary colleges, key colleges, 2 1 1 engineering colleges, 985 engineering colleges, Tsinghua, Peking University and Electronic Science and Technology University. Considering the huge gap in the level of domestic universities, the starting salary gap of 4000 yuan is not very big.

What kind of school you graduate from is the simplest and direct primary evaluation of graduates who have just entered the society. It reflects the degree of personal efforts, investment in education and the reputation of the school. Without a thorough understanding of a person's work level and ability, it is scientific and reasonable to "set" the ability according to the overall impression of society on college graduates. As for the salary after taking part in the job, it naturally depends on the specific performance of the individual after the job, which is a "new round" competition between the employee's efforts and personal quality. The enterprise's mentality of "believing in quality" is conducive to promoting students' positive progress in the opposite direction, promoting schools to improve their teaching level, and thus improving their reputation. For example, the company raised the University of Electronic Science and Technology of China, which ranked 30th in various lists, to the same height as Tsinghua and Peking University, apparently recognizing the quality of its graduates in practice.

All along, we lack value respect for the quality of education. At present, some enterprises have socialized evaluation of the quality of college graduates through starting salary grading, which is actually the future confidence index of college education quality, affirming the value of education quality by market means, and also a powerful reminder for education departments, especially colleges and universities, to improve the evaluation system of college teaching quality. The establishment of a teaching quality evaluation system that combines on-campus evaluation and market evaluation (social evaluation) is a wake-up call for key universities and an incentive for ordinary universities, which is conducive to more universities working hard on "comparative advantage" according to their own conditions and running their own characteristics and styles instead of "eighteen martial arts, everything is sloppy".

"On school salary" is suspected of discrimination

The Shenzhen enterprise displayed the salary standard before the recruitment booth, and divided the institutions attended by the fresh graduates into five grades: ordinary, key, 2 1 1 engineering, 985 project, Tsinghua, Peking University and Electronic Science and Technology University. Take undergraduates as an example, the starting salary of ordinary college graduates is 5,000 yuan, and then each level is increased by 1000 yuan. The monthly salary of undergraduates in Tsinghua and Peking University is 9,000 yuan, while the basic salary of graduate students at each level is 2,000 yuan. Doctoral students only accept institutions above "2 1 1 university".

Now it is a market economy, and employing people also has the characteristics of a market economy. It seems that it is the right of the enterprise to stipulate the salary policy, and others can't make irresponsible remarks. The salary reflects the human resource management level of a unit, which involves the factors of fairness and justice, and also has an impact on other enterprises, especially on the big employment atmosphere, so it is necessary to discuss it.

Generally speaking, an enterprise with a high level of human resource management can formulate a salary policy that conforms to the actual situation of the company. Whether this policy is good or bad should at least be evaluated from the following aspects: First, it can reflect the equality of income from work, which is also commonly known as "distribution according to work". On the contrary, a salary policy that does not reflect the principle of distribution according to work is definitely not a good policy. Secondly, on the basis of this principle, the salary should also consider factors such as working environment, labor intensity, work attitude and assessment results. A bad environment and a comfortable environment, an active working attitude and an attitude of coping with errands, because the environment is different, the results are different, and the salary should be different. Thirdly, the salary policy can be deeply rooted in people's hearts and recognized by employees, so it can also fully mobilize employees' enthusiasm for production, stimulate their creativity and tap the source of innovation.

Salary system is an organic part of corporate culture. Corporate culture is the foundation of enterprise's prosperity. It is not a simple slogan, but the values recognized by employees and the expression of values-code of conduct. In an enterprise with a salary system problem, it is difficult for employees to internalize and externalize the corporate culture. Because it is not fair at all, there is no shadow of management or scientific management, but it just reflects the boss's centralized statement.

Generally speaking, salary and education should be irrelevant, because ability and education are not necessarily equal. A person's graduation from an ordinary college does not prove that he is incapable of making outstanding contributions. Similarly, employees who graduated from prestigious schools may not be able to make impressive achievements. Salary can only be a function of contribution. Therefore, there is no scientific reason to use different institutions as the basis for distinguishing salaries. Apart from reflecting the simplicity of management, it has nothing brilliant. Not only that, this practice is suspected of enrollment discrimination and obviously deviates from the regulations of the Ministry of Education. On April 20 13, the Ministry of Education issued the Notice on Strengthening the Employment Information Service for College Graduates, in which any form of employment discrimination is strictly prohibited, including "it is strictly forbidden to publish recruitment information with the words limited 985 colleges and universities, 21/colleges and universities".

What should enterprises do? It is a fair and reasonable policy that the salary should be determined according to the actual ability assessment during the probation period. Salary is not a scholarship, and the distinction between different institutions is unreasonable.

Enterprises have the right to reflect on universities.

This incident has aroused doubts and criticisms such as "ordinary universities have talents, but key universities inevitably have mediocrities", "Colleges only look at their ability, not their quality, but their origins", and at the same time, it has won the support of nearly 40% of netizens, who think that "clear rules are better than unspoken rules", "education is also an input, and the more you invest, the more you gain" and "starting salary does not determine the future". If it is a treasure, it will be released sooner or later.

In an era when everyone stresses equality, it will obviously become news for bloggers to recruit fresh college students according to the "clearly marked price". Judging from the eloquent response of the employer, it is not so much a passive response to public opinion as a statement of the position of the enterprise in employing people, which has actually won a lot of support. However, the media reports basically take a judgment that is not conducive to enterprises, that is, they think that the enterprise's move is "only origin theory" and "academic worship theory", and even come to the conclusion that "for such a unit, if it fails to enter, it should be lucky rather than regret". It is not difficult to see that the media ignored the news principle of "balance of views", which led to the suppression of another voice. Of course, it can also be understood that some facts were blocked.

In fact, if people are led to the following questions, I am afraid it is difficult to make a simple judgment of right and wrong, and it is also conducive to alleviating the diametrically opposite public opinion on this matter. First, is education input? Since it is input, we should pay attention to market returns. Is it unfair to finish master's degree and doctor's degree in Tsinghua and Peking University if the starting salary is the same as that of ordinary school graduates and university graduates? Second, does the enterprise have the right to promote or publicize its own employment concept? Enterprises themselves should be very clear about who to use and how to use people, which is most conducive to the production of enterprises. Third, why is the high starting salary corresponding to a good school and a high degree of education questioned by public opinion? This is actually a replica of the "reading uselessness". When the education level of the whole society is greatly improved, we can't expect that a high degree of education will inevitably bring high income, but if public opinion doesn't think that a high degree of education should have high income, will it fall into the quagmire of "anti-intellectualism" again? Of course, there is also room for reflection and improvement in education, that is, whether famous schools and high academic qualifications have convincing gold content.