The highest annual salary is 2 million! Huawei invested heavily in robbing people! A talent war has quietly started. ...

Author: Ma Liang, a senior media person

A piece of news in these two days is very eye-catching It is reported that Huawei has recruited two new members in the gifted youth program, and one of them got the highest annual salary of 1.82 million to 20 1.000 yuan. Huawei's plan began on 20 19, when it was first put forward in an internal document, and then continued to this day.

According to the plan, Huawei plans to recruit 20 to 30 talented teenagers around the world that year, and continue to recruit 200 to 300 in the following year, with a minimum annual salary of 896,000 to 654.38+0.008 million yuan. In this regard, it is necessary to ask, why did Huawei spend a lot of money to introduce it for a long time?

Paying attention to talents, not only Huawei, but also other companies are willing to pay. At the same time, JD.COM has issued a salary increase notice, and it will take two years for the average annual salary to change from 14 to 16, that is, a direct salary increase will be made two months before July of 1 year.

In addition, in early July, Lei Jun, the founder of Xiaomi, released the talent reward plan twice, involving an amount of nearly 5 billion yuan.

Furthermore, on June 20th, Gree announced the equity incentive announcement, with a capital scale of 3 billion yuan ... So, it seems to be a trend to improve the treatment of talents.

The question is, why can't they get up early without benefits? First of all, these enterprises are all in the field of science and technology or the Internet, and the competition for talents is fierce. Furthermore, taking Huawei as an example, it goes without saying that the direct trigger of its first "competition" is the blockade and suppression of the United States.

Finally, the volume of the industry is accelerating, and enterprises have to raise prices if they want to retain and attract talents. However, it should be pointed out that these "reasons" cannot perfectly explain the logic behind the "talent war", which is the extreme of talent competition.

At present, the competition for talents by enterprises has reached the extreme, and it has become a protracted war on the basis of talent war. In this case, the head enterprises can only make concessions, always be careful and constantly compete for talents.

If you get it, you may turn defeat into victory; Otherwise, you will be suppressed by your opponent. Then, can enterprises withstand this protracted war with high investment, slow effectiveness and poor predictability? Obviously, the big reshuffle is coming again.

1

Spending money: snaring and attracting talents

Whether it is Huawei, Xiaomi or Gree, the direct motivation for spending a lot of money is to attract and attract talents. Ren Zheng Fei made it very clear when he announced the recruitment plan for talented teenagers, hoping that they would "drill into our organization and activate our team"

To this end, Huawei started the high salary incentive plan and implemented the annual salary system management for talented teenagers, which was divided into three grades: 896,000 to 6.5438+0.008 million yuan, 6.5438+0.405 million yuan to 6.5438+0.565 million yuan, and 6.5438+0.82 million yuan to 2065438+0.00 million yuan. It can be seen that Huawei is really desperate to attract funds.

According to last year's financial report, the total cost of wages and other benefits of Huawei employees is as high as 1 396,5438+0 billion yuan, and the per capita annual salary is as high as 706,000 yuan. In the face of such high labor costs, Ren still said in an interview, welcome to join, affordable! What is the reason for it

To borrow Ren's words, this is a war and "it must be won". In other words, Huawei is not facing the competition for ordinary business talents, but a decisive battle for life and death. The only difference between Huawei and other enterprises is that the decisive battle has arrived ahead of schedule.

20 19, one month before the recruitment plan for gifted teenagers was launched, Huawei was listed as an "entity list" by the US Department of Commerce, and American enterprises were prohibited from selling related technologies and products to Huawei. So it is not difficult to see that Huawei wants to use a project to attract top talents to cope with external challenges.

However, Huawei's choice was quickly passed on, and Xiaomi, a colleague, quietly joined the battle for talents. According to the data, Xiaomi started equity incentives four times in 20 19, five times in 2020 and three times this year, reaching 5 billion.

On July 2nd, Lei Jun said in Weibo that he would reward outstanding young engineers, outstanding fresh graduates and outstanding employees in core positions, as well as the winners of the annual technical prize, with about 70 million shares, accounting for 65.438+84 billion Hong Kong dollars.

On July 6th, it was announced that about 654.38+0.2 billion shares, or about HK$ 365.438+0.5 billion, would be awarded to technical experts, the first batch of entrepreneurs and middle and senior managers in the new decade.

The two times totaled about 4 billion yuan. Xiaomi firmly tied the core talents to his boat through the incentive plan.

2

Talent: Visible "Bonus"

For Xiaomi, it is purposeful to implement the incentive plan twice. You know, the second incentive with a larger amount clearly stipulates that the final ownership date is April 2030 1 day, which means that the motivated person will be bound to Xiaomi for about 10 years.

Ideally, this is a win-win arrangement for Xiaomi and employees. The reason why Xiaomi dares to give up cost investment is actually the stimulus of talent return. In this regard, Xiaomi itself and Huawei before have actual cases.

As a result, the young man rewarded the breakthrough of 5G technology and made Huawei make a fortune. As for Xiaomi's success, you will know the reason by combing the talents you have dug up, including the elite employees of former Google, Microsoft, Baidu, Lenovo and Alibaba.

It is worth noting that Xiaomi's two awards are unprecedented in scale. After all, Xiaomi's net profit in the first quarter of this year was only 6 1 100 million yuan. In fact, the sharp increase in the scale of awards has almost become a trend, including the aforementioned JD.COM and Gree.

The only difference is that Gree has attracted criticism. According to the announcement, Dong Mingzhu can subscribe for 27.68%, with executives accounting for 3.37% and the rest being employees. It can be seen that the distribution plan is obviously tilted towards Dong Mingzhu and other management, so that some netizens said that they would "give money directly to Dong Mingzhu".

Therefore, when implementing the incentive plan, it is necessary to clearly distinguish whether it is really to improve the treatment for talents or to become a cover for a few people to seek personal gain. After all, there are many examples of giving employees incentives and actually cashing in investors' money to leave.

The day after Gree released the incentive plan, its share price fell by 4.79% and its market value evaporated by15.46 billion. It can be seen that the capital market does not support this. Therefore, the key is that equity incentives and wage increases should be carried out after weighing various factors such as actual beneficiaries.

three

Competition: turning to a protracted war with high cost

For enterprises, the talent war has both positive incentives and negative pressures. First of all, the market changes to stock development, which requires enterprises to gnaw hard bones and then rely on talent support.

Secondly, society has changed to expressive values. After 90, especially after 00, people dare to pursue themselves, and you can't fool them.

Finally, enterprises participate seriously, and only by relying on cutting-edge talents can they form a comparative advantage. As a result, enterprises began to invest actively or passively, and talent competition evolved into a protracted war that no one dared to take the lead.

In this process, although there may be some flaws, the general direction is good for talents. For example, Gree is still paying dividends.

According to public information, Gree plans to pay dividends to 30 yuan every 10 share in the annual report after paying dividends every 10 share in 0 yuan in 2020, and finally the cash dividend will exceed 23.42 billion yuan. In addition, Gree also has a housing distribution plan.

20 18 Dong Mingzhu said that "in order to stabilize the talent team", every employee should have a house with two rooms and one living room. The question is, whose property right is the house?

The so-called actual beneficiary problem mentioned above, together with the employee incentive limit problem, constitutes the core problem that enterprises need to solve when implementing the incentive plan. This problem determines whether the enterprise wants to attract employees through encouraging gimmicks, or whether it is really seeking benefits for employees.

Unfortunately, there is not a mature model to copy at present. In other words, this is a road that needs to be explored continuously. Objectively speaking, this has caused additional costs to enterprises. Under certain other conditions, high conversion rate is a competitive advantage.

Nevertheless, for most enterprises, this is already unbearable. The fundamental reason is that breakthrough innovation needs the promotion of basic theory and the accumulation of several generations.

In this respect, Ren's writing also has an important reference function. He said: "The fundamental issue of Sino-US trade is the level of education. This country must be open to the outside world to have a future. Openness must be physical quality, and physical quality must have cultural quality. " In short, the core lies in the education, accumulation and promotion of basic theories.

For any enterprise, the innovation of investment basic theory is a bottomless pit. However, without the foundation of basic theory, it is impossible to promote the innovation of core technologies. Therefore, this high-cost investment war will lead to the final reshuffle.

In other words, this is a new historical period. If we survive, we will survive for a long time to come. I can't do it. I'm completely overwhelmed by the times.