In which countries does Huawei have offices overseas?

First of all, we need to introduce Huawei’s department structure, because different departments have different salaries:

1. Market system

First divided into domestic by region And overseas, domestic is divided into Shenzhen headquarters and provincial and municipal offices, overseas is also divided into domestic Shenzhen headquarters and continental and regional departments. According to the division of work, it can be basically divided into customer system and product system.

Shenzhen Headquarters: Headquarters organization including domestic and overseas customers and product systems. Domestic includes the headquarters of the system departments of each target operator (Telecom, China Netcom, China Mobile, China Unicom, etc.) and the headquarters of the domestic system department of each product (switching, optical network, mobile, intelligent network, etc.). Overseas includes the headquarters for Marketing International (customers) and Product International (products). There is also a customer engineering department responsible for customer reception (most misunderstood by some people who do not know the truth). Of course, the headquarters of some small departments are not in Shenzhen but in Beijing.

Domestic offices: Basically located in municipalities and provincial capitals, there are also small offices in Dalian, Qingdao, etc. The work goal of each office is sales, which is divided into customer lines (responsible for each operator) and product lines (responsible for each product). All line personnel are dispatched from the Shenzhen headquarters of each department and are directly managed by the director of the office. The director of an office is responsible for the jurisdiction of his office and has great power, which is equivalent to a feudal official.

Overseas Region Department: including Asia-Pacific, Middle East and North Africa, CIS, Southern Africa, Latin America, North America, Europe, and the Eastern Pacific (according to geography, it should be called the Western Pacific, because it governs Japan, South Korea, Australia, Hong Kong and other developed regions in the Asia-Pacific region, but I somehow got it wrong when naming it, so I kept making mistakes.) Each overseas regional department has set up offices in various countries, which are also divided into customer lines and product lines.

The total number of employees at home and abroad in the market system should be above 4,000.

2. Technical support system

Including the Shenzhen headquarters and various domestic offices and overseas regional offices. It is divided into product departments according to different maintenance products and is responsible for the after-sales service of the products. . The total number of people is between 2,000 and 3,000 (in order to reduce costs, many tasks in this department are handled by outsourcing companies, called partners).

3. R&D system

Responsible for the research and development of Huawei's products. It is Huawei's largest system, with about 10,000 people, not including a considerable number of outsourced personnel. It is divided into Shenzhen headquarters and local research institutes. According to different products, it is divided into switching access, optical network, mobile, intelligent network, data communication, multimedia and so on. Later, it was changed to fixed network, wireless, smart, etc. No matter how the name was changed, it was basically divided by product. Research institutes in different places have different focuses. For example, Beijing focuses on data communications, Shanghai focuses on wireless, and Nanjing is said to do a good job in network management. Huawei also has many research institutes overseas, including India, the United States, Russia, Sweden, etc. Except for India, which used to be quite big (now all Indians seem to have come to Shenzhen), the rest are basically the same.

4. Financial system

Including the Shenzhen headquarters and various offices. Overseas finances are basically handled by Hong Kong Huawei's assets. The total number of people in the financial system is more than 1,000.

5. Pilot system

The full name seems to be called the intermediate trial production department. It is a department inserted between the R&D and production systems to ensure product quality. According to NBA slang, they specialize in dirty work, but the pay is not high. Ren Zhengfei's decision to sit on the bench for ten years is said to be aimed at this department. Not only is it now being digested by the R&D system. The number of people is around 1,000.

6. Production system

The status of this department in the high-tech industry can be imagined, and the overall quality of personnel is the lowest. Its front-line employees are mainly provided by some domestic technical secondary schools. Of course, the management and technical staff, like other departments, are all college students. The system has more than 1,000 people.

7. Market Finance System

This department is responsible for payment collection and should be affiliated with the market system. However, the status of payment collection is very important, so it is listed separately in Huawei. The number of people is smaller compared to other systems.

8. Secretaries and clerks

Secretaries and clerks are not a separate department, but are distributed in various systems. Secretary refers to a person with Huawei's official employee qualifications, usually an undergraduate or graduate student. Clerks are not regular employees of Huawei, but belong to secretarial companies that have cooperative relationships with Huawei. They are usually college graduates. Except for cadres above the vice president level, Huawei basically does not have personal secretaries for leaders. Most of the secretaries are department secretaries. There are usually 30 people each. However, the specific details vary. Some secretaries are in charge of more, and some are in charge of less. They are generally responsible for the department's attendance, attendance, etc. Meeting minutes, daily affairs, etc. basically come from girls who have just graduated from college or not long after graduation. The salary is equivalent to the level of fresh graduates with the same academic qualifications at Huawei. Generally, the increase is slow, and bonuses are also low, so there is a lot of loss. Clerks are mainly responsible for some simple repetitive tasks. Since they are not regular employees of Huawei, their wages are lower. To give just one example: a clerk's basic salary is 1,800, with an additional monthly salary ranging from 800 to 1,000 depending on the workload.

Salary text: Since I joined Huawei in 2000, I can only talk about it from 2000 onwards.

1. Basic salary

Huawei’s basic salary starting salary is divided into fresh graduates and social recruitment. In 2000, Huawei’s starting salary for fresh undergraduates was 4,000 before tax, and 5,000 before tax for master’s students. , I won’t mention it because there are so few PhDs. Social recruiters have to negotiate with the company themselves. Some excellent ones won't talk about the results being lower than those of fresh graduates, and some average ones will brag that the results are high, but in general they are higher than those of fresh graduates. Since 2000, people generally get a salary increase about three months after joining the company, ranging from 200 to 3,000, depending on your department and performance, but basically by department, good departments with poor performance will get more raises than poor departments with good performance. The ones that have increased a lot include those in R&D, marketing, and technical support who are determined to go to the office. Those with small increases include secretaries of various departments and some headquarters affairs departments. Other departments are average. The principle is to lean towards R&D and market, and towards the front line. From then on, salary increases depended on the individual's luck. Some went to the right department and followed the right leader and sang all the way, while others stopped.

In general, because Huawei hired too many people in 2001 and the starting salary was too high, which caused indigestion, the batch of people who came in 2000 except those who were underpaid were generally transferred to the same level of education as in 2001. Except for fresh graduates, there is no large-scale general increase. My salary only increased once in the next three years, and I finally resigned with 6,500. As far as I know, the salary of most undergraduates in 2000 is now between 5,500 and 7,500 before tax, and master's students add 1,000. 2001 was the craziest year of the IT bubble. Huawei hired nearly 6,000 people. The starting salary is also as high as 5,500 before tax for undergraduates and 7,000 for master's students. Of course, some secretaries and financial officers have a correspondingly lower salary of 1,000. Social recruitment is generally no less than fresh graduates. The consequence of excessively high starting salaries is that most people who came in 2001 have never had a raise in the following two years. After 2002 and 2003, Huawei stopped recruiting fresh graduates on a large scale, and the starting salary was no longer increasing. In 2004, it was said that it was greatly reduced. As for social recruitment, except for talented people, as far as I know, Huawei’s initial quotation is 5,000 before tax. As for income tax, Huawei’s tax avoidance is pretty good. After deducting taxes and personal social security payments from my 6,500, I still have nearly 6,000. In general, the pre-tax basic salary of Huawei employees who came to Huawei in 2000 and later is more than 5,500. The average salary is 1,000 higher for each year they come earlier. A master's degree student is equivalent to an undergraduate who came one year earlier. For those who came before 1998, the salary was basically upwards of 10,000. Of course, they no longer rely on wages.

2. Welfare

Some people say that Huawei has no welfare, but in fact the welfare is monetized. Huawei's monetary benefits are divided into two categories. The first is the money in the work card, which is divided into three categories according to the working area: 1,000 per month, if the work place is outside Shenzhen Customs, 800 per month, if the work place is in other parts of the country, and none, if the work place is overseas. In Shenzhen, the price is 200 because of the long distance and high transportation costs. There is no such subsidy overseas because there are other high subsidies overseas, which will be described below. This money is paid into the work card every month and can be used to buy shuttle tickets, eat in the company canteen and shop at the company canteen. Cash cannot be withdrawn.

However, if the amount exceeds a certain amount at the end of each year or when you leave your job, you can withdraw cash in one go, but a tax of 20 will be deducted. The second is a retirement fund with a basic salary of 15 per month. For example, if your basic salary is 5,000, the company will give you another 750 per month, which will be used to pay the company's social security. Huawei pays according to a unified standard, which is more than 200 per month, so First, the remaining portion of your monthly income can be withdrawn in one lump sum when you leave your job, but a tax of 20 will also be deducted. The total of these two parts is basically more than 1,000 per person after tax.

3. Overtime pay

Overtime pay mainly depends on the department and leader. The standard is based on your basic monthly salary divided by the monthly legal working days. Divided into one day and half day. According to my experience, R&D and marketing rarely work together unless they are forced to work overtime on a project. Technical support only counts on weekends, not evenings. Originally, technical support in the communications industry only does evening work.

4. Subsidies

Subsidies are basically divided into four categories: domestic business travel subsidies, domestic living abroad subsidies, overseas business travel subsidies, and overseas long-term residence subsidies.

The domestic business trip subsidy is RMB 100 per day after tax, and transportation, accommodation, and communication expenses will be reimbursed separately.

Domestic subsidies for permanent residence away from home refer to the subsidies for market and technical support personnel when they are stationed at home and in offices outside Shenzhen. They are divided into several levels according to the degree of hardship in the region: 30 (Beijing, Shanghai etc.), 50 (general provinces), 70 (Qinghai, Xinjiang, Tibet, etc.) RMB per day, etc., and the company is responsible for the accommodation expenses. When the situation was good in the past two years, these people also enjoyed a daily business trip subsidy of 100 yuan when traveling within the province where their offices were located. I don’t know if it is still available now. However, R&D personnel stationed in foreign research institutes do not enjoy this subsidy.

The overseas business trip subsidy is US$50 per day after tax, and HK$300 in Hong Kong. I don’t know how much it is now.

Overseas resident subsidies were divided into three levels before the end of 2003: after-tax 50 (developed countries), 60 (general countries), 70 (dangerous countries) US dollars per day, the company provides accommodation (very good conditions) and office vehicles, etc. It began to be significantly reduced in 2004, and in most countries it dropped to US$32 per day after tax. Those who have worked overseas for 3 consecutive months can enjoy this subsidy.

5. Bonus

Huawei’s year-end bonus will basically be delayed until the third quarter of the second year. However, if you leave your job in the first half of the year, your bonus will not be reduced. It will be paid to the account you reserved when you left your job. Before Huawei started recruiting people on a large scale in 2000, the bonuses were very generous. After that, it went from bad to worse. There was nothing we could do, there were too many people. The current situation is that if you have been working for a full year, the high, medium and low gears are basically 30,000, 20,000 and 10,000. Of course, the backbone of marketing and R&D is still high, but the secretaries and others are pitiful. Basically, a domestic marketer with excellent performance can earn tens of thousands in sales. The customer line is higher than the product line, the market is higher than technical support, and overseas is higher than domestic.

6. Stocks

For those who came before July 2000, according to the length of working time, after one year of employment, they will own Huawei’s internal employee shares. The earlier they come, the more . Of course, the stock is purchased from the company at one yuan per share and cannot be transferred. It must be sold to the company when you leave the company. The dividends from this type of stock are astonishing, reaching 70 per year in 2001 and before, and the capital can be recovered within two years after tax is deducted. Basically, there are tens of thousands of shares in 1999, and hundreds of thousands of shares in 1998. The earlier one depends on luck. I know a person who came to Huawei in early 1997 and owned 400,000 shares. His dividend after tax in 2001 was more than 200,000. There are thousands of such people in Huawei. They are the beneficiaries of Huawei's rapid development. They are also the people who do not rely on salary as mentioned above. people. In 2002, Huawei carried out equity reform. When employees resigned, their shares were sold to the company at a par value of one yuan per share, which was the same price as when they purchased it. Starting from 2002, employees have to buy and sell company stocks based on the net assets per share. The net assets per share that year were as high as more than 2 yuan per share. The market value of the shares of old employees who owned stocks increased by 150 yuan overnight, making a huge fortune. Those resigned employees who had just sold their stocks to the company according to the old rules before the new regulations were introduced suffered huge losses. This caused a group of former Huawei veterans to fight against Huawei in court.

For the newcomers who joined Huawei after July 2000, who account for more than half of Huawei’s employees, it no longer makes sense who is right and who is wrong. According to the new regulations, they must purchase the stocks allocated by the company at the net asset value per share each year. When they leave their jobs and sell them to the company, they must sell them based on their net assets in the year they leave. On the one hand, Huawei is no longer growing at a rapid pace, and its net assets per share will no longer grow at a rapid rate. On the other hand, there are more people than enough, and each person will not get much. And those old employees who own old stocks can no longer receive huge dividends every year as before. All because Huawei has more people, but its development is slower. This is what people say about Huawei's stock. You can get a glimpse of it from his job number. Those with job numbers within 10,000 are basically those who came in 1997 and before, and are collective beneficiaries of the Huawei stock myth. Those with job numbers between 10,000 and 20,000 are those who came in 1998 and 1999, and are general beneficiaries. Those above 20,000 are those that came after 2000, and are in name only but not real.

As long as we briefly analyze the salary structure of Huawei above, we can easily draw conclusions:

1. In 2001 and before, Huawei made a fortune from stocks and bonuses, because at that time There are few people, the company develops quickly, and bonuses and stock dividends are high. So Huawei's morale is high.

2. From 2002 to 2003, Huawei only relied on subsidies, especially overseas subsidies, to make a fortune. Taking the Hong Kong Communications Exhibition at the end of 2000 as a symbol, Huawei began to develop overseas markets on a large scale, with a large number of market and technical support and R&D personnel were sent to overseas offices and research institutes, making the high overseas subsidies that only a few people enjoyed originally began to be recognized by everyone. At the same time, high bonuses and stock dividends are no longer available, and the treatment of domestic personnel has stagnated. Therefore, except for overseas personnel who are dawdling around (subsidy is different from stocks and bonuses, they are paid on a daily basis rather than based on performance. There is no incentive mechanism, as long as they can survive and are not driven back to the country), most domestic personnel, especially in A large number of R&D personnel in Shenzhen and domestic research institutes do not even receive domestic subsidies, and their morale is low.

3. Starting from 2004, where can you make a fortune? Bonuses and stocks are gone, and overseas subsidies have been reduced.

The morale of all employees was low, but the external employment environment was even worse, so everyone began to live on the basic salary. Huawei became a state-owned enterprise, but the basic salary was higher.

Huawei’s department introduction omits the management engineering department.

4. Manage the Engineering Department, responsible for the construction and maintenance of Huawei IT systems. The result of his work has enabled Huawei's more than 20,000 employees around the world to work on an IT platform, and the number of employees is also more than 1,000. Although Ren Zhengfei spent a lot of money, I admire the money spent in this department.

Let me summarize based on my own income.

I worked at Huawei for 40 months, from 2000/7 to 2003/10. A total of 16 months in the Shenzhen headquarters, a total of 24 months in the domestic office, and 4 months overseas. Among them, the basic salary income after tax is about 230,000, with an average of 5,750 per month.

The welfare income after tax is about 50,000, with an average of 1,250 per month.

Overtime pay of ***5,000 is mainly earned during technical support internships.

The after-tax subsidy is ***120,000, of which the domestic resident subsidy is about 35,000, the domestic business trip subsidy is about 25,000 (including business trips within the province when the office is resident), and the overseas resident subsidy is about 60,000 ( Four months abroad, just over three months).

The bonus after tax for three years is ***50,000, of which about 8,000 are new employees in 2001, 27,000 in 2002, and 15,000 in 2003 due to the tendency to leave.

Others include the only year-end double salary at the end of 2000, the untaken annual leave saved in a few weeks every year, and the conversion of the untaken annual leave after resignation, etc. *** around 10,000. In addition to the over-reported taxi fare and so on when we were in the office (I am in the product line, not the customer line), it is about 10,000.

The total of each item is 230000 50000 5000 120000 50000 10000 10000***475000.

This is my total after-tax income for 3 years and 4 months at Huawei, averaging 11,875 per month. Since I had tens of thousands of dollars in savings from working part-time during college, and I spent most of my time at Huawei in the office, my accommodation, transportation, communications, and most of my meals (eating with clients) could all be reimbursed according to company regulations, and I didn’t have a girlfriend. In addition to giving some to my parents, I only spent some splurge money, so I still have just over 400,000 left.

Explanation: The 16 months at the Shenzhen headquarters include 4 months overseas, because I went overseas for support, and the relationship was still with the product internationalization of the Shenzhen headquarters.

From my situation, I can tell that most people who came to Huawei after 2000 (those who came earlier will have a higher salary, but those who came in 2004 may not necessarily have a full after-tax annual salary of 100,000 yuan) are still guaranteed. If you are based overseas or in an office or travel frequently, it can be higher (but it is less than before). However, the elasticity of income has become smaller, and the incentives have become less, which makes people who want to do big things and think they are great leave, while old employees who have already earned enough and newcomers who are not enterprising remain. After all, the annual salary is more than 100,000 yuan. Today's China is not easy to find, and the disease of big companies has taken shape. What to do next is not something that a person of my level can solve.

Reference material: Revealing the truth about Huawei’s salary