Samsung will give bonuses to keep people, and last year's income was equivalent to "23 wages"

Samsung will give bonuses to keep people, and last year's income was equivalent to "23 wages"

Samsung will give bonuses to keep people. Last year, his income was equivalent to "23 salaries". In order to share as much as possible in the big cake in the international market, global enterprises are trying their best to strengthen their own strength. Samsung re-issued bonuses to keep people, and last year's income was equivalent to "23 wages."

The employee who worked in the memory department of Samsung galaxy with a salary of 23 last year told the media that he recently received a "service bonus" equivalent to three months' salary from the company, which made his total bonus amount reach 1 1 month's salary last year.

Last June+February, 5438, all employees of Samsung Group received a "profit bonus" equivalent to half a year's salary and a "special bonus" equivalent to two months' salary. Together with the service bonus just received, the total bonus of employees in the memory department reached 1 1 monthly salary last year, and the annual income reached "23 salary".

Generous employee benefits

Li Bingzhe, the late founder of Samsung, and Lee Kin-hee, the second president of Samsung Group, broke the tradition of Samsung and implemented the reward wage system of "believing and rewarding". 200 1, he put forward the concept of salary-distributing part of the company's profits to employees.

There are two kinds of income that Samsung cadres and employees are bound to the company's performance. One is the annual "PS" (profit sharing), which is the source of the "profit bonus" of 202 1 all employees' salary worth six months.

Samsung headquarters will issue profit targets to the following subsidiaries every year. After the end of the business year, if the actual profit exceeds the profit target, 20% of the excess will be paid as a bonus. Samsung is also one of the first companies in Korea to introduce the system of "employees sharing company profits".

Thanks to the promotion of memory business, Samsung returned to the leading position in the global semiconductor market in 20021year. The company's latest financial report also shows that the revenue in 20021year reached a record high, reaching 279.6 trillion won, and the operating profit reached 5 1.63 trillion won.

The annual report submitted by Samsung to the Korea Stock Exchange shows that as of June 65438+February 3, 2020, Samsung had a total of 109490 employees in Korea, with an average annual salary of 65438+27 million won (106000 USD), an increase of 26% compared with five years ago. In view of the strong income of 202 1, the average salary level including bonus may climb.

In addition, Li Jianxi also promoted many other benefits when he was in office: employees can enjoy breakfast, lunch and dinner for free in the company cafeteria, and the company also paid most of the tuition fees for their children.

The "grabbing war" is heating up.

It is believed that Samsung issued a "service bonus" worth three months' salary in June 5438+ 10 this year, with the main purpose of retaining key talents in core departments. With the steady growth of global semiconductor demand, the long-term shortage of engineers has been puzzling the business promotion of companies in the industry.

Bonus is the most common means to compete for employees, and other companies are naturally not behind. SK Hynix, a competitor of Samsung's semiconductor business, gave all employees a bonus equivalent to 65,438+00 months' salary in 65,438+0 months after its strong performance in 2026,5438+0.

Due to the increasing popularity of game and Internet companies such as Naver and Kakao, the talent pool of Korean engineering professionals is shrinking further. Naver's average annual salary has jumped by nearly 50% in five years, and will be close to $86,000 by 2020, which makes Samsung, which has been in the forefront for a long time, decline in South Korea's "list of the most popular companies for employees".

The Korean government has also realized that the shortage of talents is a serious threat to a core industry, and has taken measures to promote the development and reserve of talents, such as encouraging top universities in China to offer semiconductor-related courses.

In addition to domestic competition, Samsung is also facing a battle for talents at the international level. The company hopes to use international leading incentives to tap and retain employees in neighboring countries. This is especially unfavorable for Japanese companies, because most of their salary structures are rigid.

Samsung gave bonuses to keep people, and last year's income was equivalent to "23 salary". Nowadays, with the development of science and technology, global enterprises are striving to enhance their own strength, in order to share as much as possible in the big cake of the international market. If you want to improve your market competitiveness, first, you must have more advanced technology, and second, talents are very important.

For a long time, the competition for talents has never stopped. Of course, not only to attract talents, but also to retain talents. Many enterprises have crossed the ocean, showing their magical powers. Some time ago, Meguiar's group in the United States released such attractive conditions as emigrating to the United States in order to retain high-end talents in Shanghai R&D Center as much as possible.

However, this is far from a case. In fact, South Korea's Samsung Group has also begun to exert its efforts to retain hard-won talents by means of improving employees' treatment. So, why did Samsung suddenly do this? The actions of Samsung and Micron are actually worth learning from domestic manufacturers. So, what will domestic manufacturers do in the future?

Samsung improves employee treatment

It is said that a few weeks ago, Samsung released a big move. Of course, this big move does not mean that Samsung will produce any high-tech products. Of course, we must not expect so much from China. After all, he is a "king of words". Closer to home, Samsung's big move is actually to greatly improve the treatment of employees.

Imagine that a few weeks ago, Samsung gave all employees, remember, the scope is all employees, which is equivalent to two months' salary. In addition, there are regular profit-linked bonuses equivalent to half a year's salary. In other words, as long as you make some achievements in Samsung at present, you may get a bonus equivalent to half a month's salary at most, or at least half a month's salary.

so this is it？ No, this is for those employees who have contributed to the company. Are there any universal benefits? In fact, Samsung employees can enjoy brunch, lunch and dinner in various canteens of Samsung, and these three meals are completely free. Moreover, most of the tuition fees for the children of Samsung employees can be borne by Samsung.

Samsung's welfare can be said to be very envied by many people. However, this benefit only started a few weeks ago. So, why did Samsung suddenly improve the treatment of its employees?

Why did Samsung suddenly work so hard?

Why Samsung suddenly made such efforts is actually traceable. It is said that in the past five years, there have been 397 technology leaks in South Korea, among which Samsung is inevitable. Such a technology leakage incident is undoubtedly a fatal blow to Samsung, a company that relies on technological advantages.

And why technology is leaked by their own employees, in fact, in the final analysis, it is because their internal employees have not withstood the temptation of the outside world, betrayed the interests of the company they work for and sought more economic benefits. Therefore, Samsung may be prepared to use money to prevent its employees from continuing to sell the company's confidential technology by improving the treatment of Samsung employees.

In addition, there has been a brain drain in Samsung Group. 2065438+August 2007, kwon oh-hyun, former CEO and former vice president of Samsung, shouted to the South Korean government in a public speech that there was a shortage of talents in Korean semiconductors, and the main problem was the overseas brain drain of Korean semiconductor talents. As for where it goes, according to kwon oh-hyun, most of it goes to China.

Therefore, South Korea's Samsung is now making a sudden effort, probably to curb some serious brain drain of Samsung and block the gap of brain drain of Samsung through high treatment and high welfare.

Generally speaking, Samsung's efforts today are actually worthy of recognition. At present, there is a certain degree of brain drain in China, and many of them seem to be high-end talents trained by Tsinghua Peking University. Why are these brain drains actually related to domestic manufacturers in China? How can domestic manufacturers learn from foreign experience in the future and strive to reduce the brain drain of high-end talents?

Domestic manufacturers should study hard.

We can develop foreign enterprises, not only Samsung and Micron, but also many enterprises attach great importance to talents, not only with high wages, but also with various enviable benefits, just like Samsung. So, do China enterprises do this? Can't say no, it should not be common. For example, Huawei, in order to get a Russian talent, specially built the research institute in the hometown of this Russian talent.

Therefore, if domestic manufacturers want to retain talents in the future, it is best to improve the treatment of talents as much as possible. After all, talents are not experts in the world, but they need to eat fireworks.

In addition, in addition to the above welfare benefits, domestic manufacturers also need to give talents considerable respect, so that talents can feel the attention from enterprises and groups, so as not to have the idea that they can't play their talents on the stage and this situation. If domestic manufacturers study hard, I believe that the brain drain in China will be greatly reduced.

Micron Group's naked turn to retain high-end talents in China, and Samsung's improvement of welfare benefits for its own employees and talents in its own company are actually a means for these enterprises to prevent brain drain, and may even attract talents. In fact, this method is also worth learning from China enterprises. I hope that in the future, the talent situation in China can really "let your chickens go back to their nests to lay eggs" as Zheng Fei, a Huawei native, said.

Samsung will give bonuses to keep people. Last year's income was equivalent to "23 salaries". The chip war is in full swing, and the technology giants all over the world are vying for their dominant position in the expanding market. From smart phones to computers, graphics cards, cars and refrigerators, the unlimited demand for chips is putting pressure on the output of chip manufacturers. In turn, companies are using the huge profits they accumulated during the COVID-19 epidemic to retain top talents. This is the case with Samsung, which is sparing no effort to retain existing employees and attract new talents.

According to the latest report of Nikkei, Samsung has paid employees a bonus equivalent to 1 1 month's salary to solve the shortage of qualified engineers. 1 1 monthly total bonus includes two months bonus of 202 1 12 and three months extra "service bonus" 12, and the annual income reaches "23 salary".

In order to treat these bonuses correctly, the Korea Exchange reported that the average annual salary of nearly 1 10000 Korean workers of Samsung is about 106000 USD (as of February 2020). Considering the bonus of 1 1 month, the annual salary of employees is about 203,000 USD (about 1.3 million RMB). Considering that Samsung pays employees' (campus) meals and eligible children's tuition fees, the total compensation will only be more.

Samsung produces a large number of chips, including SoC in Galaxy smartphones, Ampere GPU (such as NVIDIA GeForce RTX 30 series) that power the best game graphics cards, DRAM for PCs, and NAND that supports the best SSD hard drives. However, Samsung is not the only company willing to throw money at employees to prevent brain drain. Amazon recently revealed that it will more than double the maximum salary of technology and enterprise employees, from $654.38+$600,000 to $350,000 per year.

Amazon's salary increase was forced, because the epidemic only increased the frequency of poaching people from rival technology companies such as Google and Microsoft. At the end of last year, with the warming of the job market, Intel announced plans to give employees a salary increase of $2 billion. Intel's most important business in the United States is in Oregon, with an average annual salary of $654.38+5,000.