Welfare issues at Shanghai Pan-Asia Technology Center

Pan Asia’s salary and benefits in 2007

This year Pan Asia has paid nearly 18 months’ salary, plus 2 months of year-end bonus, which is generally good. Other benefits are basically in accordance with legal provisions, and there is no supplementary provident fund. Like Volkswagen, there are car purchase subsidies and transportation expenses. The car purchase subsidy is 25% off on car purchase plus floating discounts, and transportation expenses are 1,320 yuan per month. Pan Asia is a typical state-owned enterprise, so don’t expect salary increases. It will give you a 10% increase in the first year you come here, and about 5% every year thereafter. It is not as fast as the CPI. Even the lines performed by employees at the year-end meeting said : It would be great if wages could increase at the rate of CPI. To be honest, GM's benefits have increased too slowly, especially in Pan Asia. Unless you move up a level, it's impossible to get a substantial salary increase. GM's HR is extremely skilled. He can't deduct your monthly salary because it will have a huge impact on you. But if the results are not good, he can cut your salary for a few months (the contract only specifies 14 months of salary), and there is nothing you can do about it. Just like fishing, you always have illusions about its treatment, but you will inevitably be disappointed in the end.

2. Positions at Pan-Ali

There are many levels in Pan-Ali, and fresh graduates are basically in E positions. Pan-Asia's salary is directly related to your level. Your superior is the supervisor (post G), above the supervisor is the senior manager (post H), above the senior manager is the director (post I), and above that is the boss. In terms of functions, Pan Asia can be divided into SMT and non-SMT departments. The so-called SMT department is the department responsible for product research and development and project management, while the non-SMT department is the department that supports the SMT department. The one I am in is the non-SMT department, while the body exterior, chassis, powertrain, air conditioning electronics, interior, project management, etc. are the SMT departments. Engineers in the SMT department have heavy responsibilities. They are responsible for the design and release of parts, contacting suppliers, design experiment certification, etc., so they are very busy, under high pressure, and work overtime frequently. The entire vehicle (CAE, general layout), testing and certification, ES, EQD and other departments are all non-SMT, which is relatively easy. The SMT department is the core development department of Pan Asia and has many opportunities to go abroad. However, if there is any problem with EWO, SOR, TIR, etc., which affects the performance of the department, not only will it be scolded, but also money may be deducted. This is also the source of their stress. Because the non-SMT department is a support department and does not release designs directly, even if there is a problem, it will not be pushed by the leader immediately, so it is relatively easy. Of course, responsibility and income complement each other, and the salary of a Design Release Engineer (DRE) is relatively high.

3. Pan-Asia’s promotion mechanism

Although there is not a strict hierarchy within Pan-Asia, it is still very clear. In your group, the supervisor is responsible for day-to-day affairs and most importantly your year-end performance review. The leader engineer is responsible for technical work. They are equal, which means you are under dual leadership. Now Pan Asia has begun to implement a dual-track system, which gives you two paths: a management path and a technical path. The management path is the above-mentioned supervisors, senior managers, etc., while the technical path is first-level, second-level engineers, third-level, and expert-level engineers. The salary of the second-level engineer (leader engineer) is equivalent to that of a supervisor, the third-level is equivalent to a senior manager, and the expert-level is equivalent to a director. Basically, to become a second-level engineer, you need to work here for 4-5 years, and to become a third-level engineer, you need to work here for more than 10 years and have good leadership relationships. Moreover, it is rumored that the salaries of second- and third-level engineers are still different from those of corresponding leaders. After all, management positions are more important than technical positions. There are bonuses for senior managers and above, which are not available in technical positions. Of course, Pan Asia also has internal job recruitment mechanisms, but these mechanisms are controlled by the directors. If they don't let you go, you won't be able to go even if you pass the recruitment. The directors all have a good relationship because they are all veterans who came to Pan Asia when it was first established. Sometimes your decision to stay is just a matter of a phone call between the directors.

4. Pan-Asia’s interpersonal relationships

The relationship between leaders, especially the relationship between directors, is unbreakable. They have been here since Pan-Asia was founded, and they are all veterans. Colleague buddy. Others, such as supervisors and employees, employees and employees, depend on you. Generally speaking, we are relatively harmonious, and there are no office politics among the subordinates. There are still many things to eat and drink, but when it comes to the senior manager level, I have a hard time talking about it. Let’s go in and experience it slowly.