How much does the director of Huawei's overseas systems department get a year?

First, we should introduce Huawei's department structure, because different departments have different salaries: 1. The market system is divided into domestic and overseas by region, and the domestic market system is divided into Shenzhen headquarters and provincial and municipal offices, and the overseas market system is also divided into domestic Shenzhen headquarters and regional departments on all continents. According to the division of work, it can be basically divided into customer system and product system. Shenzhen head office: the head office that includes domestic and overseas customers and product systems. China includes the headquarters of system departments of various target operators (telecom, Netcom, China Mobile, China Unicom, etc.) and the headquarters of domestic system departments of various products (switching, optical network, mobile, intelligent network, etc.). Overseas includes the headquarters of international marketing (customers) and product international (products). There is also the customer engineering department responsible for customer reception (misunderstood by some people who don't 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, with small offices in Dalian and Qingdao. The goal of each office is sales, which is divided into customer line (responsible for each operator) and product line (responsible for each product). The personnel of each line are the dispatched personnel of Shenzhen headquarters of various departments, and are directly managed by the director of the office. The director of the office is responsible for the jurisdiction of his office and has great rights, which is equivalent to a government official. Overseas regions: including Asia-Pacific, Middle East and North Africa, Commonwealth of Independent States, Southern Africa, Latin America, North America, Europe, and the Eastern Pacific (geographically, it should be called the Western Pacific, because it governs Asia-Pacific developed regions such as Japan, South Korea, Australia, and Hong Kong, but when it was named, it was somehow reversed, and it was always wrong). Overseas regional departments have 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. 2. The technical support system includes Shenzhen headquarters, domestic offices and overseas agencies, which are divided into product departments according to the different products to be maintained, and are responsible for the after-sales service of products. The total number of employees is between 2, and 3, (in order to reduce costs, a lot of work in this department is undertaken by outsourcing companies, called partners). 3. The R&D system is responsible for the research and development of Huawei's products, and it is the largest system in Huawei, with about 1, people, not including a considerable number of outsourcing 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, intelligent, etc. No matter how the name was changed, it was basically divided by product. Local research institutes focus on different things, such as Beijing focusing on data communication, Shanghai focusing on wireless, and Nanjing is said to have done a good job in network management. Huawei also has many research institutes overseas, including India, the United States, Russia, Sweden, etc. Except India, which used to be quite large (now Indians seem to have come to Shenzhen), the others are basically the same. 4. The financial system includes the Shenzhen headquarters and agencies of various offices. Overseas finance is basically the responsibility of the property of Huawei in Hong Kong. The total number of people in the financial system is above 1. 5. The full name of the pilot system seems to be the Intermediate Trial Production Department. It is a department inserted between R&D and production system to ensure product quality. According to the NBA's several languages, it is called doing dirty work, but the treatment is not high. Ren Zhengfei's bench will be cold for ten years, which is said to be aimed at this department. Not only is it digested by the R&D system now. The number is around 1. 6. Production System The position of this department in the high-tech industry can be imagined, and the overall quality of personnel is the lowest. Its front-line staff are mainly accompanied by some domestic technical secondary schools, of course, the management and technical personnel are all from college students, just like other departments. The system has more than 1 trees. 7. Market Finance System This department is responsible for the recovery of payment for goods, and should belong to the market system, but the status of payment collection is very important, so it is listed separately in Huawei. Compared with other systems, the number of people is small. 8. Secretaries and clerks are not a separate department, but distributed in various systems. A secretary refers to a person who is qualified as a full-time employee of Huawei, usually a undergraduate or graduate student. Clerks are not formal employees of Huawei, but belong to a secretary company that has a cooperative relationship with Huawei, usually graduated from junior college. Except for the cadres above the vice president, Huawei basically has no personal secretary. Most secretaries are department secretaries, generally 3 people, but there are differences in details. Some secretaries are in charge of more than others, and they are generally responsible for attendance, meeting minutes, daily affairs, etc. Most of them are girls who have just graduated from universities or have just graduated. The salary is equivalent to the level of freshmen with Huawei's equivalent education, and the increase is generally slow, and the bonus is also low, so the loss is great. Clerks are mainly responsible for some simple repetitive tasks. Because they are not formal employees of Huawei, their salaries are even lower. For example, the basic salary of a clerk is 1,8, which varies from 8 to 1, per month according to the workload. Salary text: Since I joined Huawei in 2, I can only talk about it from 2 onwards. 1. Basic salary Huawei's basic salary is divided into fresh graduates and social recruitment. In 2, Huawei's starting salary for undergraduate students was 4, before tax, and that for master students was 5, before tax, so I will not mention it if there are fewer doctors. Those who are recruited by the agency should talk to the company themselves. Some of them are very good at not talking about the lower results than this year's, and some of them are very general, but they are generally higher than this year's. Since 2, the average employee has had a salary increase every three months, ranging from 2 to 3, depending on your department and performance, but basically by department, the poor performance of good departments has risen more than the good ones. Much of the increase includes research and development and marketing, technical support to determine the personnel who will go to the office. Those who rose less included secretaries of various departments and some headquarters affairs departments. Other departments are average. The principle is to tilt to R&D and market, and tilt to the front line. Since then, the salary increase depends on personal luck. Some people sing to the department and the leaders all the way, and some stop from now on. Generally speaking, because Huawei recruited too many people in 21 and the starting salary was too high, which led to indigestion, this group of people from 2 didn't have a large-scale general increase except that their salaries were too low and they were transferred to the same level in 21. I only rose once in the next three years, and finally left with 65. As far as I know, the salary of most undergraduates in 2 is now between 5,5 and 7,5 before tax, and that of master students is increased by 1,. 21 was the craziest year of IT bubble, and Huawei recruited nearly 6, people. The starting salary is also as high as 5,5 before tax for undergraduate students and 7, for master students. Of course, some secretaries and accountants should be correspondingly lower by 1,. Social recruitment is generally not lower than this year. The consequence of high starting salary is that most people since 21 have never increased in the following two years. After 22 and 23, Huawei stopped recruiting fresh graduates on a large scale, and the starting salary was not raised. It is said that it was greatly reduced in 24. As for the agency's recruitment, in addition to the cattle, Huawei's initial offer is 5 yuan before tax as far as I know. As for the income tax, Huawei's tax avoidance is still good. I deduct 6,5 tax and social security paid by individuals, and it is still nearly 6,. Generally speaking, Huawei's pre-tax basic salary in 2 and beyond is more than 5,5, with an average salary of 1, per year earlier. Master students are equivalent to undergraduate students who come one year earlier. Those who came before 1998 basically went up to 1, yuan. Of course, they no longer rely on wages. 2. Welfare Some people say that Huawei has no welfare, but in fact, welfare is monetized. Huawei's monetary benefits are divided into two categories. First, the money in the work card is divided into three categories according to the different working areas: 1, yuan per month, working outside the customs of Shenzhen, 8 yuan per month, working in other parts of China, none, and working overseas. In Shenzhen, it is 2 yuan higher outside the customs 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. The money is paid into the work card every month, which can be used to buy class tickets, eat in the company canteen and shop in the company canteen, and cannot be withdrawn. However, those who exceed a certain amount at the end of each year or leave the company can withdraw cash in one lump sum, but the tax will be deducted by 2%. The second is a retirement fund with a monthly basic salary of 15%. For example, if your basic salary is 5, yuan, the company will give you another 75 yuan each month, which will be used to pay the social security that the company should pay first. Huawei will pay it according to a standard, which is more than 2 yuan per month. In this way, the rest of your monthly salary will be withdrawn once when you leave your job, but 2% tax will be deducted. These two parts add up to more than 1 per person after tax. 3. Overtime pay mainly depends on departments and leaders. The standard is your basic monthly salary divided by the monthly legal working days. Divided into one day and half a day. According to my experience, R&D and marketing are rare, unless they are unified and forced to work overtime for projects. Technical support is only counted on weekends, not at ordinary nights. Originally, technical support in the communication industry was what to do at night. 4. Subsidies are basically divided into four categories: domestic travel subsidies, domestic travel subsidies, overseas travel subsidies, and overseas long-term residence subsidies. Domestic travel allowance is 1 RMB per day after tax, and transportation, accommodation and communication fees are reimbursed separately. Domestic subsidies for staying away from home in other places refer to subsidies for market and technical support personnel when they stay in their homes and offices outside Shenzhen. They are divided into several categories according to the degree of regional hardship: 3 (Beijing, Shanghai, etc.), 5 (general provinces), 7 (Qinghai, Xinjiang, Tibet, etc.) RMB per day, and the company is responsible for accommodation expenses. When the situation was good two years ago, these people also enjoyed a daily travel allowance of 1 yuan when they were on business trips in their office province. Now I wonder if there is any more. However, R&D personnel who are resident in foreign research institutes do not enjoy this subsidy. Overseas travel allowance is $5 per day after tax and HK$ 3 in Hong Kong. I wonder how much it is now. Before the end of 23, the overseas resident allowance was divided into three categories: 5 (developed countries), 6 (general countries) and 7 (dangerous countries) dollars per day after tax, and the company provided accommodation (with good conditions) and office vehicles. In 24, it began to drop sharply, and the average country dropped to $32 a day after tax. Those who have worked overseas continuously for 3 months can enjoy this subsidy. 5. Bonus Huawei's year-end bonus will basically be delayed until the third quarter of the following year. However, if you leave in the first half of the year, the bonus will not be reduced, and it will be sent to the account reserved when you leave. Before Huawei recruited people on a large scale in 2, the bonus was very generous, and then it went from bad to worse. There were too many people. The current situation is that if you have worked for one year, the high, medium and low gears are basically 3,, 2, and 1,. Of course, the backbone of the market and research and development is still high, and the secretary is poor. Basically, a domestic marketer with excellent performance can be tens of thousands, the customer line is higher than the product line, the market is higher than the technical support, and overseas is higher than domestic. 6. Stocks came before July 2. According to the length of working hours, after one year of employment, Huawei's internal employee stocks are owned. The earlier you 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 leaving the company. The dividend of this kind of stock is amazing, reaching 7% every year in 21 and before, and it can be paid back in two years after tax deduction. Basically, there are tens of thousands of shares in 1999, and hundreds of thousands in 1998. It depends on nature earlier. I know a person who came in early 1997 and has 4, shares. After the dividend tax in 21, he was more than 2,. There are thousands of such people in Huawei, who are the beneficiaries of Huawei's rapid development and the people who don't rely on wages as mentioned above. In 22, Huawei carried out the equity reform. Originally, when employees left their jobs, they sold their shares to the company at the face value of one yuan per share, which was the same as when they bought them. Since 22, employees have to buy and sell the company's shares according to their net assets per share. The net assets per share in that year were as high as 2 yuan per share. The stock market value of the old employees who owned shares rose by 15% overnight, making a fortune, while those who left the company just sold their shares to the company according to the old rules before the introduction of the new regulations suffered big losses, which caused a group of former Huawei veterans to go to court against Huawei. For the newcomers who joined the company after July 2, which accounts for more than half of Huawei's employees, who is right and who is wrong is meaningless. According to the new regulations, they must buy the company's rationed shares at the annual net assets per share, and then sell them to the company at the net assets of the year when they leave. On the one hand, Huawei's rapid growth is absent, and its net assets per share will not increase at a high speed. On the other hand, there are more people and less porridge, and everyone can't get much. And those old employees who own old stocks can no longer receive huge bonuses every year as before. Everything is because there are more people in Huawei, but the development is slow. The legendary Huawei stock is like this, and you can know a thing or two from his job number. Those whose job numbers are less than 1, basically belong to the collective beneficiaries of Huawei's stock myth, those whose job numbers are between 1, and 2, belong to the general beneficiaries since 1998 and 1999, and those whose job numbers are above 2, belong to those after 2, which are nominal but not real. As long as we analyze the salary composition of Huawei, we can easily draw the following conclusions: 1. In 21 and before, Huawei made a fortune with stocks and bonuses, because there were few people at that time, the company developed rapidly, and bonuses and stock dividends were high. So Huawei's morale is high. 2. From 22 to 23, Huawei only got rich by subsidies, especially overseas subsidies, because marked by the Hong Kong Communication Exhibition at the end of 2, Huawei began to explore overseas markets on a large scale, and a large number of market, technical support and R&D personnel were sent to overseas offices and research institutes, which made the high overseas subsidies that only a few people enjoyed begin to be recognized by everyone. At the same time, high bonuses and stock dividends are no longer available, and the treatment of domestic personnel is stagnant. Therefore, except for overseas personnel who muddle along (unlike stocks and bonuses, subsidies are paid by the day, not by performance, and there is no incentive mechanism, as long as they can get along and are not driven back to China), most domestic personnel, especially a large number of R&D personnel in Shenzhen and domestic research institutes, have no domestic subsidies and their morale is low. 3. Since 24, where have you made a fortune? Bonuses and stocks have disappeared, and overseas subsidies have also dropped. The morale of all employees is low, but the external employment environment is even worse, so everyone began to muddle along on the basic salary, and Huawei was nationalized, but the basic salary was higher. Huawei's department introduction omitted the management engineering department. 4. Manage the engineering department and be responsible for the construction and maintenance of Huawei IT system. As a result of its work, more than 2, employees of Huawei all over the world work on an IT platform, and the number is more than 1,. Ren Zhengfei certainly spent a lot of money, but I admire the money spent in this department. Let's sum up with my own income. I have been in Huawei for 4 months, from July 2 to October 23. It has accumulated 16 months in Shenzhen headquarters, 24 months in domestic offices and 4 months overseas. Among them, the basic salary income after tax is about 23, yuan, with an average of 5,75 yuan per month. The welfare income is about 5, yuan after tax, with an average of 1,25 yuan per month. Overtime * * * 5, yuan, mainly earned during technical support internship.