Can anyone give a detailed introduction to the salary of employees of Siemens (China) Company?

First of all, a piece of good news~~! Siemens is currently recruiting people, but the salary is not very high

The employee salary of Shanghai Siemens Co., Ltd. is 3,000-100,000 (yes, it is 100,000)

Technical engineers are generally 10,000 -40,000 ranging

Hao Ruiqiang (Siemens boss) believes that for most employees, salary is only one of the considerations. Siemens is not inferior to other multinational companies in terms of salary provided to employees. In addition, Siemens also provides numerous "opportunities" for employees.

Siemens emphasizes that every employee must become an entrepreneur. Siemens has a saying called "global entrepreneur", which focuses on cultivating employees' international thinking and requires them to see the entire global market. Hao Ruiqiang said that many people come to work at Siemens because of this. In addition, Siemens also provides employees with outstanding performance with the opportunity to study or work in other branches in Germany or abroad, and the number of employees is increasing year by year.

Hao Ruiqiang believes that talents are the real wealth of an enterprise. Ignoring the development of internal human resources is tantamount to a waste of talent. When recruiting, Siemens always posts advertisements within the company first to fully tap the potential of internal talents. Only when the company cannot recruit suitable candidates internally, does it recruit from the outside. Usually when recruiting people, Siemens requires abilities that are one or even two levels higher than the position being hired, and are not limited to the requirements of the position being hired. At first glance, it may sound like overkill, but in fact it creates conditions for the next development of employees.

The company has a "talent fast track" for employees with great development potential. The selected people are selected by the human resources department based on work performance and personal potential. These people can be ordinary employees or managers who have reached a certain position. What is valued is their quality and potential, and there are no requirements for positions. Employees who enter the fast track will be arranged with more complete training, which contains quite systematic content, including work skills and leadership training. At the same time, job rotation training will be arranged to help them gain an in-depth understanding of Siemens' business and corporate culture, and provide them with a better understanding of Siemens' business and corporate culture. Be able to actively prepare for middle-level and even high-level management work. Of course, systematic and scientific performance evaluation is also essential. Being selected into the high-potential talent pool is not a safe deposit; if performance is poor, opportunities will be lost.

In order to better help the career development of these employees, Hao Ruiqiang introduced the "mentor system" to China. He said that he himself has benefited a lot from this talent training system. The specific method is that each executive who serves as a mentor will lead two or three people for a period of 1-2 years. Mentors meet with students every month, but they do not provide specific guidance on specific work, but communicate with them, listen to their plans for future work, and provide suggestions for their work and life. Currently, Hao Ruiqiang himself is coaching three young employees, about 30 years old.