Equivalent to Ali's p5+p5, which belongs to the employee sequence and is internally designated as an ordinary manager level. In fact, it is an ordinary employee.
Jingdong’s internal rank classification: the highest P level is 8, P level is the level of front-line employees, M level is the management level, and the salary fluctuates, and P6 is the best 10k.
Jingdong’s job sequences are mainly divided into M, T, and P sequences.
The T sequence includes products and technologies, the P sequence is for project managers, and the M sequence is for management.
In terms of salary payment, the total salary includes: basic salary, bonus allowances and subsidies, as well as wages paid under special circumstances, and is paid on the last working day of each month.
Salary structure: annual salary = monthly salary * (12+1), 1 is the year-end bonus, usually 1-2 months, monthly salary = basic salary (70%) + performance salary (30% basic salary + performance coefficient) + meal allowance +
Seniority subsidy + perfect attendance award; benefits: Compared with BAT, JD.com’s salary is not competitive, but benefits are better, such as maternity leave: 30 days for female employees and 7 days of paternity leave for boys; interest-free loan: 1 billion, key employees can apply
; Relief fund: 30 million, employees can apply, up to 100,000.
Salary adjustment: For example, in 2017, the general salary adjustment policy for mid-level employees: the general salary adjustment for P/T1 employees is not less than 10%, and the general salary adjustment for M1M2, P/T3, and P/T2 is not less than 20%, April 1
Effective; for key strategic talent groups, there is greater room for growth; for middle and senior managers, a combination of cash and stocks will be offered.
Jingdong’s five types of employees: 1) “waste person”: low value matching and low ability.
If the Human Resources Department recruits a large number of "waste people", then the Human Resources Department should also be removed, because it must be a "serious dereliction of duty."
2) "Scrap": The value matching degree exceeds 70 points, but the ability is not good.
To deal with such people, JD.com’s approach is training + job transfer.
If the employee still doesn't work after being transferred twice, he will be given off-the-job training. If the employee still doesn't work after the training, he will be asked to leave the company.
3) "Steel": Values ??and abilities are both at an intermediate level, probably between 60-90 points.
This type of employees accounts for about 80% of the company and is the backbone of an enterprise.
4) "Gold": Very high values ??and abilities.
The ratio of "gold" to "steel" is 2:8.
The reason for not recruiting 100% "gold" is that the company's resources are limited, but once retained, it will cost 100%.
5) "Rust Iron": The value match is very weak, but the ability is very strong.
"Rust iron" is worse than "scrap iron" because it not only causes damage but also corrodes others.
Even if this person ranks first in sales, the more he ranks first, the more quickly he must be paid and let go, and he cannot be kept for even a minute.