There are two models of the most ideal salary and welfare system in China:
1. The money is sent ruthlessly, and people use it to death.
The representative enterprise of this model is Huawei.
In the past, the financial industry did this, and later the Internet industry did the same. In short, employees are used as animals, but the wage level is far higher than the social average. This has led to many poor children willing to go in and fight for their lives to change the lintel.
There is also a representative in the traditional industry, that is, Haidilao.
2. Money is sent well, and people use it well.
The representative of this model is Fat Donglai.
You can't say that he is ruthless, after all, the average income of ordinary employees is only more than 7,000 yuan, although this level far exceeds the average income of the retail industry, and also far exceeds the average salary, but it is still incomparable with the annual salary of hundreds of thousands of yuan of mutual benefit network companies.
The so-called "good use of people" means that employees are treated as people and as their own family members. It's not that the boss's own children live in a big villa, and if something happens, he hires a 100 million-level lawyer team to fish for people, and the employee will be fired immediately if something happens.
Both models are successful in terms of management objectives alone. All of them have brought huge revenue capacity and social reputation to the enterprise, and there are countless people queuing up to apply. The inspiration for business managers is:
As long as the money is enough, the company will manage it.
In human resource jargon, the labor cost of the enterprise should not be excessively compressed, and the return on investment in labor cost is higher than that of other inputs.
For disputes between employees and customers, Fat Donglai has a solution that is very instructive.
The employee was abused by the customer, and the conflict process was filmed and posted on the Internet, which triggered extensive discussions, generated huge psychological pressure, and gave the employee 5,000 yuan in mental compensation
At the same time, the employee improperly handled the situation, resulting in a serious service accident, which was reduced to 1 month of the Xi period.
As a human resources practitioner, here is an explanation of this period of Xi to reality.
There is no such term at the level of labor law, and in practice the operation is equivalent to terminating the labor contract and re-entering the company, with a probationary period of one month. You can understand it as probation or probation for 1 month.
However, in strict accordance with the labor law, it is also flawed, because there is no probationary period for employees to join the company for the second time. Fat Donglai's treatment is a second creation of the labor law, and I personally think it is a warmer and more encouraging attempt.
But this step is not over, their treatment of store managers is:
All relevant management personnel, including the store manager, were demoted for 3 months.
So don't look at the store manager distributing a market price of four or five hundred thousand stereos and equipping Mercedes-Benz cars, but also see that they are burdened with heavy management responsibilities. In other words, Fat Donglai put the management responsibility on the management personnel, instead of shirking and throwing the blame layer by layer, and finally fired an employee.
In addition, from the perspective of SOP that I am more concerned about, Fat Donglai has such a sentence in the treatment plan:
If it is a serious service accident, the labor contract shall be terminated. However, due to the imperfection of the system standards, it is ...... according to the existing system
The process and institutional consciousness behind this sentence are very terrifying.
That is to say, you should be fired, but our system has loopholes, so we must give priority to respecting procedural justice, and you cannot be fired, but can only be dealt with according to the existing institutional framework.
I'm afraid it's not scary, you ...... evaluate it yourself
There's an even scarier one!
The above handling method was formed after the discussion of the jury within Fat Donglai. The jury consisted of employee representatives and management representatives. After evaluation by the jury, the manager was degraded.
I'm afraid it's not scary, you say it yourself......
Finally, Fat Dong came to base Henan Province. For Henan, which has been frequently searched this year, it clearly exposes a truth:
This land has produced the heaviest commercial and managerial marvels in the country. It's not that the people born in this land are not successful, but ......