Hisense Group believes that "an effective incentive and operation mechanism is the guarantee to promote the normal operation of the team and play an active role." Therefore, in order to fully mobilize the enthusiasm of employees and tap the potential of employees, Hisense Group has established a comprehensive incentive system, including the following aspects: salary and performance system, medium and long-term incentive system, position and development system, and employee relations system.
1、Salary and performance system:In terms of salary incentives,Hisense adheres to"3P1M"Salary incentive model,They are:Pay for position(position)、Pay for personal ability(person)、Pay for performance、Pay for the market(Market)。 In the specific implementation operation,Hisense Group has introduced Mercer's job evaluation system and ability quality model,Evaluate the value of the position,Establish a salary system with "position" as the core, "performance" as the guide, and "ability" as the benchmark, and at the same time, it is also in line with the market to ensure the external fairness of salary.
2、Medium and long-term incentive system:Hisense has implemented an annual salary system among management managers,At the same time, the risk annual salary of management managers is exchanged for equity,Guide managers to pay attention to the short-term in addition to the short-term,We should also pay attention to the long-term healthy development of the enterprise。 Hisense has also carried out long-term incentives for the core and backbone employees of the group.
3、Career development system:Hisense has established"Mainly professional promotion channel,Supplemented by management promotion channel"Dual-channel career development and tenure system,Linked to salary,Able to achieve outstanding performance of R & D personnel、Process quality personnel、The salary of business personnel and sales personnel is on par with their superiors,Or even higher goals。
4. Employee relationship system: The establishment of employee relationship system includes the establishment of spiritual incentives and internal communication mechanisms. In terms of spiritual encouragement,Hisense has built a 5-class17Honor system of awards,And the advanced selection is directly linked to the promotion and salary adjustment of employees;Make full use of the forms of "Workers' Congress" and "President's General Manager Reception Day" to meet the employees' sense of participationThrough job rotation and enriching work content, we will give employees a greater stage for development. In terms of the establishment of internal communication mechanism,Hisense has established a perfect regular meeting system,Ensure that information can be quickly uploaded and distributed;An internal communication platform has been set up to absorb suggestions and feedback from employees through periodicals and SMS feedback platformsPay attention to face-to-face formal and informal communication between superiors and subordinates, listen to employees' ideas, and grasp the dynamics of employees' work and thoughts.
[References].
Hisense's Way to Success "The Way of Chinese Enterprise Success", edited by Hisense Case Study Group, 2011
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