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This is the new logic of HR human resource management series of famous enterprises, original tweetsCHAPTER 9
Before the Spring Festival holiday, some HR friends watched itDecathlon's human resource management systemAfter that, I left a message saying that I wanted to see "Xiaomi's human resources system" in the communications industry.
That's it! Tonight is the Xiaomi 14 Ultra and the new product launch of the whole ecology of the people, the car and the home, and I believe that there are many Xiaomi fans who can't sit still.
From its establishment in 2010 to its listing in 2018, Xiaomi has gone from 13 employees to tens of thousands of employees, in addition to the entrepreneurial strategy, the human resources system behind it has also contributed to it.
Therefore, today I will share it with youHuman resource management at Xiaomi.
Recruitment: Recruit the smartest people
When Xiaomi was first established, Lei Jun spent most of his time looking for people, and in order to recruit the best talents, he did not hesitate to "visit the thatched house thirty times".
In Lei Jun's concept of employing people:"The smartest talent, the lowest cost".
Therefore, Xiaomi will also pay special attention to the examination of candidates when recruiting, with the aim of finding the right person, finding the most professional person, and finding the most suitable person.
1. Talent requirements:"Competent, highly responsible, demanding of oneself, with shared dreams and visions".
Each position at Xiaomi has position-based qualifications, in addition toXiaomi's selection of talents also depends on these 3 points:
First, to see if the candidate wishes to enter a place where there are more people than his cattle than those who do not;
second, to see whether the candidate pursues the ultimate in doing things and is full of ultimate spirit;
Third, see if the candidate has a high level of confidence in his or her ability to learn.
2. Recruitment channels
Social Recruitment:Xiaomi's social recruitment is very strict, adhering to the principle of preferring shortage to excess.
The process is generally as follows: resume screening - organization of the first interview (HR interview, the interview form is different according to the requirements of the position, the organization of ** interview or interview) - re-examination (interview with the business leader, using the interview, or ** interview).
For example, in 2021, when Xiaomi made a car to recruit, it received 20,000 resumes, but in the end, only 300 people were successfully hired.
School Recruitment:Xiaomi's campus recruitment scope is carried out globally, and different recruitment modules are set up for different talent needs.
As shown in the figure below, there are several sections of Xiaomi campus recruitment: global recruitment, new retail recruitment, and the recruitment target is 24-year graduates; Future Star Recruitment and Postdoctoral Workstation both require a ...... of people with a doctoral degree or above
School Recruitment Process:Delivery, preliminary screening, written examination, re-screening, interview, offer
Turn fans into employees:It is understood that many of Xiaomi's new ** operating employees are fans of Xiaomi.
Many Xiaomi "enthusiasts" have applied for jobs in Xiaomi, they believe that Xiaomi's service is very comfortable, just like with friends and family, and the work of companies with this atmosphere will not be bad.
Xiaomi's corporate atmosphere not only serves users, but also paves the way for Xiaomi's recruitment.
Management: All-round development
In the increasingly fierce competitive environment, the cultivation and management of talents has become an important topic for every enterprise.
1. Xiaomi's talent training
Xiaomi attaches great importance to talent training and provides all-round training for all employees, including different types of courses and ...... such as general knowledge, corporate culture, cutting-edge science and technology, management skills, and scientific thinking methodsIt aims to cultivate the basic qualities, professionalism, professional ability and leadership of employees.
Xiaomi Learning & Development Department
In 2019, Xiaomi established the Learning and Development Department (formerly known as Qinghe University) to provide online and offline training for employees at all levels and departments.
The Learning & Development Department will tailor training plans for different trainees, open the door to all employees, and let employees continue to iterate their abilities during work breaks.
Management trainee training
Star Project:Starting from 2021, Xiaomi Group plans to recruit thousands of fresh graduates every year, and in the first year of the Star Plan, Xiaomi has recruited a total of 5,000 fresh graduates, which is also Xiaomi's first large-scale centralized training.
The Star Program covers the ** curriculum system:
Group training: to help fresh graduates better understand the company and integrate into the culture;
Department training: to help fresh graduates understand the department, understand the business, and master the departmental system norms;
Job training: help fresh graduates master the basic skills of their positions, so that they can get started with the job faster.
The Star Project is Xiaomi's first large-scale talent training, and now many members of the Star Project have shone in the Xiaomi team.
2. Xiaomi's employee management
Flat management:Xiaomi's hierarchical structure is basic, one layer is employees, one layer is core supervisors, and one layer is partners;
Xiaomi's human resource management has no strict hierarchy, every employee is equal, and every colleague is his own partner.
In addition, Xiaomi has another point worth paying attention to, that is, Xiaomi does not have KPIs.
Lei Jun once publicly said that Xiaomi employees do not have KPIs, he said:"Xiaomi pays more attention to the process than the result, and as long as the employee does the process well, the result is natural. ”
Under such a relaxed employee management system, Xiaomi does not need to clock in, but employees still insist on working 12 hours a day.
Inspiring: Inspiring
The incentive of core talents has always been the importance and attention of Xiaomi.
In the years of Xiaomi's establishment and development, in the construction of talent team, in addition to recruitment and training, it is an incentive.
1. Equity incentives:Equity incentive is a tool for entrepreneurs to motivate and bind talents, and Xiaomi is very good at using this to motivate people through "equity" and let employees become "entrepreneurs".
According to incomplete statistics, Xiaomi has released a total of 18 equity incentive plans since its listing, and Xiaologic will give you a brief introduction to Xiaomi's 2** right incentive plan:
"Young Engineer Incentive Program":Outstanding young engineers, fresh graduates and outstanding employees in the core positions of the team, as well as outstanding engineers with annual technology awards in Xiaomi Group can receive corresponding equity incentives.
"New Decade Entrepreneur Program":Xiaomi selects a group of core technical experts and young management cadres to give rewards similar to early entrepreneurs, and encourages everyone to start Xiaomi's new ten-year journey with an entrepreneurial mentality and commitment.
The plan is based on performance appraisal, and the maturity period will be as long as ten years, effectively realizing a high degree of binding between personal income and company performance.
2. Bonus incentives:The "Million Dollar Technology Award" is a selection set up by Xiaomi specifically for technical teams to encourage R&D and innovation.
Xiaomi Group will hold an annual technology award ceremony at the beginning of each year (around January), and the founder Lei Jun will award bonuses to the winning teams.
The "million-dollar technology general" has achieved both material and spiritual incentives.
3. Welfare incentives:Good benefits are one of the strategies to retain people.
The "soft profits" provided by Xiaomi for employees are reflected in many aspects such as clothing, food, housing, and transportation, such as staff dormitories, staff restaurants, gyms, etc., which can not only help employees reduce their living burdens, but also make employees feel the company's temperature.
In addition, Xiaomi purchases commercial compensation insurance for employees, as well as annual physical examinations, birthday benefits, marriage benefits, maternity benefits, ......Benefits are all available.
Write at the end
Lei Jun insists on recruiting "the right person", and Xiaomi insists on being people-oriented, partnering with employees and friends with users.
In less than 13 years, Xiaomi's thriving growth is inseparable from the efforts of all Xiaomi employees, the strategic planning of Xiaomi's management team, and the support of the human resources system.
Xiaomi has been on the road to entrepreneurship.
Xiaomi's human resources system, do you understand?
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