IBM's salaries management is very unique and effective, and can achieve a reward progress through salary management, and IBM has developed this management into high-efficiency culture, here, let us interpret the essence of IBM high-efficac culture. IBM's salaries are complicated, but there will be no academic wages and working age wages, and IBM employees have direct relationships with employees, position, work performance and work performance, and the length of working hours and the low degree of education are not necessarily related. In IBM, your degree is a very good knocking brick, but never be a credential you get better. In IBM, each employee salary will have a key reference indicator, which is a personal business commitment plan - PBC. As long as you are an IBM employee, there will be a personal business commitment plan. Develop a commitment plan is an interactive process. You and your direct manager sit down and discuss how to do this plan, how to do it, have been revised, you actually and the boss After a one-year military order, the boss is very clear about your work and focus, you are also very clear about the work of a year, and the rest is executed. At the end of the year, the direct manager will score on your military order, and the direct manager, of course, there is also a personal business commitment plan, the manager's manager will give him a score. Everyone is not special, all take this rule. Every manager of IBM has mastered some range of score power. He can assign the TEAM (group) of the TEAM (group) of his leadership, and he has the power to give the amount to these people, how much is it to each person. When IBM rewards excellent employees, IBM is fulfilling its own high performance culture. IBM's personal performance assessment plan comes from three aspects. The first is Win, winning, victory is the first, first of all, you must complete the plan you have developed in the PBC, no matter how hard it is, it is most important to reach the destination. The second is Executive, executed. Execution is a process amount, it reflects the quality of employees, and executes a very important process monitoring amount. Finally, Team, team spirit. It is necessary to cooperate with IBM's work. There is a strong feeling in an IBM interview: IBM is a very mature matrix structure management model, and a matter involves many departments. Sometimes it will help from the global colleagues, so Team conscious should become the first consciousness, work Always prepare to work with people at any time.
If the employee feels very good, the second year has not seen the rewards you should get on the pay card, there will be more than one way to present someone to you, including directly to the Human Resources to check our award. The culture of IBM emphasizes TWO WAY Communication - two-way communication, no unidirectional commands and unwanted situations. At least four institutionalized channels provide you with the opportunity to provide you. The first channel is an interview with a high-level management personnel (Executive Interview). Employees can use the "Interview with the High-Level Management" to formally talk to the senior manager. This high-level manager's position is usually higher than your direct manager, or it may be your manager's manager or different sector management personnel. Employees can choose any of the people who are interested in to discuss. This interview is confidential and is freely selected by employees. The content of the interview can include personal vision opinions on the problem, what you are concerned about, you reflect these circumstances the company will pay directly related departments. The problems mentioned will be classified, and the identity of the discussion is not exposed. The second channel is an employee opinion survey. This path is not directly facing your income, and this channel will be opened regularly. By consulting employees, IBM can understand employees valuable opinions on corporate management, welfare treatment, salary, and help companies create a more perfect working environment. I rarely see the situation of the IBM manager's attitude, I am afraid it is close to this channel. Article 3 The channel is blunt (Speakup). In IBM, an ordinary employee's opinion is completely likely to be sent to the president of Guo Shi's mailbox. "Speakup" is a direct passage that allows employees to get a reply that the senior leadership is concerned about your concern without involving its direct manager. Without the consent of the employee, only one person in "speakup" is only one person to know, that is, the coordinator responsible for the entire "Speakup" knows, so you don't have to worry about the risk that will be brought about. Article 4 The channel is an OpenDoor, IBM called its "portal open" policy. This is a very long-lasting IBM democratic system. The IBM president Guoman just came to the stage to change the style of IBM old minister. He often reversed OpenDoor, and directly to the subordinate office asked how to do something. IBM uses OpenDoor to respect each employee's opinion. If employees are about work or company, they should first talk to their own direct managers. Talk to your own manager is the shortcut to solve the problem. If there is a problem that you can't solve, or you think your salary increase is not convenient to discuss the direct manager, you can use OpenDoor to compete to all business units, the company's personnel manager, general manager Or any headquarters representatives, your representation will receive superiors.
IBM's salaries are kept back, and the salary does not have upper and lower limits, and the salary increase is not necessarily, there is no salary. If you feel that the salary can't meet your requirements, then there is only a walk. If the wage problem is resigned, IBM will not let your troubles do not express the opportunity, and the human resources department will keep you very regretfully, and talk to you. IBM will be based on the situation, what is the true requirements of employees, one is to see if his salary requirement is reasonable, whether there is a PBC implementation, if it is unreasonable, IBM will improve, the company takes great attention to excellent employees. The second case is to see the employee's resignation is the purpose of capital, or there is any other reason. Through the conversation and investigation, IBM will make each resignation have a good attitude to leave IBM. In order to make our own salary competitiveness, IBM delegated consulting company for a very detailed understanding of the treatment of the entire human market, the company's employee's salary increase will be adjusted according to the market, so that your salary has good competitiveness. IBM's salary and welfare project basic monthly salary - is the identity comprehensive subsidy for the basic value, work performance and contribution of employees - the basics of the basic needs of employee life support the Spring Festival bonus - the Lunar New Year is issued, so that employees have a rich New Year's Eve allowance - the cost floating bonus during the reimbursement of the staff - when the company completes the established benefit target, to encourage employee's contribution sales bonus - sales and technical support in the reward reward plan after the sales task - - Employees have worked hard or have a reward housing funding program - the company promotes a certain amount to deposit employee's personal account to fund employee to buy a house, so that employees can use their own ability to use their own ability to medical treatment in their own time. Insurance Plan - Employee Medical and Annual Physical Examination by Company Solving Pension Plan - Actively Participating in Social Pension Coordination Plan, providing employees to provide old-age living to ensure other insurance - including life insurance, personal accident insurance, accident insurance, etc. Project, care about employees, every moment of safety vacation system - encourage employees to fully rest in the work, outside the statutory holiday, and employee clubs such as holidays, probe fake, wedding leave, funeral leave - company Employees organize a variety of collective activities to strengthen team spirit, improve morale, create a big family atmosphere, including various entertainment, sports activities, large party, collective tourism, etc.
