Beiqing Bao reporter Wen Jing
Beijing Qingdao reporters learned that Huawei recently issued an internal paper, announced in principle to stop social recruitment, except in special cases, the article was issued by the rotating chairman.
Replacing external recruitment with fresh students and internal flow
The board's standing document, Resolution on Implementing the Company's Talent Supply Strategy, shows that "Huawei Company shall, in principle, stop the recruitment of ordinary society", and departments that are not within the scope of outstanding past students, key scarce talents and the company's special recruitment shall not issue offers, and special circumstances shall be subject to the examination and approval of the rotating Chairman of the board.
Documents show that the company as a whole manpower gap and fresh blood supplement, the vast majority of fresh recruits (including outstanding past students), ability supplement by the key scarce talent recruitment to meet, other talent gap mainly to internal deployment.
A reporter from the North Qingdao newspaper found that Huawei advocated rapid internal flow of personnel in the document, "optimizing the internal talent market rules, reducing mobility restrictions, and supporting rapid internal flow of personnel." External talent supplement mainly through "outsourcing, internship and other ways, through the introduction of industry experts consultants, partners to meet business needs." Deep into the business, active management efficiency; open organizational boundaries, provide a variety of talent supply solutions.
The document calls for increasing the acquisition of outstanding former students (outstanding graduates who have been offered by Huawei but have not registered for Huawei), expanding the recruitment of overseas students, optimizing the use mechanism of interns, and increasing the use of outstanding interns. For some of the company's current end-of-year assault recruitment indicators, document approval, business departments based on business substance and strategic requirements to generate manpower budgets, the last year's budget can be used across the year before the new budget award, to avoid the business department at the end of the year assault recruitment.
New recruits are targeted only at key scarce talents.
Of course, Huawei will also recruit some social workers, but only for "key scarce talent above 19". It is reported that employees at level 19 or above generally have about 12-15 years of work experience, and is one of the best. Huawei also stipulates that these key areas of scarce talent include: IT, public cloud services, artificial intelligence, video surveillance, Internet ecology and operations. Huawei already has advantages in wireless technology, access network technology and other fields, without the need to supplement the external middle-level (15-18 level) personnel.
This document states that in the recruitment of foreign society, those who are not within the scope of the above-mentioned outstanding past students, key scarce talents and the company's special recruitment items are regarded as ordinary social recruitment, and that all departments shall not issue ordinary social recruitment posts. Special circumstances need to be examined and approved by HUAWEI's rotating chairman.
Or solve the problem of high cost of employing HUAWEI
In response, a HUAWEI employee commented to the Beiqing Bao reporter that this is the company's cost reduction. According to Huawei's 2007 earnings report, Huawei's sales revenue was 603.6 billion yuan, but its profit was 47.5 billion yuan, representing a profit margin of 7.9%. In 2016, HUAWEI's sales revenue was 521 billion 600 million yuan, and its net profit was 37 billion 100 million yuan. The profit margin was 7.1%. Comparing with other Internet companies, such as Ali, which had revenue of $25.266 billion in fiscal year 2018, net profit of $61.412 billion, adjusting the core business profit margin of EBITA to 53%. In other words, Huawei's profit margin is not high despite its high income, partly because of its high cost.
A large portion of the cost is staff salaries. In 2017, Huawei paid 140.285 billion yuan in salaries, salaries and other benefits. In terms of the number of 180,000 employees in Huawei, the average annual salary was 779,400 yuan. Some employees said that the company's current employee structure is 13-14 (new graduates) and 19 levels or above (senior experts or managers) are very few, the middle 15-18 employees, or about 90%. However, some middle-level employees are not qualified for promotion because of their inadequate abilities, but because of the long induction period and enjoying more company salaries and benefits, they have become a major target group for cost reduction. The company first closed the social recruitment channel, reduce the inflow of these people, and then rely on evaluation, internal flow and other channels, survival of the fittest, and ultimately save costs for the company.
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