IBM high-performance salary Culture

IBM high-performance salary Culture

In IBM, there is a remark: salary increases are not inevitable! IBM's salary level is not the highest or the lowest among external companies, but IBM has a game rule that keeps all employees firm: well-performing salary increases are inevitable.

Personal commitment plan
The salary structure of IBM is very complex, but there is no education or working-age salary in it. The salary of IBM employees is directly related to their positions, positions, performance and performance, the length of work time and educational qualifications are not necessarily related to salary. At IBM, your degree is a good stepping stone, but it will never be your credential for better treatment.
At IBM, every employee's salary increase has a key reference indicator, which is the personal business commitment plan-the PBC. As long as you are an IBM employee, you will have a personal business commitment plan. Developing a commitment plan is an interactive process. You and your immediate manager will sit down and discuss how to make the plan practical, after several modifications, you actually set up a one-year military order with your boss. The boss is very clear about your work and key points for a year. You know your work for a year very well, and the rest is execution. By the end of the year, the direct manager will rate your military order. The direct manager also has a personal business commitment plan, and the first manager will rate him. No one is special, follow this rule. Every manager of ib m has a certain range of scoring power. He can allocate the salary increase quota of the group he leads, and he has the right to distribute the quota to these people, specific to how many people each person gives. When rewarding outstanding employees, IBM is performing what it calls a culture of high performance.
IBM's personal performance evaluation plan examines the work of employees in three aspects. First, win, win, and first, you must complete your plan in the PBC. No matter how hard the process is, reaching your destination is the most important thing. The second is executive. Execution is a process volume that reflects the quality of employees. execution is a very important process monitoring volume. Team spirit. Work hard at IBM. Cooperation is required. There was a strong feeling in the interview with IBM: IBM is a very mature matrix structure management model, one thing will involve many departments, sometimes get help from colleagues around the world, therefore, team awareness should become the first consciousness, and we are ready to cooperate with others at work.

Two-way communication
If an employee feels very good, but does not see the reward on the payroll card at the beginning of the year, there will be more than one way to give you a personal opinion, this includes checking your reward information directly from the Human Resources Department. In IBM culture, two way communication is particularly emphasized-two-way communication, where there is no one-way command and nowhere to express. IBM has at least four systematic channels to give you the opportunity to make representations.
The first channel is to interview senior management personnel (executive interview ). Employees can use the "Interview with senior management personnel" system to have formal conversations with senior managers. The position of a senior manager is usually higher than that of your direct manager. It may be the manager of your manager or the manager of different departments. Employees can choose anything they are interested in. Such interviews are confidential and free to choose from. The content of the interview may include personal opinions on the problem and the problems you are concerned about. The company will handle these issues directly with relevant departments. The interviewed questions will be categorized and handled in a centralized manner without exposing the identity of the interviewee.
The second channel is Employee Opinion Survey (employee opion survey ). This path does not directly address your income issues, and this channel will be regularly activated. Through consultation with employees, IBM can understand the valuable opinions of employees on the company's management class, benefits, wages, and other aspects, so as to help the company create a more perfect working environment. I seldom see the bad attitude of the IBM manager. I am afraid it is closely related to this channel.
The third channel is speakup ). At IBM, the opinions of an ordinary employee are likely to be sent to the mailbox of President Guo Shina. "Speakup" is a direct channel that allows employees to get answers to your concerns without involving their direct managers. Without the consent of the employee, the identity of the "spea Kup" employee is only known by one person, that is, the coordinator responsible for the entire "speakup", so you do not have to worry about the risks arising from your speech.
The fourth channel is the appeal (opendoor). IBM calls it the "door-to-door" policy. This is a very long-standing IBM democratic system. IBM's president Guo Shina has changed the style of IBM's senior minister when he came to power. He often reverse-executes opendoor, go directly to the subordinate's office and ask how the job is doing. IBM uses opend oor to respect the opinions of every employee. Employees who have opinions on work or company should first talk with their direct managers. Talking with your own manager is a shortcut to solve the problem. If there is a problem that cannot be solved, or you think it is difficult for you to discuss the problem with your direct manager, you can use opendoor to submit a complaint to the primary manager, company personnel manager, General Manager, or any headquarters representative. your complaint will be investigated and executed by the superior.

Give troubles a chance to express their feelings
The salary of IBM is confidential. There is no upper or lower limit for the salary, and the salary increase is not fixed. If you don't think your salary can meet your requirements, you have to leave.
If you want to resign because of salary issues, IBM will not let you worry and have no chance to express it. The Human Resources Department will regret your stay and talk to you.
IBM depends on the actual requirements of employees. First, it checks whether the salary requirements are reasonable and whether the execution of the PBC is ineffective. If the company is unreasonable, IBM will improve and the company attaches great importance to outstanding employees. The second case is to check whether the employee proposes to resign for the purpose of increasing capital or for other reasons. Through conversations and surveys, ib m will give every resignation letter a good mentality to leave IBM.
In order to make your salary competitive, IBM specially commissioned a consulting company to have a very detailed understanding of the treatment of the entire human market. The salary increase of the company's employees will be adjusted according to the market conditions, make your salary competitive.
IBM payroll and benefits:
Basic monthly salary: recognizes the basic value, performance, and contribution of employees
Comprehensive subsidies-cash support for employees' basic needs
Spring festival bonus-issued before the Lunar New Year, giving employees a prosperous new year
Vacation allowance-reimbursement of the amount of money spent on vacation for employees
Floating bonus-issued when the company fulfills the set benefit goals to encourage employees' contributions
Sales bonus-rewards for sales and technical support personnel after completing sales tasks
Rewards Program-rewards for employees who work hard or make outstanding contributions
Housing Subsidy plan-the company promotes a certain amount of funds to be deposited into the employee's personal account to help the employee buy a house, so that the employee can solve the housing problem with his/her ability in the shortest time
Medical Insurance Plan-the cost of Employee Medical Care and annual health check is settled by the company
Pension Plan-actively participate in the social pension plan to provide support for later life for employees
Other insurance-including life insurance, personal accident insurance, travel accident insurance and other projects, care about the safety of employees at all times
Vacation system-encourage employees to take full rest after work. Besides statutory holidays, there are also paid annual leave, family leave, wedding leave, funeral leave, etc.
Staff Club-the company organizes various group activities for employees to enhance team spirit, increase morale, and create a big family atmosphere, including all kinds of entertainment, sports activities, large parties, and group tours.