Grand leave employee exposure wage system

We are lamenting the loss of its status and various obstacles or mistakes in our policy and strategy. We also talk about the beginning and the present of Chen Tianqiao, but most of them are analyzed from the outside. Although "do not know the true face of Lushan Mountain, only in this mountain edge," that internal staff is how to see it?

The following article from known anonymous users, the author joined Shanda in 2009 and served in the Department of Strategic Investment, but what he felt accelerated his departure.

The grand wage system is the industry's rumored "experience value system", that is, you have an initial grade into the company; then go to work every day plus experience value, participate in a variety of projects similar to play a copy of the project experience; experience accumulated to a certain degree of escalation , And then the system automatically increase wages, do not look for what HR and leadership talk; looks pretty good is it?

Net-wide network of internal staff salary system

The following is a summary of the users:

The grand wage system is the industry's rumored "experience value system", that is, you have an initial grade into the company, and then go to work plus experience every day, participate in a variety of projects similar to play a copy of the project experience. Experience accumulated to a certain degree of escalation, and then the system automatically increase wages, do not look for any HR and leadership talk.

I graduated into a grand, into the company in 2009, 26, pre-tax 5500. 6 months internship only 80% open, which is 4400, of course, what kind of subsidies, anyway, I remember my first half a month to work hand in hand 4000 a little earlier. The following table is based on each level up 5% salary form (of course, then every year the company has salary, in recent years may be higher than the form written.) So into the company is a long process of upgrading, I At that time 26 liters to level 27 did not remember the wrong point is 1000 experience, 27 to 28 seems to be 1200 not 1400 experience, anyway, the more experience needed to upgrade to the back more. I am an operating position, every day to work is 4:00 experience value. The highest technology, is 6 per day; minimum customer service is only 1 point per day.

Sharon everyone to hang the badge of the belt color;

Blue band: grassroots employees (blue collar)

Red band: middle-level staff

Yellow band: high-level staff (Huang = Wong)

Grassroots, middle and high-level by grade:

0-42 grassroots, 42-72 middle, 73 or more high-level;

Divided by salary is below 1W2 grassroots, 1W2-5W middle, 5W and above high-rise.

Grassroots employees are: employees, supervisors, departmental deputy manager

Middle-level employees are: department manager, assistant director, deputy director, director

Senior staff are: Senior Director, Assistant President, Vice President, President