Grand use "game" management staff: accumulate experience value realize promotion

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To network game started a grand, in the staff management has also introduced the game's "Essence." In the 2010, when labor disputes continue to be staged, the grand model seems to have its own reasons for reference.

Li Yuan (alias) is a grand General staff, according to his comprehensive situation, just entered the job was rated as 30 ranks (SD30), the monthly salary is 5000 yuan, the corresponding starting experience is 20,000 points, post experience is 1000 points. In the future, he in the grand work every day, as long as completes the job, will automatically increase the experience value 2 points. It takes 250 working days, probably 1 years, to get 500 points from SD30 to SD31.

But in fact, in just 8 months, Li Yuan on the project to get the 500 points ahead of schedule. And the basic pay rose from 5000 dollars to 5250 dollars, and the increased experience was rewarded in the form of bonuses. Such a set of salary management system, in Shanda is called game-type management system.

"We have a system in which more than 700 projects have been approved and completed." Throughout the 2009, the number of grand per capita promotions reached 1.62 levels, while remuneration rose by 14%. One of the fastest-promoted employees has 16 levels, which, at least, have risen by more than one times. "Shanda Group HR Vice President Jin said.

achieve promotion

Will self-management be contradictory to the traditional line leader?

"This system forms self-development and promotion of career development model, so that the company from the management point of view to achieve the optimal allocation of human resources." "Jin said, after two years of implementation, the current Shanda, including" Experience value system, "the core of the game-style management has been gradually improved.

As a game to start a grand, this set of management system and game quite related.

More than two years ago, faced with an increasingly large structure and staff, Shanda managers whim: Why online games can bring users a lot of satisfaction, and even the 500 strong enterprise employees are also difficult to meet?

"Can the management of the game apply to enterprise management, to create greater value for the enterprise?" Jin talk about the original intention of game management.

It is reported that each system in the grand staff, will see a similar game interface management system. There will be some sort of column of the game's recharge, blood and role levels, which represents a series of important data linked to the employee's pay system.

The most important of these is the experience value, as it is directly linked to the employee's remuneration. "In this system, there is also an upgrade assistant, you can clearly calculate their promotion to the next level of experience, you can also find five insurance, including travel subsidies and a series of benefits." Each employee can see their past growth and the corresponding experience of the next 5 levels. "Jin said.

Fang Ye, director of executive compensation at Tao Rui Yue China, even the world's first-class human resources management system, it is difficult to make public transparent, in fact, the management system behind the human resources managers put forward a very high level of requirements and, although the surface is only a promotion and other phenomena, but without the support of various systems, This system is difficult to operate effectively.

However, whether self-management will be inconsistent with the traditional line leadership, the latter weakened, the management system behind the requirements of managers is not as easy as "game".

Two track

What is the balance between additional projects and job responsibilities?

Many grand employees like Li Yuan do not need languish days to wait for promotion, an important way to gain a rapid increase in their experience is to do "projects".

The channel that the employee obtains the experience value is two kinds, one is the post experience value, the other is the project experience value. The former is the employee to complete the work every day of the reward, but also play a role in the assessment, and may even be deducted, and the project experience is the additional work, generally is only the award of impunity.

In grand, there is a noun is highly praised by staff, called "project". "Can often see an employee with a lot of middle-level in doing projects, they will spontaneously to coordinate, such a way, so that all the grand middle and senior can see our grand staff talent, but also to help the Human resources department do a lot of inventory work." "Xunli said.

If you do not take the initiative to "project", Shanda employees have a choice is to do "task." Game enthusiasts know that many games in order to attract players, often set a number of tasks, so that the player through a task to gain experience value.

Jin told reporters, Shanda has a mission system platform, which has a variety of tasks. "You can get the experience by taking the job and accomplishing the task." ”

It is reported that, according to the 2009 statistics, from the game-style management system of all the grand staff point value, the final proportion is 5:6.25, of which 5 of the position is the experience value, 6.25 is the project experience. Of these, about 25% gained 86% of the project experience, and nearly 50% of them gained 99% of the post experience.

Shanda Network Game-type management system leader Dr. Xunli, in 2009, only in the 3rd, the first 42 quarters, the grand employees through the system of the number of self promotion of nearly 2000 people, the promotion of these 2000 people have not been approved by the leadership.

However, when employees are able to grow up in their own hands, there is a new worry: it is likely that an employee to do their own department work, not as good as other projects to participate in the higher income.

"What does this system essentially encourage? Do you encourage doing your job better or do more projects?" A senior media executive asked questions.

China Human Resources Development Research Association secretary General, "China Human Resources Development" Deputy chief editor Li also believes that the project and job responsibilities between how to deal with, how to measure what work is the job, which is the staff additional contributions, this is a difficult system.

After subversion

Can the system remain fair and employees remain fresh?

This mode of subversion of traditional management style, the attention is also faced with a lot of questions.

Gaining experience is a chance to achieve rank promotion and pay rise, which is consistent with every employee. However, whether a diligent sweep aunt, can rely on years of effort to gain experience value of a rise? Jin's answer is no. "The rank of this post may be only to SD5, that is to say, to reach level 5 will no longer rise." ”

Xunli said that different types of work, the same working life may have different ranks. For example, an HR manager is similar to a product development manager, but a product development manager may have a higher contribution to the company, so the corresponding rank segment may be 50 to 55, and the HR manager may be 40 to 45.

How to reasonably set the scores and spans between different ranks is a more challenging part of the system hidden behind the surface. When designing this rank curve, a series of problems, such as score allocation, post evaluation, internal competition and special promotion, must be open and fair.

One of the difficulties of this system is that the management of human resources and every level must adapt to this enterprise management system. "To quantify everything to the experience of employees, there is a lot of coordination and balance, including the relationship between human resources and managers, how to work with the whole system, need to coordinate the relationship between the various aspects." This scientific decision-making process is very difficult, not only to adapt to the system, but also to do more communication. Li said.

"HR Manager" magazine executive Editor Liu Xingyang pointed out that the current system is mainly focused on interest-oriented, and employees of individual remuneration, positions, titles and other benefits linked. How to guide the interests to value-oriented, through this system so that employees know what the meaning of my work, so that the automatic spontaneous completion of the work is the system needs to be further resolved.

In fact, Ctrip has launched a wealth integration plan, although there is no grand game-style management system perfect, but think the same. "Our company has had a noticeable decline in incentives in the third year." For a fast-growing company, the new management system in the first year may feel very fresh, but in the long run, whether the system remains relatively fair, the staff to maintain a sense of freshness, is placed in front of the challenges of managers. "said Shi, senior director of human resources, Ctrip's Travel network.

Key points of game management

1. Faced with the increasingly large structure and staff, Shanda managers whim: Why online games can bring users a lot of satisfaction, and even the 500 strong enterprise employees are also difficult to meet?

2. Chen the traditional management mode of subversion, so that employees get experience value to achieve self-development and promotion of the management model.

3. Whether self-management is in contradiction with the traditional line leader, weakening the latter, the requirements behind the management system for managers are not as easy as "games".