Huawei's first half of the year's big pay rise

(information picture) CFP for the first half of this year, Huawei Tencent and many other companies a high-profile pay rise a "Huawei 40,000 employees pay 11%" news on the internet caused a strong response, but also the first half of the hot topic to ferment again. This makes many other enterprises employees "envy", but reporters yesterday in the communication with a number of enterprises to understand that, in fact, the first half of the company's labor costs have risen sharply, "pay rise" has become an inevitable trend.　　In addition, the annual report of listed companies shows that 60% of listed companies raised salary last year, among them, private enterprises more strength. Article/table reporter Liu Nio, Zhang Zhonghan, Xue intern Li Zhimin A "Huawei 40,000 employees pay 11%" news on the internet caused a strong response, but also let this one of the hottest topics throughout the first half of the fermentation.　　Reporters found that the first half of the company's labor costs have risen sharply, "pay rise" has become an inevitable trend. Huawei, the United States, Tencent led Ga Jua for the first time recently disclosed that the company's staff remuneration composition, in this year, Huawei's more than 40,000 grass-roots staff wages averaged 11.4% per cent, and Huawei's second half of the salary is expected to increase 5%~10%. In addition to a pay rise, Huawei's pay level also makes many corporate employees envy, Huawei 2010 sales revenue of 185.2 billion yuan, an increase of 24%, while the cost of employees this piece of expenditure is 30.6 billion yuan, an increase of 23%.　　Based on Huawei's 110,000 employees, the average employee costs nearly 280,000 yuan. Tencent also announced a high-profile increase in April this year, in addition to the per capita salary increases of 9.3%, Tencent will be in the next three years to invest 1 billion yuan to set up a fund for eligible employees to provide interest-free housing.　　This welfare policy allows Tencent employees to call "father and mother is not as good as Ma." U.S. human resources related officials yesterday also to our correspondent said that the United States in human resources expenditure from 2009 to show a sharp increase, this year is expected to increase 40%~50%, "but reflected in the staff's specific salary is not so large, enterprises in addition to pay employees cash wages, but also to bear Social Security,　　Such expenses, such as Provident Fund, will increase as the basic wage increases. Six into the listed companies last year, "private" pay rise in corporate pay increase is not an example. Reporter browsing The 2010 Annual report of listed companies found that comparable to more than 1800 companies should pay a total of 321.1 billion yuan, a significant increase to 18.31%, and the number of employees in the workforce only increased by 8.7%. Not only are executive pay rising, but the earnings of most listed companies are also steadily rising.　　Statistics show that more than 60% employees in the 2010-year period have risen to varying degrees on average. However, the listing of private and state-owned enterprises pay rise differentiation is more obvious. Among them, the average income of most private enterprises has already started to rise, such as Gold Group 2009 total staff of 6958 people, a total should be paid 463 million yuan, per capita 66,500 yuan. In 2010, the company's 8262 employees were paid 662 million yuan, per capita amounted to more than 80,000 yuan.　　If calculated according to this caliber, the 2010-year employees of the Golden Land Group rose by 20.38%. But large state-owned enterprises, the overall increase in staff income is small. According to the annual report data, the average salary of the Agricultural Bank in 2010 was 77,800 yuan, an increase of 14.66%, the construction Bank of 99,900 yuan, an increase of 9.89%. But the annual average salary of the company's big-share listed companies last year was only 51,100 yuan, down 4.1% year-on-year.　　Citic Bank, although the staff income reached 234,100 yuan last year, but still a sharp drop of about 20%. A brokerage analyst told reporters that in recent years, the average salary of the employees of listed companies in the increase, especially private enterprises, "if the wages and benefits are not followed, recruitment is more difficult." But for large state-owned enterprises, because the work is relatively stable, some benefits are better, wages are not very obvious increase.　　"the analyst said. Some companies admit that there is pressure to raise wages although "pay" has become a trend, and get a lot of enterprises to practice, but the company's executives told us that such a pay rise like Huawei is not universal for Chinese manufacturing enterprises, "Huawei is alternative, its margin level in all China is one of the highest, There is certainly no pressure on a global level of competitive profitability, "the executive said." For most Chinese manufacturers, the pressure on pay rises is a rather tangled issue for companies.　　"Especially in the export aspect, because the Chinese enterprises to export more OEM form, there is no brand premium, the United States, the relevant officials said, the increase in human costs will be directly reflected in the end product price, resulting in the loss of orders." More noteworthy is that many enterprises, although already established a complete set of internal compensation system, however, the implementation of the situation is rather pessimistic, the management of enterprises understand that in the current inflation background, pay rise is an inevitable trend, but not add, how much depends on a number of factors, not only to see the enterprise's affordability,　　Also depends on the long-term development of the Enterprise plan, of course, the most important thing is "whether the boss is willing to promote."　　Zhi Gao related to the head that the salary is not a simple increase in basic wages, enterprises have to establish a performance wage, business bonuses, such as a comprehensive, systematic system, and effective implementation of the actual income of employees increased, they will not be too concerned about adding hundreds of yuan base salary. Expert pay promotion economic adjustment impact low-efficiency enterprise Guangdong Human Resources Institute, Vice president of the South China University of Technology, professor of management Huang Pelen in the interview with our correspondent, said recently, some enterprises such as Huawei, such as raising wages, this has two reasons, one is the policy pressure; second, market pressure.　　This is also an enterprise to enhance competitiveness of a consideration, good enterprises, to the world's first-class enterprises, such as Huawei, as a good business, of course, should walk in front. He pointed out that raising wages, which was aBig trend, which has a great impact on our economic restructuring, compared with low wages and low efficiency, high efficiency is more reasonable, but this is a gradual process, different enterprises and industry characteristics are different, can not be unified requirements. To raise wages, enterprises also have to consider two aspects: the appropriate conditions and expected to be effective, its wage level and its benefits are consistent, can not blindly compare.　　Achieving universal employment and high wages is a dilemma for society, considering the actual affordability and economic level of the enterprise. And Professor Yemaolin, director of Human Resources Management, Department of Management, Jinan University, stressed: Huawei and other enterprises to raise wages, on the one hand, because of our policy guidance, enterprises to comply with the public opinion of a behavior, on the other hand, enterprises to improve employee satisfaction is a means, although there are now raw material prices　　I think these companies have been tested in advance, within their reach. Professor Ye said that it should be said that these enterprises to raise wages will have a leading role in the model, especially in the same industry, there will be a certain impetus, which in the long term conducive to our economic restructuring, but for some inefficient enterprises may bring impact.