ZTE was accused of laying off 6000 employees in disguise in six months

In ZTE Corporation (hereinafter referred to ZTE) Shenzhen headquarters for nearly two years of work, Lu Xin, a few days before the Spring Festival signed a cancellation agreement.　　He was "C" in the latest performance review at the end of the year, and the company dismissed it as "incompetent".　　Maohai, who was sent to work in Africa for a year, was suddenly received a telephone call from the company's personnel department last July, and was accused of "being C" in the first half of the examination, requesting that the cancellation agreement be signed as soon as possible. Lu Xin and Mao Hai are colleagues, because they are divided into different departments, do not know each other.　　They met two people, is purely because of the inclusion of a QQ group, which members are the last two groups of "C" ZTE employees.　　According to Lu Xin, Maohai reflects that since 2009, ZTE began to strictly implement every semi-annual staff elimination system, each department has 5% of hard indicators, mandatory elimination of staff. "5% is eliminated every six months, 10% a year." ZTE currently has more than 60,000 employees, according to the ratio, zhongxing last year cut 6000 people. "Maohai said.　　He and the Q Group members agree that such a rigid indicator of the elimination, more like a disguised redundancy. Half a year 5% hard to eliminate the target "by C" is the internal employees of ZTE, that is, in the company every six months of performance assessment in the C-class employees will be dismissed.　　In ZTE This is also known as the elimination system. Maohai's Africa office has 101 people, and he has 4 colleagues at the same time as "C".　　He clearly remembers that his office, in the same way, had left 5 colleagues in an assessment six months ago. "They say there is no way, is the company's hard target, must have 5% people go."　　"received the personnel call, Maohai had with his direct leadership has communicated, still get this let people helpless answer." According to the Q Group from Nanjing, the main Sucza introduced, this group of members from the ZTE, such as Beijing, Shanghai, Shenzhen, Nanjing, from different systems of different departments, such as market systems, research and development system, logistics system. "We know each other, our department has a fixed quota, the elimination of indicators are mandatory, the proportion of half a year in about 5%."　　"said Su Cao. But on ZTE's mandatory 5%-percent elimination, they told reporters that they had not seen the relevant provisions.　　They generally reflect that the Department is in accordance with such standards, executive leadership or HR to their employees have such a reference, but also the internal staff default statement. "There is no explicit provision, ordinary employees do not have permission to see." However, in the assessment method, there are provisions for the proportion of C. In ZTE, being hit C means being cut or fired.　　Li Yu, from Beijing, said he was also a C-drop in the two batches of tests. According to Li Yu, the situation is that the elimination of indicators from the company's headquarters HR layer to the following levels of division. The minister then breaks the elimination list down to various sections within the department. If the Minister does not submit the elimination list in time, it isPunished, including fines, pay cuts and even dismissal. "Under this rule, the proportion of these sectors eliminated is almost the same, whether they are profitable or not."　　"The unreasonable thing about this approach is that if the entire department is good, find the people at the end of the list," Li Yu said. Times weekly reporter on ZTE Internal whether there is a rigid elimination system to the ZTE company to prove. "ZTE has been implementing the elimination system," said Cuckoo, PR manager of ZTE's brand. This is a normal flow of people, but there is no mandatory phase-out target of 5% per annum. This is not the case in my department.　　　　At the same time, the reporter also called ZTE's human resources department, the relevant staff also denied that ZTE has the hard to eliminate the elimination of the argument, but also unwilling to disclose the number of 2009 specific elimination. The assessment mechanism is seriously challenged. In fact, the elimination of the bottom is seen as an incentive mechanism for employees, which is a common practice in many enterprises. Enterprises can optimize the internal human resource structure.　　Earlier, ZTE's rival, Huawei, had been criticized for having implemented a 5% elimination system. "From the enterprise point of view, the company to develop, to compete, the talent of the fittest is very normal things." But the key is whether the elimination is reasonable.　　Li Yu to The Times weekly reporter pointed out. In a document on the internal employees ' performance management approach, which was received by the Times weekly reporter, the review had stipulated that "employees who are not competent to work should be assigned training to improve their performance or to adjust their positions." If the training or after the shift is still not competent, should be eliminated in time. "The list published years ago to know that there is me, the company gives the reason is: the job is not competent, adjust the post or training is not competent." "ZTE's Guangzhou department's Tang, because of" C "has now left. "But the truth is, I've never been assigned to a post, and I haven't had any training in the past year."　　"There are also a number of Q group members who have encountered similar tang. In addition, these workers who were eliminated at the bottom did not receive a reasonable compensation. Most of the employees are reflected in C, ZTE company only to be eliminated staff (n) x basic salary compensation. However, according to Beijing labor law experts, tannin law firm Labor Department lawyers Shen to The Times weekly reporter, the company's own provisions of the elimination of the system is the practice of the law is inconsistent with the labor laws. Layoffs are the legal dissolution of labor relations, but the elimination of the lowest employees, the actual enterprise in the illegal labor relations. "This illegal labor relations, the eliminated employees have the right to be able to resume labor relations through arbitration, and after the dissolution of labor relations, employees can be asked to get (2n+1) x salary double compensation."　　Shen said, the elimination of the bottom of the essence is a disguised, recessive layoffs. Since enterprises can be laid off legally, why should the law be used to eliminate the lowest? A legal scholar told The Times reporter that this is because companies may not be able to meet the conditions for layoffs, but companies want to be fixed every year to reduce staff,In order to reduce the higher human costs, thus absorbing lower manpower costs. According to public information, ZTE will carry out large-scale campus recruitment every year.　　October 20, 2009, ZTE launched the 2010 session of the Global Campus recruitment, recruitment of up to 4000 people.　　Due to the unclear and unreasonable compensation, several ZTE employees have started to seek legal aid to apply for Labour arbitration to the local labor bureau. Shanghai employees who have successfully applied for arbitration have "heavy shoulders in office" (the network name of the employee), which is also due to the inability of the job to be qualified by C. "Heavy shoulders in office" after the lawsuit, has won the court's support.　　He recorded the entire process of the company's arbitration in his blog, and became a guide to the case of C employees seeking legal aid. "Failure to pass the exam does not equate to incompetence," he said. Because the way of assessment is mandatory behind the people do not pass, if we are 100% can be competent to work, it means that there must be a competent job but the assessment did not pass the results. There are serious problems in the evaluation mechanism of ZTE. "Elimination of efficiency improvements according to ZTE's public information, the company has been implementing the system of elimination of the first place since 1997.　　Since it is a system which has been implemented all along, why has it been so strongly criticized now? Li Yu, who has worked in ZTE for 5 years, said that ZTE had not enforced the system until 2008, and that "the person who resigned could act as a C-level quota, but the department would not have to report the list if it felt that no staff could play C." The elimination mechanism is relatively flexible.　　"But since 2009, management has announced the strict implementation of the system of elimination of the lowest, the elimination of the lowest is also a rigid rule." In fact, ZTE has had many internal adjustments over the past year, by "hard work" to shorten the gap with rivals. According to a reporter received a copy of ZTE's internal publications, CEO Yin in 2009 Business Work Summary meeting, the 2009 definition as ZTE's "efficiency year", the core task is to enhance the efficiency of the company. He stressed that the overall scale of ZTE's rise in 2009 was greater than the increase in human resources, that is, per capita efficiency was enhanced. "It's important to see that there is still a lot of room in the company to improve efficiency," he said. ZTE's 2009 advance report said ZTE's performance had increased significantly. The report shows that in 2009, ZTE expected to achieve net profit of about 2.374 billion-2.59 billion yuan, an increase of 43% to 56%. The overall sales figures have not been announced.　　However, Yin proposed that the overall operating target contract for 2009 sales of 80 billion yuan, and the gap between Huawei is still clear, Huawei's sales have exceeded 20 billion U.S. dollars. It is understood that before 2008, ZTE's personnel management has been by ZTE Senior Vice President Zhou Susu in charge. March 19, 2008, Zhou Susu announced his resignation because of the illegal sale of ZTE shares. Since then, ZTE announced that the new senior vice President Churwei replaced Zhou Susu in charge of the personnel center. PublicSenior management data show that Churwei joined ZTE in 1998 as Vice President, has been in charge of the company's logistics and procurement work. In an interview with Churwei's published article, Qiu said that "the company pledged 2009" No layoffs, no pay cuts. But the staff appraisal elimination must not relax, the proportion is invariable, the strength increases, the examination content pressure must increase. "(the names of the above employees are all aliases)