When the technical department conducted the performance appraisal ranking, the excellent performance of the department director, Xiao J, made Lao Shan and Alice full of confidence in the performance of the company’s management. However, after focusing on the performance appraisal standards of various departments, they still found a lot of problems, the most core of which is the level of the problem.
In the past, the company had a small amount of funds and recruiters, and I always told the candidates about the flat management of the company when I joined. But flat management does not mean that there is no stratification of people, but at the time, it is too busy to do it cost-effective. Now that the company is facing a new round of large-scale expansion, personnel classification is closely related to treatment, option incentive, year-end salary increase, etc., Both Flash and Alice think it’s time to implement it.
Old Shan and Alice agreed on the first draft, and focused on the specific standards of different departments with each department director one by one, finally formed a detailed plan, which will be implemented in the large-scale recruitment to be launched immediately after the New Year.
First of all, according to the level of professional level, all employees are divided into three levels: junior, senior, expert, different levels of treatment range, amount of incentive options, ability requirements are described in detail.
Thirdly, the management position, whether manager or director, depends on the company’s business and organizational needs, and the corresponding remuneration will increase according to different positions. All managerial positions must be evaluated as experts on a professional level, lest the layman lead the expert.
The manager in charge of business platform technology in the technology department is Thor. When he recently heard that he had been rated as an expert, he asked Xiao J, the director of the technology department, over lunch what the specific standards were. Xiao J is currently elaborating the grading rules for technical personnel. Knowing that Raytheon has been working in a large company for several years and has been promoted twice, I happened to have a chat with him and listen to his opinions, so I gave him a detailed introduction. The company’s grading standards in the landing, according to different professional fields have different provisions, specific to technical positions, divided into junior engineer, senior engineer, expert three categories.
Junior engineer refers to a person who has professional basis but is not rich in working experience and can only do simple basic work. In the specific work, but also need more detailed guidance. Overall, it is in a period of rapid growth.
Excellent graduates, or people who have been working for one or two years, but whose technical ability is relatively average, belong to this level.
Senior engineer refers to a certain amount of work experience, can undertake a certain complexity of work, for example, after the requirements are determined, some important modules in the project, can independently complete the output of technical solutions, development, online problem handling, etc. But it is not yet able to face the greater uncertainty of the work alone, in the direction of doing things still need some guidance. These people are the backbone of the actual work in the company.
Generally speaking, engineers who graduated in 3-5 years, or excellent graduates who have grown rapidly in 1-2 years, can reach this level.
An expert is someone who has a deep understanding of a particular field and can independently look for directions, define problems, propose solutions, disassemble tasks, deploy resources, and push for implementation. For example, if the company wants to launch a new advertising platform business, Raytheon has the ability to independently complete tasks such as business communication, demand disassembly, technology selection, solution output, risk assessment, work assignment, project management, etc., so he is an expert.
At this level, I will be good at the field, and at the same time, I will have a lot of dabbed in related fields, broaden my horizon, learn from each other, and form my own routine and style of doing things. This type of person is the core strength of the company executive.
Generally speaking, those who have worked in big factories or good platforms can reach this level after working for 5-10 years. Of course, there are also many people who can not work for more than ten or twenty years, because engineering is a field of practice. If there is no guidance, without the exercise of complex scenes, it is difficult to improve and break through by yourself.
These are basically consistent with thor’s conjecture, but they are very different from the mainstream factories. After listening and thinking for a while, Thor said, “Why is there no more? All the big factories I know have more than ten grades.”
As it happens, Xiao J also asked Lao Shan about this question, and quoted Lao Shan’s answer at that time, “Expert level is already the highest level of a person’s specific business ability. Although there are higher grades in big factories, those people have actually been divorced from the frontline, and their specific business level has deteriorated.”
Thor thinks what Old Shan says has some truth, but there are still many loopholes: “But why should those big factories be divided?”
Young J said: “Old Shan thinks that grading is only for specific business ability, and then it is the management level, which mainly depends on whether the organization has a pit, whether it gives people the opportunity to go to that position to access to information, empowerment, and responsibility.”
Raytheon thought for a while and said, “You mean the environment, external factors, or the needs of the company are more important to management?”
Little J nodded.
In fact, during the period of discussing grading standards, little J increasingly had a very serious sense of crisis. He felt that if you put Thor in his place and give him a couple of months, he would soon be able to fit in. What he does in daily life is not complicated, except that he needs to rely on his own technical ability and experience to deal with the professional field. The rest of the management work that occupies most of his energy is routine. Once you know and see it, you will know how to do it. Moreover, due to the existence of the team, there is a lot of room for error in management.
In other words, you need the company more than the company needs you. Even little J himself thought, if the company went bankrupt, Raytheon such a level of experts, it is easy to find a new position, but he wanted to find the same position is too difficult. Even, if it is not their own technical ability also to the expert level, once the company gave the director of the position is gone, was returned to the original form of senior engineers, and even unemployment is not impossible. Who needs a completely foreign person whose business capabilities have deteriorated but who knows the ropes of management?
Thinking of this, little J suddenly remembered that Lao Bai, the test manager of his own team, had been so persistent in order to join Xudream.com that he even gave up the TL position of his former employer. Only really let their personal ability to grow to the expert level, is a person can rely on the most things. The management post is given by the company and can be lost at any time. It is not just needed in the market. Only the actual level of work is the most hard currency.
Xiao J suddenly admired Lao Shan very much. When discussing grading with several department directors, he once said that for those who have reached the expert level, as long as they have no obvious ability defects and are willing to grow with the company, the company will choose them as the first priority when the management position is vacant, instead of hiring outside.