According to later reports, in 20021year, the recruitment scale of Meituan may reach 60,000. At the same time, Meituan plans to introduce 6,000 to 1 10,000 people through school recruitment. According to the estimation of the human resources department of Meituan, the company will naturally flow out 20,000 people this year.
"This is actually to reduce labor costs in disguise through the flow of people." Since the implementation of the New Deal for half a year, it has had a great impact on Han, a non-leadership employee.
According to many years of experience in dealing with the IT Internet industry, Yang Lei, vice president of Hande Group Greater China and general manager of the information technology industry, thinks that the argument of "reducing labor costs" is slightly biased.
In his view, the fundamental purpose of adjusting the rank and salary strategy of Meituan should be to optimize and adjust the talent echelon. Reduce the frequency of promotion, increase the opportunity of salary adjustment, and decouple promotion from salary increase in order to provide a more flexible system for multi-level talents.
Unbind promotion from salary adjustment, increase the frequency of salary adjustment, and let enterprises have more ways to reward talents. Especially for enterprises such as Meituan, which are still running in great strides, flexible means of talent allocation are particularly important.
As the US Mission explained in the open letter: "Under the increasingly detailed and standardized rules, the current rank system is not flexible enough to support the development of talents, and it can no longer well adapt to the development demands of multi-business and multi-channel employees."
At the world internet conference in 2020, Xia Huaxia, vice president and chief scientist of Meituan, once said that Meituan would always have 200 businesses. In a collective interview on 20 17, Wang, senior vice president and president of the business group of Meituan, said that Meituan would never give up the opportunity even if it made the organization chaotic and redundant in the short term.
Even, some insiders pointed out that the recruitment target of 60,000 people is only the beginning with the ambition of Meituan in the retail industry. Such a speed of business expansion requires enterprises to have a more flexible and adaptable talent compensation structure. "Internally, we can deal with the external pressure of digging people through simple salary adjustment; Externally, high-paying recruitment can also ease the pressure on ranks. "
"If I were the boss, I would do the same." Mia, a recruitment expert at Atomic Group, a headhunting company, believes that a complex rank structure not only means a lot of communication costs and administrative costs for enterprises, but also is not conducive to stimulating employees' subjective initiative.
For individuals, such a system will bring polarization: for those who want to achieve rapid promotion, they may choose to change jobs; For those who seek stability, they have to accept a salary increase and maintain the career prospects of the same rank for a long time. But she also admitted that this kind of stability requires employees to have a good attitude and steady business ability, and "it needs some luck."
Flattening is an inevitable choice for enterprises to run quickly, but it is mixed for individuals.