The way it is.
Classmate Yang University, earlier this year, when switched to Ali, Ali Hangzhou headquarters of a business sector HRG, is mainly responsible for the performance appraisal and motivation of this work.
After working for more than three months in Ali, Lao Yang and I chatted some amusing stories in his interview Ali, which has a face questions very impressed, title roughly like this:
Business sector, there are two sets annual performance appraisal done PK, who do better performance, they take away most of the bonuses. A performance of the sector after last much higher than the B division, but the assessment results submitted to the HR department, was found to have some minor problems on computing; as a competitor of B about the incident, the leadership began to reflect the performance of A is doing when the emergence of various violations, trying to replace B, this time you as a person in charge of group a, which is how to resolve this storm? (You can also think about, write the answers in the comments section)
This pavement listening to questions, I am kind of surprised.
In this problem, ask the HR is not how to do, but as a business person in charge of the team how to do, it is clearly to test the extent of the candidate's understanding of the business, crisis management capability, support the business level, more important is the assessment understand the nature of.
I asked Yang, how do you answer? Yang smiled and said, you think about yourself.
The same day, Yang also talked a lot about me and Ali performance evaluation on the implementation details of the content, learned a lot, and today everyone to share Ali's assessment scale.
01, Ali overall performance orientation:
Ali, the most important feature of performance appraisal is: have values assessment.
Ma told the HR department issued a directive: To turn off strict recruitment, recruiting talent, to attract those "who Ali and taste the same." The so-called "Ali and taste the same people," that is, the values agree with Ali.
Ali doing very in-depth assessment values, used to have a sales staff, can produce more than 20 million a year of performance for the company. But because the customer record in the visit made a false information, violation of integrity. Although customers come specifically to fly for him to explain and plead, but the man still was fired.
Values seem to be hearing it said it false, but it tells employees what the company's bottom line is, what rules we do things internally Yes. It is like the role of traffic lights and zebra crossings, regulate your left or right in the process, make sure you are not biased direction, but gives you some flexibility , which is Ali Performance Assessment greatest feature.
Values given night for about a consensus, a consensus must comply with, we should want to comply with constraints, this is Ali overall assessment guide.
02, Ali overview of the overall performance appraisal:
Assessment content: performance and values 50-50
Assessment Frequency: quarterly assessment based
Department Sort: 2-7-1 Sort
Personal Sort: 3-6-1 Sort
Assessment tools: KPI-led
Exclusion criteria: two consecutive quarters, became the end of the 10%
Promotion conditions: the annual KPI of 3.75 (score by definition below)
Basic salary: more than 14-16 months, more good team
Targeting: the company leadership to determine the goals, targets are generally high, such as the goal of 10 billion yuan, 600 million is generally complete basic standards, in line with the completion of 800 million is expected to complete one billion is beyond expectations
Track Goals: Once you have KPI, divided into four quarters, each quarter into months, weeks, some departments to date. Weekly meeting every week, every week weekly, everyone will go about their target completion, not completed, so you need a remedial plan
Evaluation forms: three to one assessment, for example, you are a manager, the higher is the Director, Deputy Director will report to. That assessment manager director at the time, to attend the vice president, human resources plus the appropriate department, thus preventing the "mouthpiece"
The results reward: the target completion: basic standards then the basic bonus and a red envelope have little or no; in line with expectations , then there will be a bonus and a red envelope, and the team in the top 20% of people have the opportunity to promotion and pay rise; exceeding expectations words , bonus and a red envelope will be great, but also sectors drums, year-end awards will increase, 20% of people within the department before someone will certainly promotion and pay rise
03, assessment very strong values:
Ali within human resources, everyone knows the values of evaluation is very important. Ali because people think: if only measuring performance, with no assessment that there is no difference.
Assessment of performance factors of non-enforcement, so the company up and down very seriously. Ali assessment methods and values: self-rating and comment . Using standard third gear:
A file: Beyond self impact on the team, and organizational integration has been widely praised. Belonging to the benchmark
B file : the words and deeds in line with the performance requirements of the values of Alibaba, Ali whole is a qualified person
C file : lack of basic qualities and requirements, breaking the bottom line value, differ according to the degree of improvement or leave
Two consecutive appraisal cycle are C files, it would definitely be eliminated.
Each department was doing when the values of the evaluation will pay particular attention to: attention to detail usual work, those small acts, according to the appraisal of all there must be time, there is place, an event, there are comments. Rather than racking our brains decide whether the qualified person values.
04, Ali performance appraisal rating:
Ali said the Internet in abandoned KPI, enable OKR, it is basically nonsense, who believe who no brain. Ali still use most of the departments KPI , only a few R & D department in attempting to use OKR, and just try, but OKR current course is also criticized by many.
Just look Ali appraisal values will know, OKR want to popularize Ali, was simply not feasible at present.
Ali developed the core KPI's: the company's interests, departmental interests, the interests of employees triple, all forces have to make one. Performance score is divided into six grades, namely:
3 points: unqualified
3.25 points: the need to improve
3.5 points: in line with expectations
3.75 minutes: part than expected
4 points: continuous consistently exceeded expectations
5 points: Outstanding
According to the overall proportion of 361:
-3.25 min 3 min accounted for 10%
3.5 share of 60%
3.75-5 share of 30%
Currently, only about 10% of employees in the performance appraisal can get 4 points, 4 points is very difficult to get, it not only means 12 minutes of effort, but also be able to do, and solve important problems. Ali Baba, one can get 5 points, can blow lifetime.
05, Ali talent inventory:
Ali saying:
Worthy of good people, bad people sorry. Jiangqinfalan award and eliminating the inferior, to ensure objective and fair assessment, to give the corresponding reasonable return.
Behind the return of no more than three points: promotion, a raise, honor .
In general salary increases and promotions will be included with honor, while the latter can not attach a promotion. Employee salaries can be equipped with tall, you can go far, using a tool Ali talent inventory .
Alibaba, there are three major events each year: 9 - October to do strategic; November-December budgeting; February --5 months to do talent inventory.
2019 shortly after the end of the inventory of talent, talent inventory each year, done after you will find that there is a team who is it available, who may have to continue to observe and who need to be adjusted or even eliminated.
Ali talent inventory and can do a good job, but also all rank system to begin with, the system ranks the world famous Ali, with the rank system, Ali talent inventory to run, the specific classification, we draw up a table, we feel at:
06, Ali rank system:
As of March 31, 2019, a total of 101,958 employees Ali (Ali sources of data from calendar year 2019 Q1 earnings).
Which, M5 (P10) and more employees (the current number of 500 +), belonging to the Organization Department of Management; M4 (P9), M3 (P8) Number of there are thousands.
Well, Ali rank system in the end is how it is divided, directly expressed by a table, you can pigeon-holing, if you join Ali, it could be a few P?
07, Ali's management map:
Now the Internet is widespread Ali three tricks , internal Ali is currently not in use.
Ali closed-loop management, rely mainly on: Strategy - Action - Feedback - common to see these four components, all administrative work around these unfold, the details can see the figure.
08, the basic logic Ali pay:
1, to pay result (prize), to the efforts of applause (Reed) 2, failed to appreciate the valuable reward persevere in our efforts to get the results of individual dry 3,3 5 people live, take 4 personal wages 4, plus wages your post is the company with the new and higher requirements 5, those jobs no salary, the first upgrade its role and value
Very clear logic Ali, wages, bonuses, red envelopes, equity: the cost of salaries is the company's employees to buy time; the bonus must be employees beyond the company's expectations will be made on it, not everyone has. If the company has a few special people or inspiring things will be red envelopes, red envelopes once made is that everyone has varying sizes only. Equity is an investment in human potential, after five years if he so, then give equity, the classification of posts of course, when it will pull it up.
09, Ali concrete Salary:
Collected a salary level and the number of shares under the Alibaba rank system, with particular reference to the following table:
Over time, Ali Baba in salary and stock these two showed the opposite trend, salary increases relatively large, and the number of shares granted decreased significantly.
About seven years ago, a P7 Ali employees can get the 2400-3200 shares, and now the number of shares granted P7 level 800-1200 shares will also work for at least 2 years to get, over four years to get finished.
Ali is the specific reasons for 888888 shares more valuable.
10, Ali requirements of human resources
Ali, human resources also has a very high demand, the key is you need to have: a solid and comprehensive human resource management skills , establish guiding shoulder, optimizing processes and mechanisms to promote the management of continuous improvement, to stimulate the vitality of the organization's responsibility .
Ali, HR is very important to understand the business, understand the business but the premise is still the understanding of professional, I do not know if an HR professional, will kill faster. In addition, if the extension line of work in HR habits, habits follow the original management experience to work, lack of awareness initiative to break the boundaries of responsibility, no one arrested determination in the end, it will soon be eliminated.
11, Ali is currently the performance aspects of remuneration
Now Ali's performance appraisal, there are many problems remain, in fact, no company is perfect performance appraisal, Ali's overall performance management policy is good, but in the hands of the competent execution of shape. Description efforts to implement and employees understand there is still a problem.
Therefore, the need to recruit outstanding HR, joined the team, to improve the performance appraisal, Yang and thus joined Ali at the beginning of time.
Ali left the headquarters of the time, is 22:00, this is my shot Ali in the evening office look.
Late at night, still struggling people.
