Establishment of Brazil staff system in XCMG
In order to speed up the establishment of overseas markets, XCMG expands the scale of overseas companies, and improves the management system of the company, so as to keep the original corporate culture and adjust measures to local conditions. Not only the business direction is suitable for the local development, but also the staff management and the construction of the company system are constantly absorbing experience and improving.
In order to better adapt to the local Brazil salary and occupation development needs, since 2015 since August, Brazil started manufacturing Xugong occupation career and salary development projects, make full use of external resources, designed to adapt to local legal requirements and provide a set of occupation and compensation scheme of the path of development for the employees, adds an important basis for the management of Xugong international copy the mode of human resource management.
Establishment of Brazil staff system in XCMG
Based on research, act according to law
The company studies the local labor law seriously, deeply interprets the legal provisions such as "same post with remuneration", "salary prohibition decline, annual mandatory proportion fixed growth, no salary elasticity" and so on. At the same time, detailed research package of local market salary level, learn St Paul Delphi automobile, Bao Jie Unilever, Minas and other multinational enterprises salary experience, for the design of XCMG Brazil salary system lay a good foundation.
Clear responsibilities, hard work
According to the legal requirements, the company organization departments to amend departmental responsibilities and job descriptions, clear each level defined post responsibilities differences. The overall design of vertical promotion and horizontal development of Brazil employees broadens the space of career development, and effectively controls labor costs.
Fair stage, two-way promotion
In the process of designing salary structure, the company positioning based on the market level, combined with the current situation of the company fixed salary, the use of "different levels of the same gang" and "management + direct production" double line design, a total of 94 management posts and 20 skills hillock. And designed a new structure model of fixed annual growth adjustment, which has greatly promoted the company to motivate local employees.
In this mode, each employee can compete with his position according to his own strength, fair and just. For individuals, the effort is proportional to the harvest, in terms of the company, you can get more excellent employees. At the same time, under the incentive of this model, employees will be more active learning, improve personal knowledge and skills.
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