Why didn't the largest cable company, which overhauled its personnel system for the first time, specifically introduce "operational"? the new switch by Daily Industrial News
JCOM aims to employ 10, 2000 employees directly, and comprehensively introduces a new personnel system, including a results-oriented compensation system and the training of professionals. The substantial revision of the system is the first since the company was founded in 1995. Due to the rise of Internet video distribution services and other reasons, the environment around cable television (CATV) is changing. Encourage employees who are highly professional and challenge new things to speed up the creation of new business.
According to the setting of the difference in the rate of salary increase in the position, the higher the salary level of the high staff who stay for a long time in the same position, the higher the evaluation, it is difficult to reduce the salary without a pay increase. On the other hand, employees who are newly promoted, highly motivated and underpaid are more likely to get a raise.
In addition, it is necessary for college graduates to become the shortest management positions and enter the company for 10 years. The new system is 6-7 years, and 20 generations of assistant section chiefs are also possible.
In the aspect of improving professionalism, the "professional belt system" in five job areas, such as distribution company, marketing and sales, has been introduced under the position of section chief. Get rid of the traditional career concept of having subordinates as the goal, even if there are no subordinates, highly professional people can hold positions equivalent to managers. In principle, the transfer from the place of residence to remote areas where it takes more than two hours has been cancelled.
At the same time, the full-time sales staff working in the limited work area of the national business outlets has been cancelled and integrated into integrated positions. This is an incentive-centric compensation system, but the annual income remains the same, increasing the ratio of fixed salary to bonus, so that they can work steadily. Like a comprehensive position, it can also be appointed as a manager.
Centering on large enterprises such as Fujitsu and Hitachi, introduce "activity-based" employment based on job content and results, regardless of seniority. JCOM has a lot of work in maintenance and application, so it is not suitable to judge the type of operation. Adopt the achievement doctrine while maintaining the functional type, making it a flexible system.
Daily industry news October 19, 2021
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