Teacher Jia, the head of performance appraisal of Alibaba Group, shared how Alibaba conducted performance appraisal on 30,000 employees. His thinking is: performance management is very simple, that is, daily management.
How does Ali do orientation training?
After new employees enter Ali, they will go through three training sessions. The first is full-time training for 27 days after employment. During these 27 days, new employees will be exposed to three types of training: cultural system, product knowledge and skill mentality, and the proportion of these three types of courses is 42%, 28% and 30% respectively.
New employees will receive 3-6 months of integration training after taking up their posts. Generally speaking, on the first day of employment, new employees will be introduced to team members, and a team dinner will be arranged within one month. Next, after one year, three years and five years, there are different training contents.
Ali's talent view firmly believes that many white rabbits are actually misplaced stars, so the most important part of Ali's talent training is job rotation.
Ali's Five Tools for Building Culture
Alibaba mainly uses five tools when building corporate culture.
First, cultural props. Alibaba will use some? Stories? Connect employees' hearts by borrowing things and manage employees' hearts. For example, all employees of Taobao should learn to stand upside down, and Taobao hopes that employees can look at problems from another angle at work.
Second, preach. Ali believes that the promotion and transmission of values need to form a certain communication mechanism within the enterprise, and employees should not be guardians, but should become preachers. For example, Ali's management of old employees, a noteworthy detail is that in Ali, only old employees over five years can wear orange badges. This badge is only for the length of service, not the position. This is the honor and respect that Ali gives to the old employees, and also encourages the old employees to actively spread the corporate culture.
Third, the synergy between system and culture. Ali believes that a culture without institutional guarantee is empty, and a system without cultural support is weak. For example, to expel a person who has seriously violated the rules, Ali's general practice is to restore the original truth to employees within a certain range, instead of letting rumors continue to spread.
Fourth, the fixed ceremony. May 10 every year is the collective wedding day of Ali Group. No matter how busy he is, Ma Yun will personally preside over the wedding. In fact, May 10 is of great significance to Ali, and this day is Ali's victory? Sars? That day. In addition to group marriage, this day is also Ali Open Day. On the open day, Ali employees can take their families to work or their pets to the company. More interestingly, at the staff meeting in 2009, Ali executives collectively staged a big show under the leadership of Ma Yun? Ma Yun's stills of Snow White, which are widely circulated on the Internet, are from this performance.
Fifth, the story spreads. Every manager in Ali should be the discoverer, collector and disseminator of the story. After new employees join the company, they usually hear several stories, some of which are hard to start a business and some are hard. In addition to telling stories, Ali will also make videos of his employees' stories to inspire other employees.
Encourage job rotation
In Alibaba's management system, it is particularly sensitive to talents. Alibaba has its own talent inventory system, that is, 30% has the most potential, 60% has the average potential and 10% has no potential.
Every supervisor should grade his subordinates and rank the quality of employees according to the principle of 36 1, which is a particularly important point in Alibaba's performance management. They emphasize the responsibility of managers, that is, to keep the supervisor concerned about his subordinates. According to Teacher Jia, this method can make supervisors pay more attention to their subordinates by 60%.
Alibaba's most well-known talent management is to encourage job rotation, which means that an employee's ability is not determined by one supervisor, but the result of evaluation by multiple supervisors, so that employees can get a relatively fair evaluation. The inventory of Alibaba employees is carried out at any time. Supervisors can evaluate employees every day and even record specific events, and each time they change supervisors, they will get an evaluation.
Every year, 20% of Alibaba's people are rated as excellent employees, and this ratio is strict. Teacher Jia said frankly that 20% of outstanding employees in an enterprise are the most suitable. These 20% employees will become the positive energy of the company, which will affect 60% people to follow.
At the same time, the income gap between excellent employees and ordinary employees has set a great gap, encouraging 60% of employees to rush forward, and the whole talent system has formed a countercurrent, leaving no hotbed for employees who are not enterprising. In addition, this gap also encourages the best employees not to cheat.
On the contrary, once an enterprise has 15% employees with negative energy, it will be very dangerous. The proportion of employees with negative energy must be controlled within 10%, and the 5% employees with the most negative energy should be killed in time.
In every business department of Alibaba, there are corresponding settings? Political commissar? This role,? Political commissar? The main task of Alibaba is to spread Alibaba's values. To some extent, employees' values determine their salary, bonus and promotion.
Alibaba divides employees' competence evaluation into three levels, including values, professional competence and process competence. Among them, the audit of values accounts for 75% of basic competence, followed by 15% of process competence and 10% of professional competence. Trust employees
Alibaba, who goes to work at 9: 00 every day, the most crowded elevator time appears between 9: 30 and 10. In Alibaba, employees are not forced to punch in, which is why Ali employees can still be seen in cafes and gyms during working hours.
? Corporate culture is a habit, and corporate culture is finally implemented in behavior? Teacher Jia believes that in enterprise management, the hard should be managed by the soft, and the soft should be managed by the hard. Culture is soft, behavior is hard? .
Just like Tai Chi advocated by Ma Yun, it pays attention to the harmony of Yin and Yang.
Perhaps in most people's minds, the corporate culture of private enterprises is mostly decided by the boss, but what do they follow in Alibaba's management? Corporate culture is reflected in the behavior of employees, and it needs to give full play to the strength of the group. ? This is why the BBS of Alibaba Group has become the most important cultural position of Ali.
In the management culture of Alibaba Group, it is very important to trust employees. The company is not sensitive to employees' lateness, including a brief review process, which is behind the trust in employees.
More specifically, Alibaba provides free dinners for employees who work overtime, but they don't need superior approval to enjoy free dinners. Of course, free meals that don't need auditing will naturally be eaten. When Alibaba's management philosophy is to choose to trust employees and eat every day without working overtime, naturally someone will say you? . Another benefit that does not need to be audited is that as long as employees are pregnant, each person can get two maternity clothes. ? Implementing corporate culture means trusting employees, which is a very important corporate culture. ?
Attachment: Ali talent management cheats 1, talent view
? Talent can be cultivated. ? What is this? Pei? Pei? Even if you pay attention to him again, you can't pay attention to him every day, because a tree is dead, there is too much water and too little water. How to pay attention is also art, what is it? Raising is to give him a chance to fail and a chance to succeed. You should watch him, and you should not let him hurt his bones or let him catch his breath all his life. ? Jack Ma
2. Recruitment strategy
In Alibaba, values are the criterion that determines everything. What kind of people to recruit, how to train, how to evaluate people, and resolutely and thoroughly implement them.
3. Staff training strategy
? The growth of a company mainly depends on the growth of two things. One is the growth of employees and the growth of a customer. We set up Ali College ourselves, the main purpose of which is to train employees and customers. "Ma Yun
Explain the purpose of induction training for new employees in enterprises.
Strategies for training new employees? Five elements boxing?
4. Ma Yun's view of employing people.
? Alibaba won the world by team, not individual heroism. ? Jack Ma
Ma Yun can recognize the strengths of others and understand his own shortcomings and places where he needs help. It is important to make up for each other, otherwise resentment and conflict will arise, which is the key to forming a team.
5, employee incentive mode
It is best to encourage all employees, so that every employee is closely tied to the company, especially key talents, which should be emphasized? What is mine is yours, and what is yours is mine? Only in this way can we retain talents.
6. Staff management
Ma Yun pays attention to providing employees with a good growth environment and broad growth space, so that they can stay in their own company willingly and jointly realize the dream of a century-old enterprise.
7. Employee evaluation
Excellent talents usually hope that their achievements can be recognized by others, especially superior leaders; Employees who don't work hard hope no one knows. Performance appraisal is a very effective method to retain excellent employees and eliminate poor employees. A good performance evaluation system can enable enterprises to identify outstanding talents, which is of great benefit to both sides.
8. Training enterprises? Cadres?
When an enterprise grows to the scale of thousands of people, it is definitely not possible to rely on the leadership of one person without a team. Leaders must have a team if they really want to establish prestige and hope that what they have formulated can be implemented smoothly. With a team, they can work together.
9. Talent retention strategy
In the process of integrating Yahoo, China, Alibaba reasonably placed the outstanding talents of Yahoo China and invented four treasures that people talked about: the prospect attracts executives; Career and treatment remain in the middle; Stable employees, with the same salary and benefits; Invest in employees, emotional banks.
10, human resources strategy under the economic crisis
When a financial crisis caused some enterprises to lay off a large number of employees because of the shortage of funds, many enterprises began to quietly attract talents.