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內媒稱騰訊(00700.HK)改革職級體系中高幹加強考核
阿思達克 06-11 11:28

據內地《21世紀經濟報道》引述消息指,騰訊(00700.HK)發內部郵件,對公司現有職級體系進行變革,並改革中高幹群體績效考核。

報道稱騰訊取消了原有的6級18等(1.1-6.3級)的職級體系設計,將專業職級體系改為14級(4-17級),同時除不同職級之間的專業標籤,統一置換為「專業職級+職位稱謂」。改革內容亦包括推動落實新通道與新職位,拓闊更多專業賽道,而總監級管理幹部將默認在管理通道發展,不再參與專業職級申報與晉升,並鼓勵相關同事活水、輪崗、兼崗、兼項。報道引述公司指,今次專業職級體系升級目的是令體系更高效、更公開、公平、公正,另外有騰訊員工指以前2.3級晉升3.1級需要面試,但在新制下只有3.3升4.1需要面試,意味新制度對4級以下員工晉升將更寬鬆。

而在中高幹層面將採高壓考核,並提出三個目標及舉措,為增強緊迫感考核頻率由一年一次改為半年一次,而評估導向明確改為「無功就是過」及「不僅自身硬,還要團隊強」,另外亦會增加透明度,避免「一言堂」,加強同級和下級的多角度反饋在考核中的影響力。

報道引述知情人士指,公司近期一次內部講話指早前提出的10%優化工作已完成,而在中高幹考核中亦再次強調幹部「能上能下」制度,同時指明兩個重要原則,分別是對幹部管理要求「無功便是過,服從大局打硬仗;知人且善任,傳承文化有擔當」,另外每年各級幹部能下比例不低於5%。(el/a) ~

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