Why would you rather hire new people with high salaries than give old employees a raise?
Let me first give a conclusion: even in China's first-tier enterprises, there is no good salary increase mechanism. In this way, the wages of some old employees will remain unchanged for a long time. When new employees come in, they have to pay new wages according to the market price. The wages of new employees are higher than those of the elderly, and the mentality of the elderly is unbalanced. This is not a problem of one or two companies. , Twenty problems that most companies currently have.
Looking at this issue from a dialectical point of view, it means that the wages of old employees do not rise for a long time, and new employees have to adjust their prices according to market rules.
Why would you rather hire new people with high salaries than give old employees a raise?
Let's start with the basic concepts:
1
Our current workplace environment is a relatively open human resources market. In the open talent market, the personal remuneration of professional talents is related to the personal output in the current market, and it is also stable within a certain period.
[relatively] open, because some industries such as civil servants, career establishments, and monopoly industries will have unspoken rules in some industries, etc. For example, state-owned banks, tobacco companies, etc. have relatively high barriers to entry, but there are also market-oriented factors.
But in more mainstream industries, such as it, manufacturing, real estate, consumer goods, etc., although there are certain skills or certificates and other rigid requirements when entering, the human resources market is relatively open and circulated. For example, human resources in the Internet industry are almost completely open markets.
Therefore, if your envelope is marketism, then the salary you get in the short term must be constant, and there will be no big changes. Of course, except for uncertain factors such as platform and opportunity.
Therefore, most companies are now organized in two lines. One is to sign a labor contract with the company itself, and the other is to sign an outsourcing contract with a tripartite labor service company. Of course, the employee benefits of tripartite outsourcing will be slightly lower.
This has caused many complaints from students in tripartite companies. In fact, in a fixed time period, your income is relatively constant.
It is a pity that the so-called marketization is actually only the moment when the salary is negotiated. After you join the job, there is generally no major change during the contract period.
2
Enterprises in our country are still telling development, there is no complete life cycle of managers, and enterprises do not have relatively mature experience in salary adjustment.
To give a simple example, everyone is currently in a private company. Does the private company you work in have a history of more than 30 years? The outstanding older generation enterprises in China, such as Lenovo, Haier, etc., do not have a history of more than 30 years. So you can ask the HR of your company if they have ever done retirement.
Retirement is a business that is as frequent as recruitment, but some hrs have been in the industry for 5 years and have recruited thousands of people, but they may not have done a single retirement.
For people in the workplace, they are all young, so why should they retire?
Looking at the current corporate world, the oldest person at the helm is generally born in the 65s, the executives are generally born in the 75s, the middle managers are born in the 85s, and most of the newcomers are born in the 90s.
And this group of people born after 65 is less than 50 years old, and the entire business community has not yet experienced a complete economic cycle. Although there have been various economic crises, large and small, the overall economic trend has not yet declined.
Therefore, in terms of the salary increase mechanism, these helmsmen may not fully think about how to do it.
Why would you rather hire new people with high salaries than give old employees a raise?
3
Hence the problem.
China's old-age security mechanism is an issue that everyone is worried about at present. There are two solutions proposed by the state, one is to delay retirement, and the other is to use the market mechanism for enterprises to solve by themselves. And the enterprise does not support idlers, your salary is measured according to the contribution.
So, people who are worried about pension issues. If you are in your twenties or thirties, you can still change jobs, and you can still set prices based on marketization. So, another ten years, another 20 years? How can you change jobs when you are forty or fifty years old?
At that time, it was also market-oriented, but for enterprises, you only have qualifications, not management, but for enterprises, your competitiveness may not be as good as a later post-00s generation.
To sum up, 35-year-olds will have general workplace anxiety. In other words, after 2020, this group of people born in the 1985s will generally have middle-aged anxiety when they are 40 years old. It is even said that a large number of white-collar workers will face a wave of unemployment, which may become a social problem.
4
what should we do?
Some experts have done corresponding research. I won't say how to do the research here, but I will directly give you the conclusion:
A good enterprise should at least ensure a plan of more than 3% of the total annual salary of key employees, ensure that the backbone will not be lost, and have the principle of fairness.
Excellent companies should have annuity plans to ensure employees' retirement, even if wages are slightly reduced.
Trade unions should be properly set up to become a voice channel for workers, instead of relying entirely on the Human Resources Security Bureau.
Excellent enterprises should match the general salary adjustment mechanism based on the increase of cpi and the completion degree of cpi.
5
How to best protect your own interests.
Before the age of 35, become a manager, get rid of grassroots positions, and manage at least a team of more than 30 people.
Successful people in the workplace should gather their personal connections and resources before the age of 35 to ensure their competitiveness in the industry and workplace, and ensure that even if they lose their jobs, there will be a steady stream of headhunters calling to help you take the initiative to contact and deploy.
This is called occupational safety, but unfortunately, not everyone can do it. So the only way is to continuously improve and improve yourself in the workplace, and try to be the one that will not be eliminated.
Of course, achieving financial freedom is another path. Buy a few buildings before the age of 35 and collect rent every day. However, the road seems to be more difficult.