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2023-07-13

组织任命是什么意思？

抱歉，原内容已删除

2021-10-21

$GRAPEFRUIT USA INC.(GPFT)$千万别买

2021-02-05

$游戏驿站(GME)$太刺激

2021-02-03

$老虎证券(TIGR)$成功买在了高位

去老虎APP查看更多动态

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11:50","market":"us","language":"zh","title":"淘宝天猫启动重大人力体系改革：取消P序列，P8以上改为组织任命","url":"https://stock-news.laohu8.com/highlight/detail?id=1168146718","media":"36氪","summary":"大厂P序列成为历史。取消P系列无疑最受关注。其中P4-P7为基层，P8-P9大致为中层，P10及以上为高层，一般为副总裁及以上，对应相应的M序列，被阿里巴巴员工称为“高P”。数位淘宝天猫员工向36氪指出了过去的职级晋升体系的问题。一位淘宝天猫员工称。据36氪了解，这一方面是为了解决此前频繁组织调整导致的“叠罗汉”现象。新的规则下，绩效压力陡然上升：只有做得好的人，才能在“14-28级”的普通层级之上，继续走“组织任命”实现晋升。","content":"<html><head></head><body><blockquote>大厂P序列成为历史。</blockquote><p>近期淘宝天猫集团启动了近年来最大的人力制度改革，涉及员工绩效、层级体系等多个核心事项，目前已形成一个初步的“征求意见版”：</p><p>1、取消P序列，改为14-28级，对应原P4-P8，每三个层级对应一个P级；</p><p>2、原P8以上员工走组织任命的形式，不再有职级的晋升和降级，而根据业务规模和团队规模来决定薪资和奖金；</p><p>3、14-28级员工工资和奖金不会只与层级挂勾，未来将实现层级和奖金的逐步分离；</p><p>4、绩效分数将只保留三个层级：3.7、3.5、3.25，取消3.5+和3.5-，绩效表现优秀者可能在一年内实现多个层级跃升；</p><p>一位接近淘宝天猫HR体系的人士称，<strong>“绩效方案相对快一点，各部门在研究操作了。层级方案还在征求意见中，预估12月后才会切换。”</strong></p><p>另据<a href=\"https://laohu8.com/S/KRKR\">36氪</a>了解，本次职级体系改革将在淘宝天猫集团率先落地实施，其他集团可以选择跟进，也可以自行制定职级和晋升规则，这也是<a href=\"https://laohu8.com/S/BABA\">阿里巴巴</a>集团“一拆六”后的又一重要改变。</p><p>取消P系列无疑最受关注。10多年来，阿里巴巴一直存在P（profession）和M（Management）两条职级体系，其中，“P”代表专业序列，如程序员、产品经理、运营、市场等大多员工都在该序列；“M”则为管理序列，需要具备管理团队的经验和能力。</p><p>创业早期阿里巴巴以B2B业务发家，因而存在很多销售职位，从而“M”序列的体系更为庞大。十几年来，随着平台技术的不断迭代、多个创新业务崛起，为鼓励各类专业人员，“P”系列逐渐壮大起来。</p><p>按照此前的职级规则，从 P4（校招毕业生）至 P12（事业部总裁），阿里巴巴员工入职时会匹配职级，并对应相应薪酬与股票。其中P4-P7为基层，P8-P9大致为中层，P10及以上为高层，一般为副总裁及以上，对应相应的M序列，被阿里巴巴员工称为“高P”。</p><p>2010年开始的移动互联网浪潮之下，<strong>阿里巴巴的管理能力曾在互联网公司中被奉为圭臬，以P序列为代表的职级体系也伴随“互联网大厂”光环，一度成为财富与社会地位的象征。</strong>按照当时的行业水准，阿里巴巴 P8平均年薪（现金+股票）能达到百万级别（部分技术岗还会更高）。</p><p>与阿里巴巴员工的“高P渴望”形成鲜明对比的是，大部分基层员工即使是想跃升为中层都有很大难度。几位员工告诉36氪，从P7升到P8花上3年时间是很常见的事情。而不少P8虽然拿着中层的薪水但在职权上实际仍是“大头兵”，没有带领团队的权力。P9一般为总监级别能独立管理团队，从P8升至P9可能需要花费比3年更长的时间。</p><p>“P8、P9 有时候还要看运气。P9是普通人打工天花板了。”一位常年参与阿里招聘的猎头人士告诉36氪。</p><p>人们热衷于造神，但也毫不犹豫毁神。近年来高P频繁曝出负面新闻，一度令阿里巴巴陷入舆论风暴之中。早在2020年8月，阿里巴巴就曾隐藏高P，试图弱化其光环，释放其组织管理走向扁平化的信号。</p><p>“以前的战线拉得太长，几年时间人的状态会很起伏，可能一年好一年不好，而考察期太长会消耗员工的升职信心和工作热情。”数位淘宝天猫员工向36氪指出了过去的职级晋升体系的问题。如今将职级体系切得更细，能在很大程度上保证大部分员工每年都能实现一定的职级变化，起到持续激励的作用。</p><p>此外，长时间的考核期无形中加重了团队负责人个人好恶的分量。“这么长的考核期，领导当然对自己偏爱的人更有印象。”一位淘宝天猫员工称。</p><p>根据新的职级晋升规则，14-16层级对应P4，17-19层级对应P5，20-22层级对应P6，23-25层级对应P7，26-28层级对应P8。<strong>新规后的初步定级思路也已经确定。例如，P7对应23-25，大部分人会被定义为23层级，如果上一财年或本财年S1（上半年）绩效很好，则将被定义为24或25层级。此后，将按照季度进行考核，连续两个季度达到绩效分3.75将直接晋升一级。</strong></p><p>如何在移动互联网失去高速增长之后，避免组织僵化，包括阿里巴巴、<a href=\"https://laohu8.com/S/00700\">腾讯</a>在内的科技巨头们都正探索新的管理方式。2019年，腾讯曾宣布一次职级改革，将原先的1.1-6.3级改为4-17级，取消了原先大级子等的设定——2.3和3.3的人数扎堆，晋升通道变得十分拥挤。</p><p>除了鼓励基层员工，<strong>新的职级晋升规则几乎瓦解了所谓的大厂中层。</strong></p><p>据36氪了解，这一方面是为了解决此前频繁组织调整导致的“叠罗汉”现象。阿里巴巴此前的习惯是，让强势业务和弱势业务整合，精简人员节省成本的同时，壮大强势业务以获得新的发展空间。</p><p>但这也带来组织管理上的问题——整合后的新团队往往出现多个P8或多个P9，团队员工向谁汇报变得模糊，也容易形成派系，最终则会拖累业务发展的步伐。</p><p>另一方面，此前许多中层“老阿里”在薪水可观但升迁困难的情况下，逐渐形成了“养老”心态。新的规则下，绩效压力陡然上升：只有做得好的人，才能在“14-28级”的普通层级之上，继续走“组织任命”实现晋升。</p><p>高层也面临更大的业绩压力。原先的高P不再有职级的变化，但会根据业务规模和团队规模来决定薪水和奖金。按照业务称重，这意味着负责的业务和团队规模都较小的高层或将面临降级的风险，激励业务负责人将团队做大做强。</p><p>今年以来，阿里巴巴集团彻底拆分各自负盈亏、取消职级P序列、按季度短期考核，老阿里的光环在消失，高层被施加更大的业绩压力，中层无法躺平，而基层获得了更多的发展机会。阿里巴巴正以雷霆手段向外界展示着自己的变革决心，应对缓慢增长的互联网消费时代。</p></body></html>","source":"36k","collect":0,"html":"<!DOCTYPE html>\n<html>\n<head>\n<meta http-equiv=\"Content-Type\" content=\"text/html; charset=utf-8\" />\n<meta name=\"viewport\" content=\"width=device-width,initial-scale=1.0,minimum-scale=1.0,maximum-scale=1.0,user-scalable=no\"/>\n<meta name=\"format-detection\" content=\"telephone=no,email=no,address=no\" />\n<title>淘宝天猫启动重大人力体系改革：取消P序列，P8以上改为组织任命</title>\n<style type=\"text/css\">\na,abbr,acronym,address,applet,article,aside,audio,b,big,blockquote,body,canvas,caption,center,cite,code,dd,del,details,dfn,div,dl,dt,\nem,embed,fieldset,figcaption,figure,footer,form,h1,h2,h3,h4,h5,h6,header,hgroup,html,i,iframe,img,ins,kbd,label,legend,li,mark,menu,nav,\nobject,ol,output,p,pre,q,ruby,s,samp,section,small,span,strike,strong,sub,summary,sup,table,tbody,td,tfoot,th,thead,time,tr,tt,u,ul,var,video{ font:inherit;margin:0;padding:0;vertical-align:baseline;border:0 }\nbody{ font-size:16px; line-height:1.5; color:#999; background:transparent; }\n.wrapper{ overflow:hidden;word-break:break-all;padding:10px; }\nh1,h2{ font-weight:normal; line-height:1.35; margin-bottom:.6em; }\nh3,h4,h5,h6{ line-height:1.35; 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width: 30px; height: 30px; margin: 0; padding: 0; border-radius: 50%; float: left;}\n.head .h-content { margin: 0; padding: 0 0 0 9px; float: left;}\n.head .h-name {font-size: 13px; color: #eee; margin: 0;}\n.head .h-time {font-size: 11px; color: #7E829C; margin: 0;line-height: 11px;}\n.small {font-size: 12.5px; display: inline-block; transform: scale(0.9); -webkit-transform: scale(0.9); transform-origin: left; -webkit-transform-origin: left;}\n.smaller {font-size: 12.5px; display: inline-block; transform: scale(0.8); -webkit-transform: scale(0.8); transform-origin: left; -webkit-transform-origin: left;}\n.bt-text {font-size: 12px;margin: 1.5em 0 0 0}\n.bt-text p {margin: 0}\n</style>\n</head>\n<body>\n<div class=\"wrapper\">\n<header>\n<h2 class=\"title\">\n淘宝天猫启动重大人力体系改革：取消P序列，P8以上改为组织任命\n</h2>\n\n<h4 class=\"meta\">\n\n\n2023-07-13 11:50 北京时间&nbsp;&nbsp;&nbsp;<a href=https://36kr.com/p/2341169182117635><strong>36氪</strong></a>\n\n\n</h4>\n\n</header>\n<article>\n<div>\n<p>大厂P序列成为历史。近期淘宝天猫集团启动了近年来最大的人力制度改革，涉及员工绩效、层级体系等多个核心事项，目前已形成一个初步的“征求意见版”：1、取消P序列，改为14-28级，对应原P4-P8，每三个层级对应一个P级；2、原P8以上员工走组织任命的形式，不再有职级的晋升和降级，而根据业务规模和团队规模来决定薪资和奖金；3、14-28级员工工资和奖金不会只与层级挂勾，未来将实现层级和奖金的逐步分离；...</p>\n\n<a href=\"https://36kr.com/p/2341169182117635\">Web Link</a>\n\n</div>\n\n\n</article>\n</div>\n</body>\n</html>\n","type":0,"thumbnail":"https://static.tigerbbs.com/1d13f32a4c671543f6b42ec08b3ecd36","relate_stocks":{"09988":"阿里巴巴-W","LU0251144936.SGD":"Fidelity Sustainable Asia Equity A-SGD","LU0127658192.USD":"EASTSPRING INVESTMENTS GLOBAL TECHNOLOGY \"A\" (USD) ACC","LU0173614495.USD":"富达中国焦点A","BABA":"阿里巴巴","BK4526":"热门中概股","BK4503":"景林资产持仓","BK4122":"互联网与直销零售","BK4502":"阿里概念","LU0048597586.USD":"富达亚洲焦点A","BK1521":"挪威政府全球养老基金持仓","BK4505":"高瓴资本持仓","BK1610":"ETF&股票定投概念","BK1586":"云计算","BK4504":"桥水持仓","LU1048596156.SGD":"Blackrock Asian Growth Leaders A2 SGD-H","BK1142":"互联网与直销零售","LU0287142896.SGD":"Fidelity China Focus A-SGD","LU0821914370.USD":"贝莱德亚洲成长领袖A2","LU0327786744.USD":"Janus Henderson Horizon China Opportunities A2 USD"},"source_url":"https://36kr.com/p/2341169182117635","is_english":false,"share_image_url":"https://static.laohu8.com/e9f99090a1c2ed51c021029395664489","article_id":"1168146718","content_text":"大厂P序列成为历史。近期淘宝天猫集团启动了近年来最大的人力制度改革，涉及员工绩效、层级体系等多个核心事项，目前已形成一个初步的“征求意见版”：1、取消P序列，改为14-28级，对应原P4-P8，每三个层级对应一个P级；2、原P8以上员工走组织任命的形式，不再有职级的晋升和降级，而根据业务规模和团队规模来决定薪资和奖金；3、14-28级员工工资和奖金不会只与层级挂勾，未来将实现层级和奖金的逐步分离；4、绩效分数将只保留三个层级：3.7、3.5、3.25，取消3.5+和3.5-，绩效表现优秀者可能在一年内实现多个层级跃升；一位接近淘宝天猫HR体系的人士称，“绩效方案相对快一点，各部门在研究操作了。层级方案还在征求意见中，预估12月后才会切换。”另据36氪了解，本次职级体系改革将在淘宝天猫集团率先落地实施，其他集团可以选择跟进，也可以自行制定职级和晋升规则，这也是阿里巴巴集团“一拆六”后的又一重要改变。取消P系列无疑最受关注。10多年来，阿里巴巴一直存在P（profession）和M（Management）两条职级体系，其中，“P”代表专业序列，如程序员、产品经理、运营、市场等大多员工都在该序列；“M”则为管理序列，需要具备管理团队的经验和能力。创业早期阿里巴巴以B2B业务发家，因而存在很多销售职位，从而“M”序列的体系更为庞大。十几年来，随着平台技术的不断迭代、多个创新业务崛起，为鼓励各类专业人员，“P”系列逐渐壮大起来。按照此前的职级规则，从 P4（校招毕业生）至 P12（事业部总裁），阿里巴巴员工入职时会匹配职级，并对应相应薪酬与股票。其中P4-P7为基层，P8-P9大致为中层，P10及以上为高层，一般为副总裁及以上，对应相应的M序列，被阿里巴巴员工称为“高P”。2010年开始的移动互联网浪潮之下，阿里巴巴的管理能力曾在互联网公司中被奉为圭臬，以P序列为代表的职级体系也伴随“互联网大厂”光环，一度成为财富与社会地位的象征。按照当时的行业水准，阿里巴巴 P8平均年薪（现金+股票）能达到百万级别（部分技术岗还会更高）。与阿里巴巴员工的“高P渴望”形成鲜明对比的是，大部分基层员工即使是想跃升为中层都有很大难度。几位员工告诉36氪，从P7升到P8花上3年时间是很常见的事情。而不少P8虽然拿着中层的薪水但在职权上实际仍是“大头兵”，没有带领团队的权力。P9一般为总监级别能独立管理团队，从P8升至P9可能需要花费比3年更长的时间。“P8、P9 有时候还要看运气。P9是普通人打工天花板了。”一位常年参与阿里招聘的猎头人士告诉36氪。人们热衷于造神，但也毫不犹豫毁神。近年来高P频繁曝出负面新闻，一度令阿里巴巴陷入舆论风暴之中。早在2020年8月，阿里巴巴就曾隐藏高P，试图弱化其光环，释放其组织管理走向扁平化的信号。“以前的战线拉得太长，几年时间人的状态会很起伏，可能一年好一年不好，而考察期太长会消耗员工的升职信心和工作热情。”数位淘宝天猫员工向36氪指出了过去的职级晋升体系的问题。如今将职级体系切得更细，能在很大程度上保证大部分员工每年都能实现一定的职级变化，起到持续激励的作用。此外，长时间的考核期无形中加重了团队负责人个人好恶的分量。“这么长的考核期，领导当然对自己偏爱的人更有印象。”一位淘宝天猫员工称。根据新的职级晋升规则，14-16层级对应P4，17-19层级对应P5，20-22层级对应P6，23-25层级对应P7，26-28层级对应P8。新规后的初步定级思路也已经确定。例如，P7对应23-25，大部分人会被定义为23层级，如果上一财年或本财年S1（上半年）绩效很好，则将被定义为24或25层级。此后，将按照季度进行考核，连续两个季度达到绩效分3.75将直接晋升一级。如何在移动互联网失去高速增长之后，避免组织僵化，包括阿里巴巴、腾讯在内的科技巨头们都正探索新的管理方式。2019年，腾讯曾宣布一次职级改革，将原先的1.1-6.3级改为4-17级，取消了原先大级子等的设定——2.3和3.3的人数扎堆，晋升通道变得十分拥挤。除了鼓励基层员工，新的职级晋升规则几乎瓦解了所谓的大厂中层。据36氪了解，这一方面是为了解决此前频繁组织调整导致的“叠罗汉”现象。阿里巴巴此前的习惯是，让强势业务和弱势业务整合，精简人员节省成本的同时，壮大强势业务以获得新的发展空间。但这也带来组织管理上的问题——整合后的新团队往往出现多个P8或多个P9，团队员工向谁汇报变得模糊，也容易形成派系，最终则会拖累业务发展的步伐。另一方面，此前许多中层“老阿里”在薪水可观但升迁困难的情况下，逐渐形成了“养老”心态。新的规则下，绩效压力陡然上升：只有做得好的人，才能在“14-28级”的普通层级之上，继续走“组织任命”实现晋升。高层也面临更大的业绩压力。原先的高P不再有职级的变化，但会根据业务规模和团队规模来决定薪水和奖金。按照业务称重，这意味着负责的业务和团队规模都较小的高层或将面临降级的风险，激励业务负责人将团队做大做强。今年以来，阿里巴巴集团彻底拆分各自负盈亏、取消职级P序列、按季度短期考核，老阿里的光环在消失，高层被施加更大的业绩压力，中层无法躺平，而基层获得了更多的发展机会。阿里巴巴正以雷霆手段向外界展示着自己的变革决心，应对缓慢增长的互联网消费时代。","news_type":1},"isVote":1,"tweetType":1,"viewCount":896,"authorTweetTopStatus":1,"verified":2,"comments":[],"imageCount":0,"langContent":"CN","totalScore":0},{"id":853483221,"gmtCreate":1634829136889,"gmtModify":1634829136889,"author":{"id":"3562899300140536","authorId":"3562899300140536","name":"贝新特","avatar":"https://static.tigerbbs.com/059143529e85494279511b30dd9acf4f","crmLevel":1,"crmLevelSwitch":0,"followedFlag":false,"idStr":"3562899300140536","authorIdStr":"3562899300140536"},"themes":[],"htmlText":"<a 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