Guangdong Telecom tries to "restructure" and encourage employees to "leave with pay"
Guangdong Telecom, which has always been a pioneer of China Telecom reform, recently issued a new policy to encourage employees to "leave with pay". China's telecom operators, who have always been dancing in chains, hope to restructure themselves by adjusting their personnel structure, and thus embark on the road of intelligent transformation.
Early termination of the contract will be compensated
After many setbacks, the reporter found this plan. In the first article of its general principles, it is explicitly mentioned that its purpose is to "effectively support enterprises to comprehensively deepen reform and Internet transformation, accelerate the optimization of enterprise human resources structure and mechanism innovation, and further improve the company's operating efficiency". In the subsequent description, the target objects of voluntary "paid termination of labor contract" are employees who have worked continuously in post and telecommunications enterprises for more than 15 years and have one of the following conditions, including those with bachelor's degree or below, post level below 8, long-term sick leave and those waiting for jobs.
This target group often has a strong sense of dependence on telecommunications companies. Wang Yi (not his real name) is an ordinary employee of a local branch of Anhui Telecom. He is 50 years old and has worked in a telecom company for 16 years, mainly doing service work such as installation and maintenance. He told reporters that although his monthly income was not high, he would still not leave the telecom company.
According to the documents, the compensation available to employees who voluntarily terminate their labor contracts before the expiration of the contract is: one-time living allowance standard × continuous working hours of post and telecommunications enterprises × adjustment coefficient, of which one-time living allowance standard is set according to the classification of regions, specifically, 5000 yuan/year in Class I regions, 4500 yuan/year in Class II regions, and 4000 yuan/year in Class III regions.
Some netizens reported that the adjustment coefficient varies with the working years, as shown in the following table:
According to this coefficient table, if employees accept the new scheme and choose paid resignation, they can get 4000 to 5000 yuan at least annually and 9200 to 11500 yuan at most annually.
At present, Guangdong Telecom has not disclosed the scale of employees involved in this "paid termination of labor contract" and the expected total amount of compensation.
Heavy cost contradictory personnel structure
In fact, in recent years, telecom operators have not been the "golden rice bowl" in the eyes of everyone.
Under the attack of various Internet companies, staff turnover has become the most troublesome problem for human resources departments of operators. At BAT, it is not too difficult for "Ma Nong" who has two to three years of work experience to get an annual salary of 300000 yuan, while college graduates with the same qualifications may not get a 50% discount on the salary they can get at telecom operators. In the previous report, more than 80% of the master graduates who have worked in mobile for four or five years in a certain place have intention to leave. At the same time, SASAC has repeatedly asked telecom operators to reduce their salaries in recent years, and required that they must strictly control their labor costs, which has greatly reduced the attractiveness of telecom operators in the talent market.
As the key central enterprises under the SASAC, the three major operators shoulder the goal of maintaining and increasing the value of state-owned assets and profits. In 2015, the country put forward the requirement of "increasing speed and reducing fees" for the three major operators. According to the plan, the average tariff per unit bandwidth of mobile traffic must be reduced by 30% by the end of 2016. This means that under the premise of increasing investment in network construction, telecom operators cannot increase their income by raising tariffs. According to the financial reports of the three telecom operators in 2015, compared with 2014, the operating income of the three operators was basically flat, and the net profit growth was not ideal except for the income from the sale of iron towers.
Open source is not possible, only throttling. According to media reports, the average labor cost of Beijing Mobile is about 170000 yuan/person, but if the rent and electricity charges of the business hall are counted, the staff cost will rise to 700000 yuan/person. According to the "paid resignation" plan of Guangdong Telecom, a large part of the eligible target population will be concentrated in the business hall, line maintenance and other posts. With the change of technology in the telecommunications industry and the fierce competition among operators, many posts are changing in the direction of intelligence or outsourcing to other companies, which is easy to cause staff redundancy, Therefore, it also becomes the direction of diversion.
Xiang Ligang, chairman of the Information Consumption Alliance, believes that paid resignation is an attempt by telecom operators to adjust their personnel structure
Structural adjustment should be accelerated
It is understood that the proportion of employees over 50 years old in some provincial companies of China Telecom has reached 14%. The aging trend of employees is obvious, and the technological nature of the telecommunications industry makes it different from other industries. Fu Liang, a communication expert, believes that the concept of telecommunications ten years ago is different from that of today. Technology changes too fast, and many employees simply cannot keep up with the pace. Xiang Ligang also said: "Telecom operators need to have young, more educated and more knowledgeable new blood."
Public data shows that in 2004, China Telecom's fixed network voice revenue accounted for as much as 80%, but now, the proportion of traditional voice business revenue has dropped to 9.4%. In the face of the subversive competition of mobile Internet enterprises to provide value-added services, traditional operators, in order to avoid channelization and low value, also began to make new attempts in the field of value-added services, mainly including instant messaging, music download OTT business fields such as games, reading, video, third-party payment, cloud computing, etc.
Fu Liang believes that "paid resignation" is actually a way to reduce staff and increase efficiency. Technology has promoted the upgrading of business forms, and has also spawned many new application tools. It is difficult for old employees to be competent for work. Therefore, reducing such personnel composition is not only to reduce costs but also to improve efficiency.
This phenomenon also exists in the international telecommunications industry: Spain Telecom is currently moving towards a digital operator. In order to reduce human costs, it launched the "paid retirement" policy for employees in April this year, covering about 7000 people, and is expected to save 37 million euros annually; Verizon, the second largest company in the world, has seen its fixed network business shrink significantly. According to some data, it lost 1.4 million voice users in 2015 alone. Therefore, Verizon modified its employee contracts and benefits, and caused more than 30000 fixed network employees to strike; KT, the largest telecom operator in South Korea, dismissed about 6000 employees in 2009 when it restructured its fixed network and mobile services. In 2014, in order to further reduce labor costs, KT also carried out large-scale and batch layoffs. Whether in Asia, Europe or the Americas, telecom operators are in the process of transformation and development.
However, the adjustment of personnel structure, to a certain extent, is a telecom operator's self reshaping, which will also be accompanied by pain and loss. In order to adapt to the future intelligent network, AT&T, the world's largest telecom operator by market value, will transform its enterprise into a "cloud software company" and is willing to pay training costs for its 280000 employees. However, some employees still say they are unwilling to change themselves.
This attempt by China Telecom Guangdong Branch was questioned and criticized by the outside for the "disguised layoff" of enterprises. At the same time, the results were more uncertain due to the non mandatory. However, for telecom operators, the upcoming 5G and ultra-high speed broadband have high requirements for the innovation of network technology and smart applications, and "blood exchange" is the only way, Even if it is full of thorns.
