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行业不景气京东数科年终奖外追加2亿,腾讯云人手一部新iPhone
2020-01-08 00:07  www.ramsutra.com

与往年相比,今年晒年终奖的公司少了很多,似乎体现出互联网行业的阵阵寒意。好在不论行业环境多么差,总会有逆势增长的公司,“土豪式”年终奖虽然变少了,却不是没有。

Compared with previous years, this year's year-end award companies a lot fewer, seems to reflect the Internet industry chill. Fortunately, no matter how bad the industry environment, there will always be adverse growth of the company,\" Tuhao style \"although the end-of-year bonus, but not without.

游戏行业让位给了企业级市场先是有新闻报道称腾讯云超过8000员工获得iPhone11Pro。接着是1月5日京东数科在自家年会上宣布在年终奖外再额外奖励2亿 。与腾讯云的“阳光普照”不同,京东数科大部分奖励给了科技创新优秀项目的成员们,最大项目奖花落雄安新区“块数据”平台项目,奖项金额高达3000万。

The gaming industry has given way to the enterprise market, starting with news reports that tencent cloud has more than 8000 employees getting the iphone 11pro. Then on january 5th kyodong digital announced at its annual meeting an additional bonus of 200 million. Unlike tencent cloud's \"sun shine \", most of the jingdong digital division has been awarded to members of outstanding projects in science and technology innovation, with the largest project award falling to the\" block data \"platform project in xiong an new district for up to 30 million awards.

今年11月的JDD-2019京东全球科技探索者大会上,智能城市操作系统落地雄安新区成为最大亮点,最高项目奖与此直接相关。在智能城市操作系统外,京东数科已形成一站式金融数字化解决方案JDDT1、信用卡数字化运营解决方案以及智能资管科技平台JT2、物联网数字营销平台、数字农牧,并将AI、区块链等核心技术产品应用化落地产业。

At the JDD-2019 JingDong global technology seeker conference in November, the smart city operating system landed in Xiong'an New District as the highlight, with the highest project award directly related. In addition to the smart city operating system, the JingDong Digital Section has formed a one-stop financial digital solution JDDT1, credit card digital operation solution and intelligent capital management technology platform JT2, Internet of things digital marketing platform, digital farming and animal husbandry, and the application of core technology products such as AI, block chain to the ground production industry.

2018年11月,京东金融宣布品牌升级为京东数字科技,从金融科技公司升级成基于数字科技助力产业数字化的操作系统。2019年是京东数科产业数字化大发力的第一年,最高项目奖授予的不是金融科技强相关业务,而是产业数字化明星项目,表明其已转型成功。

In November 2018, JingDong Financial announced the brand upgrade to JingDong digital technology, upgrading from financial technology companies to an operating system based on digital technology to help industry digitization. 2019 is the first year of jingdong digital industry, the highest project award awarded not financial technology strong related business, but the industry digital star project, indicating its transformation success.

曾经高调晒年终奖的游戏行业让位给toB公司,是互联网核心战场从C到B转变的一个缩影。不论是腾讯云还是京东数科本质上都在做同一件事:通过数字科技助力传统产业数字化,最终降本增效、转型升级。而从高调晒出年终奖来看,京东数科和腾讯云2019年进展不错,B端市场成为2019年互联网行业的一股热带暖流。

The game industry, which once gave way to ToB, is a microcosm of the transformation of the Internet's core battleground from C to B. Both tencent and jingdong are essentially doing the same thing: digital technology helps digitise traditional industries, ultimately reducing costs and increasing efficiency and upgrading. And in terms of high-profile year-end awards, JingDong Digital and Tencent Cloud are making good progress in 2019, with the B-terminal market becoming a tropical warm current in the Internet industry in 2019.

1、年轻人成为人才核心群。90后、00后等互联网原住民有新的价值理念、话语风格和次元文化,不接受996,讨厌画饼,强调工作与生活的平衡而不是奋斗优先,不愿意被灌输价值观……因此很多企业高管和创业者都在感慨:年轻人太难管了。

Young people become the core group of talents. Internet aborigines such as post-90s and post-00s have new values, discourse style and dimensional culture, do not accept 996, hate painting pie, emphasize the balance of work and life rather than struggle first, do not want to be instilled values. So many executives and entrepreneurs are feeling that young people are too difficult to manage.

2、高端技术人才日益稀缺。产业数字化浪潮袭来,AI、区块链和芯片诸多高精尖技术人才需求越来越强烈,存在人才荒现象,针对此,互联网巨头不只是要通过高价、挖墙角的方式在全球范围争抢优秀人才,更要通过校企合作等方式加速人才培养。

2. High-end skilled personnel are increasingly scarce. Industry digitization wave hits, AI, block chain and chip many high-end technology talent demand is becoming more and more intense, there is a talent shortage phenomenon, in view of this, the Internet giant not only through high prices, digging the corner of the way in the global competition for outstanding talent, but also through school-enterprise cooperation and other ways to accelerate talent training.

3、互联网进入创新驱动时代。曾经中国互联网是C2C,将国外成熟的模式复制到国内。移动互联网时代则从C2C过渡到自主创新,许多中国本土创新商业模式出现,比如移动支付、外卖平台、直播短视频等等。下一个十年是产业数字化的黄金十年,创新将变得更加重要。这意味着,互联网公司理想的用人状态是让人才更多创新,而不是拼命地干、打鸡血得干,很多公司激励从KPI变为OKR,鼓励人才创新,释放年轻人的潜力。

Internet enters innovation-driven era. Once the Chinese Internet was C2C, copying foreign mature models at home. In the era of mobile Internet, the transition from C2C to independent innovation has seen many innovative business models in China, such as mobile payment, take-out platforms, live short videos and so on. The next decade is the golden decade of industrial digitization, and innovation will become more important. This means that Internet companies ideally employ people in a way that allows talent to be more innovative, rather than working hard and fighting chicken blood to dry, and that many companies encourage a shift from KPI to OKR, encouraging talent innovation and unleashing the potential of young people.

4、大环境不好,科技公司面临增长和利润的双重增长压力,在决策时容易忽视人才建设。2019年,曾经以重视人才著称的科技行业特别是互联网行业,出现了一些不是很好的用人现象,一方面“优化”可能导致企业优秀人才流失;另一方面,在节衣缩食的预算规划下,很多企业不再舍得花高价钱招揽英才。

The environment is not good, technology companies face the double growth pressure of growth and profit, it is easy to ignore the talent construction in decision-making. In 2019, the technology industry, especially the internet industry, which was once known for its emphasis on talent, appeared some not-so-good employment phenomenon, on the one hand,\" optimization \"may lead to the loss of outstanding talent; on the other hand, under the budget planning, many companies are no longer willing to spend high prices to attract talent.

科技公司在人才管理上正面临着新的挑战,如果决策者忽视人才战略,可能会在人才管理上显得被动,甚至被人才问题掣肘。2020年大环境可能会更差,科技公司应该坚守什么样的人才观?

Technology companies are facing new challenges in talent management, and if decision makers ignore talent strategies, they may appear passive in talent management and even be constrained by talent problems. The general environment may be worse in 2020, what kind of talent should technology companies stick to?

有一家求职网站做过调研,90后年轻人最反感的职场套路是什么?鸡汤灌饼,不喜欢老板灌输心灵鸡汤,不喜欢老板画饼充饥。年轻人希望一份付出一份收获,且要实实在在看得见,而优秀人才,企业给他一份他会付出两份最终给公司创造十份甚至更高价值,这是一个正循环。

There is a job site to do research, post-90s young people most dislike the workplace routine is what? Chicken soup to fill the cake, do not like the boss instilled soul chicken soup, do not like the boss to draw cake to appease hunger. It's a positive cycle for young people to want to give and gain, and to be truly visible, and for talented people, companies to give him one and he'll give him two and eventually create ten or even more value for the company.

京东数科是“反画饼”激励的典型企业。2018年年终奖之外是1亿,2019年则有2亿奖励,官微文章显示,京东数科在最大项目奖花落雄安新区智能城市项目之外,还有科技创新、商业模式创新、精细化管理等项目奖项,分别由千万DAU用户增长项目、钼星计划、金融云T1破局等25个项目获得。

JingDong Digital Section is a typical enterprise with \"anti-pain\" incentives. Beyond the 2018 end-of-year award is 100 million, and in 2019 there are 200 million awards, according to the official micro-article, the JingDong Digital Division in the largest project award, in addition to the new district smart city project, there are technology innovation, business model innovation, fine management and other project awards, respectively by the 10 million DAU user growth project, molybdenum star program, financial cloud T1 break and other 25 projects.

这对员工来说都是实实在在的回报,而且很可能是超预期的。京东数科没有玩阳光普照,付出才有回报,付出越多回报越多,奖励先进不只是对认真努力付出的回馈,同时可以树立标杆,让所有员工知道努力的方向。

This is a real reward for employees and is likely to be more than expected. JingDong Digital did not play sunshine, pay only to return, the more pay the more return, reward advanced not only to the serious efforts to pay the feedback, but also can set a benchmark, let all employees know the direction of the effort.

互联网公司很多都有20来年的历史,“人才老龄化现象”已出现,中年人占据核心位置,虽然有丰富的经验、赫赫的战功和无敌的资历,然而难免会存在职场老油条这样的现象,占着位置不干活的“资深”人才每个大企业应该都有,这不只是耗费了企业资源,同时阻碍了年轻人上升通道,一定程度给公司发展带来了负能量,一些科技公司在优化中高层,这不是年龄歧视,而是人才更新的正向机制,中年职场人应该有忧患意识,京东数科陈生强对员工说“任何人,只要有一颗年轻的心,一颗创业的心,一颗敢于不断突破自我的心,公司就会给予足够的支持,让大家有机会发出最强的光和热。”我觉得很实在。

Many Internet companies have a history of more than 20 years,\" talent aging phenomenon \"has appeared, middle-aged people occupy the core position, although there is a wealth of experience, Heheh's war achievements and invincible qualifications, but there will inevitably be such a phenomenon in the workplace, occupy a position not to work\" senior \"talent every big enterprise should have, this is not only consuming enterprise resources, at the same time hindering the young people rising channels, a certain degree of negative energy to the company, some technology companies in the optimization, this is not discrimination, but also a new talent mechanism should be able to break through the workplace, this person should have a strong sense of the heart, as long as long as long as long as the young people have a person has a strong heart. \"I think it's very real.

科技公司更重要的还是要给年轻人上升空间,通过顶层设计,不拘一格降人才,不断发现、培养和提拔优秀的年轻人,年轻人难管,对京东数科来说不是问题,因其有一套针对年轻人的成长体系,“青藤计划”就是一个很好的实践。2019年,京东数科专为核心的年轻人才成立青藤计划人才池,通过一套内部发现、推荐和选拔机制将核心优秀年轻人“存”到池子里,接着在公司和部门层面给这些年轻人提供专门的培养、交流机会,让他们承担更多职责,拥有施展自己的舞台和证明自己的机会,让大量的优秀年轻人才脱颖而出。

Technology companies are more important to give young people room to rise, through top-level design, unrestrained talent, constantly find, train and promote outstanding young people, young people difficult to manage, is not a problem for the jingdong digital department, because it has a growth system for young people,\" wisteria program \"is a good practice. In 2019, a pool of talent from the wisteria program was set up for young people with a core of expertise in the kyodong digital department. Through a set of in-house discovery, recommendation and selection mechanisms, the pool of outstanding young people was \"stored\" in the pool.

北京大学硕士毕业的莫雄剑是京东数科城市计算平台服务负责人,最初在微软亚洲研究院做认知服务的文字识别技术研发,后来加入京东数科,这是一次“从舒适区跳到潜力区”的主动选择,跟在成熟的公司一眼看得到未来不同,在高速发展的京东数科,莫雄剑的未来充满更多不确定性,同时意味着更大的发展空间,他成功入选前面提到的“青藤计划”,参与的智能城市项目是公司战略重点,也是当下AI大规模落地的黄金场景。京东数科给了这个项目组很大的自由度,莫雄剑也被要求承担更多职责,从写代码到不再写代码,而是带团队,负责管理、组织沟通、促进战略落地等等,个人实现了横向发展,视野更广,承担的责任更重,个人也实现了快速成长。

Mr. Mo, who graduated from Peking University as head of the JingDong Digital City Computing Platform service, initially developed a cognitive-services text recognition technology at Microsoft's Asia Research Institute and later joined the JingDong Digital Section, an active option to \"jump from comfort zone to potential zone \", following in a mature company to see the future at a glance. Jingdong Digital gave the project team a lot of freedom, Mo Xiongjian was also asked to take on more responsibilities, from writing code to no longer write code, but with a team, responsible for management, organizational communication, promote strategic landing, and so on, the individual achieved horizontal development, a broader vision, a heavier responsibility, and the individual also achieved rapid growth.

中央财经大学毕业的陈云禾出生于92年,也是“青藤计划”成员。陈云禾在两年半前加入数科,初期一年多都负责京东白条风控数据监控,在常规简单重复的工作中不设限,将简单的东西做出花来,就有白条获客路径分析,将白条内部资源转化的数据搭建起来,最后被用于白条获客营销,不只是直接增加了白条获客量,同时成为一个营销平台催生了白条联营等创新项目,给公司创造了超出预期的价值,干出成绩后先后得到两次晋升,第二次是破格跨级晋升。

Chen Yunhe, who graduated from the Central University of Finance and Economics, was born in 92 and is also a member of the Ivy League. Chen joined the digital section two-and-a-half years ago, initially more than a year in charge of the jingdong white bar wind control data monitoring, in the routine simple and repetitive work unlimited, simple things to spend, there are white bar customer path analysis, white bar internal resources into the data set up, and finally was used for white bar customer marketing, not only directly increased white bar customer volume, but also become a marketing platform to promote the white bar joint venture and other innovative projects, to create more than expected value, after the results have been promoted twice, the second is a cross-level promotion.

陈云禾在职责范围外做更多事情放在一些公司可能会被视作是越俎代庖,突破自己的工作半径,然而这在京东数科是被鼓励的,领导不只是给他很大空间,甚至帮他协调外部资源,放手让他去干,干出成绩就晋升提拔,京东自上而下都是给年轻人空间,让年轻人可以施展自己。

Mr. chen does more than his job. Some companies may be seen as taking over and breaking through their radius of work, but this is encouraged in the jingdong digital section, where the leadership not only gives him a lot of space, but also helps him co-ordinate external resources, let him do it, promote his achievements, and from top to bottom give young people room to work on their own.

截至2019年,京东数字科技集团“青藤计划”已经让85后总监数量翻番,90后经理数量翻了三倍,七成以上来自内部晋升。在2019年当年,青藤人才晋升比例达到81%。

As of 2019, the jingdong digital technology group wisteria project had doubled the number of post-85 directors, tripled the number of post-90s managers, and more than 70% came from internal promotions. In the year 2019, the proportion of talent promotions reached 81%.

世界上的伟大公司无不重视人才,广纳贤才的同时给人才成长的土壤、展示的舞台和创新的环境。科技产业是智力密集型行业,人才更是根本的根本。

All the great companies in the world attach importance to talent, accept talent at the same time give talent growth soil, show the stage and innovative environment. The science and technology industry is the intelligence intensive profession, the talented person is the fundamental.

不同时代有不同的用人之道,但第一点都是以人为本。日本80、90年代崛起了大量的高科技公司,背后与人才的终身雇佣制有关。互联网高速发展与健全的期权激励制度有密切关系,头部科技巨头无不以重视人才著称。不论什么时代,科技产业的基础都是人才,这绝对不会变。

Different times have different ways of employing people, but the first point is people-oriented. Japan's rise in the 1980s and 1990s to a large number of high-tech companies, behind the life-long employment of talent. The rapid development of the Internet is closely related to the sound option incentive system. No matter what age, the technology industry is based on talent, which will never change.

京东数科一直都将人才视作其战略的基座,其希望通过数字科技操作系统赋能产业改变世界,但深知离开人才一切都是空谈,京东数科CEO陈生强在年会上说:“改变世界的不仅是科技,更是科技背后的这些技术人才。技术创新,永无止境,他们的存在,才让现在更接近我们所期待的未来。”

\"It's not just technology, it's the people behind it,\" said Chen Shengqiang, the CEO of JingDong.\" It's not just technology that changes the world, it's the people behind it,\" he said at the annual meeting. Technological innovation, endless, their existence, so that the present closer to the future we expect. \".

陈生强说,在一个安稳的环境里,要出现英雄,很难,而在那些风起云涌的时代,往往群雄辈出,无数的豪杰青史留名,这跟中国古话“乱世出英雄”应该是相通的。乱世机遇和挑战并存,环境变化就可以乱中取势,有才华的人更容易崭露头角。

Chen said it is hard to be a hero in a stable environment, and in those high-flying times, there are often a lot of great men, countless heroes in history, this is the chinese old saying \"chaos out of heroes\" should be the same. With both opportunities and challenges in troubled times, environmental change can take the plunge, and talented people are more likely to emerge.

今天科技行业正逢“乱世”,优秀的人才更具施展自己的机会。对于科技企业来说,“天晴修屋顶”在人才上抓住大环境的不确定进行战略布局就可以得到未来发展的确定性。

Today's technology industry comes at a time of chaos, when talented people have a better chance of doing their job. For science and technology enterprises,\" sunny roof repair \"in the talent grasp the uncertainty of the environment to carry out strategic layout can get the certainty of future development.

一方面,一些公司主动或者被动不自觉地不再那么重视人才,甚至不自知,导致优秀人才加速流向对手怀抱。另一方面,竞争激烈、增长变难,给发现、考验和锤炼人才提供了更多可能。

On the one hand, some companies actively or passively no longer pay so much attention to talent, even do not know, leading to the rapid flow of talent to the arms of opponents. On the other hand, fierce competition and growing difficulties provide more possibilities for discovering, testing and honing talent.

京东数科重视人才不只是一句空话,陈生强曾说京东数科给人才好的发展土壤,给人才提供更多施展才华的舞台,让每一个员工的成长和成功,都能得到相应的回报。现在看来京东数科确实做到了。产业数字化时代,人才将成为产业数字化巨头竞争的关键,京东数科无忧。

It's not just empty talk that JingDong Digital attaches importance to talent, Chen Shengqiang once said that JingDong Digital gives talent a good development soil, provides talent with more stage to display talent, so that every employee's growth and success, can get the corresponding return. Now it seems that the JingDong Digital Section did. In the era of industrial digitization, talent will become the key to the competition of industrial digitization giants, and JingDong Digital Science will have no worries.

大环境不好时企业更要苦练基本功,人才是企业最最最基本的基本功。企业要想扛过寒冬并成为市场收割者,就要重视人才战略布局,做好人才特别是年轻人才的储备、培养和激励。

When the big environment is not good, the enterprise must practice the basic skill, the talented person is the enterprise most basic skill. If enterprises want to survive the cold winter and become market reapers, they should pay attention to the strategic layout of talents, and do well the reserve, training and encouragement of talents, especially young talents.

雷科技-有趣的科技媒体关注智能生活和前沿科技,小米、苹果、乐视、电视、VR、无人机都在这里啦雷科技-关注智能科技与前沿生活智能家居、智能手表、可穿戴设备、无人机,都在这里

Ray Technology's interesting technology media focuses on intelligent life and cutting-edge technology, Xiaomi, Apple, LeTV, TV, VR, UAV are here.