TapTechNews September 27th news, according to the public account of Shen Ma's Moments, Tencent's Organization and Talent Development Department today released an all-staff email to update the Tencent Employee Career Development Management System.
The main contents include:
Hiding the professional job grade, and the professional job grade information will not be publicly displayed in Enterprise WeChat, and the management job grade displayed in Enterprise WeChat is adjusted to the corresponding organization or business leader;
The job grade stay time requirement for the target job grade of 8 and below will be extended from 0.5 years to 1 year, which is consistent with other job grades;
Encouraging lateral development, career development includes not only vertical job grade promotion, but also lateral conversion to different professional channels, or conversion between professional and management.
Strictly implement the sunshine principle of job grade review, increase the penalty for violations and fraud, and strengthen the solemnity and binding force of assessment/review.
TapTechNews attaches the full text of the notice as follows:
Notice on the Update of the Tencent Employee Career Development Management System
Updates on Career Development Management at Tencent
Dear Tencent colleagues:
Since 2022, with the change of the external environment, the company's development has entered a new stage, and we have also been constantly adjusting in terms of job grades to meet the requirements of human resource management in the new situation. Continuing the job grade reform in 2022, we have made important updates to the Tencent Employee Career Development Management System, and the specific changes are as follows:
1. Hiding the professional job grade
From now on, the professional job grade information will not be publicly displayed in Enterprise WeChat.
In Tencent, we have always directly called each other by name at work. The job grade is the natural result of ability growth and also represents the company's recognition of the value created by employees, but we do not hope that everyone is defined and solidified by the job grade, nor do we hope to judge heroes by the job grade, nor be bound by bureaucratic bad habits such as job grade equality. Canceling the external display of the job grade is to reduce excessive attention to the job grade and advocate an equal and pragmatic workplace culture. Focusing on things at work and paying more attention to the significance and value of the work itself will help us jointly create a simple and equal working environment.
At the same time, many departments are also piloting the organization leader, and adjusting the management job grade displayed in Enterprise WeChat to the corresponding organization or business leader.
2. Unifying the shortest stay time of all job grades to 1 year
The job grade stay time requirement for the target job grade of 8 and below will be extended from 0.5 years to 1 year, which is consistent with other job grades. At the same time, the twice declaration windows in the first half and the second half of the year for the target job grade of 8 and below are maintained, and the green channel declaration qualification is relaxed, that is, when the current performance is Outstanding, it can be applied.
The company still retains the special declaration channel to provide rapid development opportunities for partners who have made special contributions in the recent year but do not meet the green channel declaration qualification.
Managers can realize cross-level or breakthrough basic qualification declaration for outstanding employees through green channel declaration or special declaration.
3. Encouraging lateral development
What we usually say about career development includes not only vertical job grade promotion, but also lateral conversion to diff erent professional channels, or conversion between professional and management. In this new Tencent Employee Career Development Management System, the conversion principles and specific rules have also been refreshed.
Converting professional channels: The company encourages all levels of employees to expand skills across channels/clusters according to their own abilities and work development needs. According to the new regulations, for cross-channel/job development at level 11 and below, in principle, job transfer means job channel transfer, and no additional review application is required. For cross-cluster or transfer channels at level 12 and above, the company will also communicate with each channel/cluster to simplify the process as much as possible so that everyone can accumulate experience on the most suitable professional channel and continue to climb.
Conversion between professional and management: The company encourages all levels of professional talents to develop in the management path according to the job requirements of the corresponding management job grade and position under the premise of meeting the requirements; at the same time, it also encourages all levels of management cadres who tend to professional development to transfer to the professional path development according to the organization's arrangement or personal development needs.
The refresh and simplification of the lateral development rules can facilitate more open choices on the career development path and find a more suitable and beloved development direction within Tencent.
4. Strictly implementing the sunshine principle of job grade review
In order to further improve the fairness of the job grade review link, increase the penalty for violations and fraud, and strengthen the solemnity and binding force of assessment/review, in the future, job grade assessment management will be connected with the Tencent Sunshine Code of Conduct of the company, and any fraud behavior found in the job grade assessment will be synchronized to the processing team of the Tencent Sunshine Code of Conduct. Once the investigation is confirmed, according to the relevant provisions of the Tencent Sunshine Code of Conduct, the applicant will be given a violation penalty according to the degree of violation.
We expect that the above adjustments and changes can make all our colleagues pay more attention to the creation of long-term value and tenaciously face the challenges of the internal and external environment in the future.
S3 - Organization and Talent Development Department
September 27th, 2024