Nortel Network tries its best to carry out the movement of eliminating hierarchy within the company and try its best to flatten the organizational structure. There are fewer leadership levels in the whole company. "In the company, the title is no longer important. It's harsh for people to call them by their first names. We focus on the performance of employees, not titles. " Zhang, director of human resources at Nortel, believes that it is a bit harsh to call employees by their titles in Nortel. Each post in Nortel Network has a clear description and scope of activities, telling managers the key work of the post. Everyone has more room to play in their own position. Managers and even employees have their own things to play in their posts, not only people say what you can and can't do. The human resources department of Nortel has a special job of eliminating grades-Deband. They began to lift the ban from superficial appellation to various treatments.

Method of eliminating levels

Nortel Network does not strictly divide talents into technical talents and management talents. In the field of high-tech talents, there are still many people who don't like to take people, but just concentrate on their work. There is also a kind of person who contributes his talents by managing others. Nortel network will not separate the two roads, but will give two kinds of people the opportunity to develop to a higher level. Therefore, Nortel Network divides these two types of people into individual contributors and individual managers. These two roads have different levels, and the treatment of individual contributors can reach the level of director, which is very high treatment.

In order to eliminate the simple hierarchical relationship, Nortel Network also adopted the method of "de-banding", and each job has a job description called JCI (Position Complexity Index). On the one hand, these indicators represent the job responsibilities of employees, and at the same time, through position analysis and talent market, the salary of this position is priced. Different JCI have different salaries, but different types of JCI have different grades. For example, JCIforprofessional is divided into JCI 1 ~ JCI5, and management level is also divided into JCI 1 ~ JCI 5, but professional JCI 1. This not only distinguishes the treatment of different positions and the direction of employee development, but also eliminates the concept of level. A professional of JCI 1 can manage a manager of JCI5, but the salary of JCI 1 can be higher than that of JCI5, which is normal.

On demand equipment

Nortel Network does not mean that there must be an office at the manager level, nor what kind of laptop you need when you are promoted, nor is the office condition configured according to the level. "We must look at the job requirements." Nortel Network thinks from the job requirements. For example, a salesperson will provide him with whatever he needs at work, no matter how low his level is. New human resources policies are constantly coming from North America, and the company has maintained a very consistent management style around the world, and the company culture has also maintained global consistency, while retaining local characteristics. It is said that an employee who works in China will not feel any cultural differences when transferred to North America. After the new policy comes down, the human resources department will hold a meeting for managers at all levels to tell them the benefits of the new policy, which is equivalent to mobilizing everyone to implement the new policy. "It is impossible to say that the manager's office must be bigger than the employees. We think it's boring. "

Lead everyone with charm

Doing human resources work needs the support of the CEO of the company very much. If he doesn't have this idea and doesn't push it, it will be difficult to do it. If the CEO is very confident in the work of human resources, the human resources department can work efficiently.

In Nortel Network, after eliminating the hierarchy and many privileges symbolizing power, the leadership relies on work experience, bringing people's quality and personal charm to lead employees to move forward together. There are many different sources of energy. "The power that a person's position can bring is not only his experience and background, but also the power brought by his knowledge and work experience, as well as a personal charm. Some people think it's important to be with you and learn a lot. " Zhang, director of human resources, believes that the power to win the hearts of others between people is probably the charm of doing things by individuals, so the management of Nortel Network is often the first person.

Eliminate the complaints in your heart forever

Sometimes, due to the efficiency of information transmission and the deviation of understanding, employees will inevitably encounter difficulties and emotions from time to time in their work and life. Nortel Networks has many ways to eliminate complaints. In Nortel, the first person you can communicate with is your own manager, followed by the company's human resources department. The company also has EmployeeRelations group, which is a department specially set up by Nortel Networks to handle employee relations, helping employees solve problems and feedback complaints. When employees encounter work problems, they can talk to any party without preempting them. Once there are obvious problems, the human resources department will take the initiative to intervene first. Nortel Network lets the human resources department keep track of each business department. If employees in this department encounter emotional problems, they can directly find the human resources employee who follows this department. This human resources person does not belong to this department, and is familiar with the members of the department, so it is convenient and timely to communicate with each other. There is also a person in the human resources department who is committed to employee satisfaction. This person will call the person in charge of human resources in each department every month to discuss the human resources problems in the department. These people will attend the lunch meeting convened by the human resources department every month to see how the employees of the new project made by the human resources department react in a very relaxed way. The year-end report of human resources has a special content about employee relations.

Person-to-person call of human resources department

"HR is a relatively neutral department in the minds of employees. Every department has an HR tracking, so many things are frankly said. For example, if there is a contradiction between the employee and the boss, you can tell the HR person. "

Each department of Nortel Network Company has a specific human resources employee to follow up. This human resources employee probably has a concept of employees in that department and knows their work very well. Employees' work problems and emotional problems will not accumulate to a serious extent, and of course there will be no "surprise" results, and the problems will be solved in the process.

The most basic requirement of human resources workers is information confidentiality, and employees' information and conversations should be kept confidential to anyone.

The details of the investigation reflect the facts.

Nortel Network conducts an employee opinion survey every year, and gives the sentiment index of the whole staff of the Human Resources Department through the survey. In the questionnaire, each business department has a targeted survey, through which we can see what problems exist in each department. With the acceleration of changes, Nortel conducts employee surveys every six months. For modern human resources work, taking 1 as the project implementation unit can no longer adapt to the rapidly changing human resources market.

The questionnaire is designed in detail, with different question groups and scientific classification. After the investigation, a very clear employee morale result will be obtained through report analysis. Often whether employees are happy in a department has a great relationship with the manager, so if a department manager has a problem, it is very bad for his employees. Because the human resources department insists on establishing a very open environment for a long time, what employees have will soon be reflected, and there will be no situation in which a department leader dominates the world.

Don't wait for employees to leave.

In Nortel Network, when an employee resigns for various reasons, the company usually conducts a resignation interview process, and the human resources department will talk with the employee to see whether the person should stay and how to get specific management advice through the interview. Usually, in the company's business process and business development, employees can provide a reference suggestion to the human resources department through interviews, which has obvious effects on improving company management. Employee turnover feedback is of great value to human resources work. If it is necessary to retain a very outstanding talent, the human resources department will find out the problems existing in the company and provide employees with opportunities to stay.

Trust is the essence of management.

"We don't take part in the work of Nortel. We fully trust the employees and we also trust the manager." The human resources department seldom spends its energy on employee attendance. Managers of all departments should master some codes of conduct through training. If the employee is too far away from the rules of conduct, the manager will raise it.

Nortel Network has a staff meeting every quarter, which is attended by senior leaders of the company. On the one hand, the meeting reports business matters, and on the other hand, leaders and employees directly answer questions if employees have any questions at the meeting. And each department and team has its own departmental meeting. "We always put special emphasis on communication when we do things, because we are a communication company, and our slogan to our customers is' How can the world share?' What we have to do ourselves is how to share ideas. "