The analysis of motivation system and corporate culture in Huawei based on its legendary success

Ⅰ. Introduction

To select China’s most successful high-tech， world-class international companies， Huawei must be on the top of the list. According to the latest release of Chinese private company top 500， Huawei ranked first with total revenue of RMB185.2 billion. Until 2010， Huawei has surpassed many international business giants such as Nokia， Siemens， Alcatel-Lucent， and becomes the second largest telecommunications equipment manufacturer only next to Ericsson.

Ⅱ.Supportive theories

A. Maslow's hierarchy of needs

Maslow's hierarchy of needs is the base of the motivation in human resource. It has five levels: Physiological need， safety need， social need， esteem need and self-actualization need. Knowing the needs of the employees is important to use the Maslow's hierarchy of needs.

Ⅲ.Analysis

1.Motivation system:

Strategic motivation and compensation system of Huawei:

The strategic motivation and compensation system consist of three parts: basic payment， welfare and allowance.

Basic payment

The basic payment in Huawei is very high， which become one of the characteristics of its strategic motivation and compensation sysytem. As we all know， Huawei is famous for its\" Three Highs\"， that is high efficiency， high pressure， high salary. The high basic payment in Huawei not only attracts large numbers of talents， but also keep them motivated working in Huawei.

Welfare

In Huawei， the welfare has two major characteristics:welfare monetization and Dynamic welfare and insurance system. The welfare of Huawei consists of three parts: one if traffic and meal allowance which issued in the task-card. The second is pension fund， the last one is medical insurance. This three kinds of welfare are all dynamic， that is to say， the welfare is depend on the position and performance of the employees， and it is not fixed.

Allowance

The allowance in Huawei can be divided into four parts: Domestic mission allowance， Domestic non-local resident allowance， overseas mission allowance and overseas resident allowance.

2.Non monetary motivation

Fair-and-square appraisal system

The standard and procedure of Huawei’s performance appraisal is very strict， which evaluate the employees roundly. Capability， sense of responsibility， attitude towards work and the ability to burden the risks are included in the appraisal system.

The system is transparent and open to the public， any dissatisfaction can be reported to the supervisor and the company will alter it after verifying. What’s more， the continuous record in the data base can motivate the employees on and on.

Ⅳ.Summary

The HUAWEI group rises sharply in the short ten years. In the past years few knew it and now everyone knows. It has a great contact with it human resource management. It can have a full use of the motivation method to encourage employees to work hard for the company.