Zhenxiang, Huawei gives n+1 for voluntary resignation

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Indeed, I have many friends working in Huawei , what “ The fighter agreement ” Waiting was pretty good “ interesting ” Of . One good thing is , Whether or not the employee voluntarily proposes to resign , Huawei will give N+1 The compensation .

Today, I would like to share my experience from becoming a full-time employee of Huawei to leaving the company , Let's take a look at those experiences . It is also convenient for everyone to have a more real understanding of Huawei .

link ：https://zhuanlan.zhihu.com/p/485029198

Probation and overtime pay

After I became a regular, I saw your ability and efforts , I also realize that it is difficult to reach the height I want in the expected time , Finally, after all aspects of consideration , Decided to give up the position , Go back to foreign enterprises and find the rhythm suitable for me .

Reluctantly after leaving , remember , I think my experience in Huawei is particularly precious , So make a note here . that , Let me talk about probation and overtime pay first .

generally speaking , The probation period lasts for 3-6 Months , Wages 、 Bonuses are calculated according to the standard of regular employees . as far as I am concerned , The only difference is , Employees on probation , Weekend overtime cannot be transferred to compensatory leave , Equivalent to white overtime . therefore , Less than the busiest time , group leader （PL） Employees on probation will not be asked to work overtime on weekends , If you have to work overtime , They will also take time off by going out on business .

I heard from my predecessors , stay 2019 year ~2020 In the year , Because Huawei was sanctioned by the United States , Once adopted the so-called wartime state , At that time, the pressure was the greatest . As compensation , Huawei has also allocated additional funds for incentives ： Regular employees work overtime on weekends , It will be directly converted into double salary and paid next month . If you work overtime for two days on weekends , Double pay is 4 God , This is equivalent to a rise in basic wages 80%, Nearly doubled . Of course , This continuous weekend overtime is also very energy consuming , No matter how strong you are or how young you are , In the end, I have to admit ： Life matters .

Now work overtime on weekends , Still double pay , But not next month , It's for you to accumulate , until 8 Change work number once a year , Or when you leave , Will settle for you . also , Weekend overtime also needs the approval of the supervisor , No longer calculate directly according to the clock in time .

With the deepening of the work , I gradually began to understand the reasons why Huawei made some policies , Begin to understand the trade-offs it makes in order to get the maximum benefit .

Recruitment

We just graduated from that meeting , I've heard of Huawei as long as it is 985/211 All the students will recruit , Just pass the programming problem , Hardly look at your personal experience . I didn't understand , I think it's easy to recruit a group of waste people to come in ？

When I came in, I found , Huawei will be based on distrust of employees , Establish a set of perfect system and process to let employees do their work well . People who can't bear the pressure are eliminated , People who can withstand pressure and follow rules and procedures can survive , On this basis, IQ 、 People with particularly high EQ will get soft with money .

Over here , Every employee may participate in recruitment , This has almost become the only way for them in Huawei's career . They will build on the existing talent pool , Call one by one to ask about your intention to take office , And guide them to do interview questions 、 Program online and participate in the interview 1 Yes 1 interview .

My guess is that the storage budget is not enough , Therefore, when recruiting, they tend to recruit OD/WX The employees' .OD The employee's job number is in 300 start ,WX The employee's job number is in WX start , These two kinds of employees are not regular employees of Huawei , among OD Our employees are relatively better , Mainly engaged in development work . and WX The first employees can only do testing work , They follow the test documentation step by step and see if it meets expectations , most WX Employees don't know why they're doing this , What does the expected result represent , Because they are not qualified to participate in the design and crosstalk of the scheme , either TDE(Test Design Engineer, Huawei staff responsible for designing test cases ) Willing to explain to them .

Due to the large loss of personnel on the storage side , Therefore, the task of recruitment is very heavy . meanwhile , Storage tends to recruit OD/WX The employees' , So recruitment will be very difficult . So in summary ： Capable people don't like OD/WX, People without ability can't pass the examination of online programming .

Monthly reply and confirmation reply

On probation , There will be a monthly reply every month , You have to PPT Describe in detail what you did in this month , What I learned , And answer the questions of the judges on the spot . At the time of becoming a regular , You need to prepare a formal defense , Summarize the work of the whole probation period .

Fortunately, , Because the project is too tight , In the end, I only participated in 3 Defense , Including confirmation and defense .

In the course of the defense , The judges will listen to you carefully , And ask you some questions after thinking , The atmosphere is good . actually , The effect of defense on performance is not particularly great , Because everyone can see what you usually do , Can also estimate the component .

The greatest function of defense , Is to prevent new employees from being lazy . When an employee enters the company , Be fully familiar with the process , Before becoming a busy screw , There will be a short window . At this stage , Because you don't know anything , No one will come to you , I can't assign you tasks . At this time , If you know you need to report on your work and study progress every month , Will generate enough power , Join the team as soon as possible .

After completing the formal defense , Basically, you are already a standard screw , There is no need to reply at this time , Encourage through performance appraisal .

Trusted authentication

For storage development , Everyone needs to pass a credible exam .

Credible test is divided into professional level and work level , There are four courses , Four exams , It's often easier for new employees to pass , Because they have more time ; And older employees don't have time to learn , Almost all naked exams , At most one or two nights to read materials , Therefore, the passing rate is lower .

I'm lucky , It's easy to pass the professional level （ After all, it requires 17 Employees at level and above must pass the professional level ）. From my point of view , The knowledge of trusted authentication is really summarized very well , I worked hard to sum it up , In addition to the online programming of subject one , Other subjects are theoretical knowledge , The scope of coverage includes programming language syntax and skills 、 Programming language specification 、 Demand analysis 、 Safety red line 、 Design patterns 、 Agile development and so on . When I read those learning courses and materials , Have a strong sense of deja vu , Because many of them are scenes I have experienced , I fell in the pit . These experiences are summed up in refined language , The idea of promoting training through examination is instilled into the mind of every employee .

It is a pity , Due to great work intensity , Everyone aims to pass the certification . They hardly look at courses and materials , Search the past examination questions directly in the heart voice forum , Recite the answer , Pass the exam as fast as possible , A lot of classic materials were wasted , It's a pity .

interface

From induction to mentor release , In fact, it took almost two months . This should be the happiest time , The most important task is to pass the credible test . Two months later , Start taking on some simple tasks , Modify the questionnaire or undertake some simple function development .

In some departments , This often gives you a terrible task -- interface .

generally speaking , A product will be divided into multiple modules , Each team maintains one or more modules . When the test finds that the module belonging to a group has problems , Or other modules that depend on this module do not work properly , They need someone who can help find out why , This person is called the interface person .

A group is about 10 personal , The amount of module code in charge is tens of ~ Millions of lines . At first glance , I think I should choose an experienced employee , Responsible for the modules in the group 、 The person who has a clear grasp of the historical situation, etc. as the interface person . But actually , Help others see the problem and find the reason , It's a thankless job , Because the leaders can't see , Colleagues around you can't feel .

In a foreign company , The contact person is usually the supervisor (Manager). He will make a simple analysis of the problem , Then according to the areas of expertise of the members of the group 、 Load condition , Choose the right development to analyze the problem . In huawei , Similar positions are PL, For performance , They can't waste their time on this every day . meanwhile , Everyone in the group is busy , Those most familiar with the field may be completing urgent tasks , There's no time to analyze . therefore ,PL Usually find colleagues with less seniority in the group to act as the interface , And rotate according to a fixed period .

The amount of code maintained by a group is not small , Let the new employee be the interface , Famous for its name “ exercise ”, It's actually asking him to resist pressure . As an interface ,PL The requirement is not to disturb the rest of the group as much as possible , All questions , Unless it's really Bug, Otherwise, you can't let the test . Such a request seems simple , But for new employees , Most of the time, you don't even understand what he means when testing and consulting questions , In addition, there are various historical reasons for the design 、 Consideration of special circumstances , New employees are mostly ignorant . Want to turn to experienced colleagues ？ If the project is not too tense, it's OK to say , The project is tense , Everyone is talking with headphones , You may not see them idle for hours . The test requires your response time , An hour without a clear explanation ？ Let's have a bill of lading .

for instance ： You're analyzing A The cause of the problem , Read completely unfamiliar code , in addition 2 A test to leave you a message , I want to consult you B、C problem . You simply swept B、C problem , None of them are familiar to you , It takes time to read the code , Understand design , Just know if it's a problem , So you haven't replied yet . Two minutes later , Call you for the two tests , You're upset , I don't want to answer the phone , But they kept fighting , And tell you in the message that if you don't answer the phone again . You can only pick up the phone and advise , Tell them they're really busy right now , Only ask them to register first , Wait in line for your news .

It didn't take long , You read A Part of the problem is the logic that I can't understand , Looking for someone to ask , Everyone in a group is on the phone . So you bite your teeth and follow A The test confirms the logic of the test case , While ignoring some unreadable code to guess the subsequent logic . Now B、C Your test tells you you can't wait any longer , It urged for the bill of lading , You can only temporarily put down the code and explain again , Give them a reasonable deadline and ask them to accept . Suddenly the phone rang again , It's a conference call , The problem is very serious , Four or five online developers are under discussion , I need you to confirm ,TDE Urge you to see , If you don't know, poke it up . You put it down A problem , While reading D Problem phenomenon , Answer these development questions with your understanding .D The problem is not difficult , But there are many conditions involved , There are many variables , The logic is very complicated , You have to trim , In the process of Management ,A The test of TDE Leave you a message angrily ： I've been watching it for two hours, but I haven't got the result yet ？ The bill of lading must be .

If it's really uncertain , The test can't wait for the bill of lading , It's usually with PL Speak of the . But as a new employee , You have to be mentally prepared , Because at this time, it is inevitable to scold . because PL Always busy to death , He has a plan to discuss , There are designs to do , And a lot of group chores , I was already in a mess , Not only can't you help him share , Tell him something you don't understand , He also collapsed . But this scolding is often worth it , because PL Will quickly point you in the direction , Because if the positioning is wrong , He will quickly correct your direction （ By the way, I scolded a few irritable words ）.

This is probably the working state of the interface person . In the morning 9：40~11：30, At noon, 14：30~18：00, evening 19：30~21：30 It's the peak .

Questionnaire

Just mentioned many times “ Bill of lading ”, It refers to the list of questions . Test question list , Generally speaking, the functions of a module are Bug.

Follow up of the questionnaire , Huawei has a system called DTS, Test bill of lading , The process of development and solution is roughly as follows ：

1. Test outsourcing employees in DTS Create a questionnaire in the system , Fill in the product 、 edition 、 Problem description and other information .

2. The questionnaire is submitted to the person in charge of the test of the module TDE（ Regular employees of Huawei ） to examine .

3. test TDE Forward the questionnaire to the group responsible for the development of the module PL.

4. Within the group PL Then forward the problem to the developer who needs to solve the problem .

5. Development solves problems , Submission code , Fill in the root cause analysis and transfer the questionnaire to the group PL.

6. Development requires both and testing TDE Time of appointment , And testing TDE Talk about the causes of the problem list and the impact of the modification .

7. Within the group PL Wait for the crosstalk to be completed and the latest Build Including the development of CommitId after , Transfer the questionnaire to the test TDE.

8. test TDE Send the questionnaire to the test outsourcing staff for verification .

Such a process goes down , It feels like peeling . This is probably the reason why all developers smell the problem of monochrome change .

For superior leaders , He doesn't need to know the details , Just ask for the target number of questionnaires of a group . For example, today the whole group is left with 40 A list of questions , Tomorrow's request is 35 individual , The day after tomorrow is 30 individual ...

therefore , In order to achieve the goal ,PL I'm very disgusted with the problem list and go to my group . Some problem sheets involve the coordination between modules , When I tested the bill of lading, I found that A Module problem , but A After studying the module, it is found that , The real problem is A Modules depend on B On the module ,B The module is maintained by another group , So I followed B The interface of the module communicates with people . This situation , Even if it's basically determined to be B Module problem ,B Modular PL、 The contact person will also try every means to delay the issue list to B Module time , Locate the root cause of the problem and modify the scheme , Will agree to the question B modular . After all, the goal of the daily questionnaire is there , One more on your head , It's a heavy burden ！ This time ,A Modular PL I certainly don't want the questionnaire to be in my own group , So just look at them PL Of PK 了 , As PL, At least they have been working in Huawei for several years , Everyone has feelings like comrades in arms , Understand each other , I'll leave it to you this time , Leave it to me next time , Don't tear each other's faces .

In this process , The least favorite step in development is testing crosstalk . The original intention of this design is good ： Worried about the impact of your changes, the test is not clear , Therefore, it is impossible to test the affected scenarios . Unfortunately, this rule is too rigid , Most of the crosstalk doesn't make sense at all , Only the test is needed to reproduce the original scene , And check whether the problem is solved .

I think the reason why the design of the questionnaire is so complex , It's still a distrust of employees . In a foreign company , The process is much simpler ：

1. Test create questionnaire , Fill in the product 、 edition 、 Problem description and other information .

2. The problem list is presented to the developer who needs to solve the problem .

3. Development solves problems , Submission code , Fill in root cause analysis and scenarios requiring key tests , Turn the sheet back to the test verification .

Simplification of steps , It requires high quality of employees . Take the crosstalk between questionnaire and test , Most developers feel that this change has a great impact , When you may need to focus on testing some scenarios , It will be indicated on the questionnaire ; Empathy , If the test realizes that the developer's changes are risky , Or when you don't understand the root cause analysis of developers , They will also take the initiative to communicate with developers .

Huawei's process is complex , Its basic logic is ： trust DE/TDE This kind of excellent employee who has worked in Huawei for a long time , New employees are not trustworthy . Supporting incentives also tend to PL/DE/TDE, This will make the new employee do very much , But it doesn't matter , Because there will always be a group of people who can't help being oppressed , People who are willing to follow the rules and stick to their efforts . The process of foreign enterprises is simple , Every employee is doing a good job , But if there are some employees who want to be lazy , The company really doesn't have many effective remediation methods , At best, it's a long-term failure to raise wages .

Complex processes lead to a problem , It's a test TDE I'm more busy than I thought . Because of a test TDE Often responsible for multiple modules , That is, corresponding to multi development , When there are many lists of questions , It is easy to form a single point bottleneck . for instance , Suppose a TDE I have 10 An outsourced testing staff , Separately measured 10 A question , this 10 One question corresponds to 8 Individual development , What about this 8 After a developer fixes the problem , It doesn't count to talk to outsourced testers , You have to queue up for this TDE Collusion , Thus forming a single point bottleneck .

test TDE Too busy to find North , Naturally, you won't have a good temper . Development doesn't dare offend testing at all , If TDE I don't like you , If nothing else , Just pick on you in the series 、 Or put your crosstalk last , Will greatly slow down your work progress and enthusiasm .

Code review and Committer

Code view , That is to say Code Review. After each developer writes the code , You must send a code view to join the trunk branch .

In a foreign company , Generally, developers will look for two developers who are familiar with this field for inspection , Get two Approve in the future , It fits in easily .

In huawei , In theory, the following steps are required ：

1. Select two development views

2. After the view is passed, select a Committer to examine

3. After passing the audit , Select a person with permission to close in .

commonly Committer Is a senior employee in a team , The technology is quite strong , And do things carefully .

In the general development stage , The authority will be relaxed a lot , The steps are simplified to ：

1. Select a development view

2. After passing the inspection, find a Commiter Review and review recombined .

Committer The number of is very small , Probably 20% about .100 Individuals need to integrate into the code , Have to find this 20 Personal code review . These people are basically DE(Design Engineer), Mainly responsible for scheme design 、 Tackling difficult problems and other tasks , At the same time, it also helps a large number of colleagues to review the code . So most of them are too busy to find the North .

these Committer On the one hand, it undertakes the work beneficial to its future in projects such as scheme design , On the other hand, look at everyone's code , Any questions will have to be patiently explained （ If you don't explain clearly, you won't pass the examination ）, So they will make rapid progress . And most of the new employees are just executors , For the overall planning 、 The background and principle are unclear , They want Committer It is impossible to explain patiently , Only when reviewing code , Can learn something , But it's also piecemeal .

Since then , New and old employees (Committer) The gap between . The end result is a knowledge gap , It's easy to lose new employees , Because they can only learn by themselves after tedious work , Old employees don't have time to teach them ; At the same time, they are relatively less motivated , Unless you work hard to climb to Commiter This position , Otherwise, the future development is slim .

Won the prize —— Yes 20k Code

Function development

A demand comes , The time needed to complete the assessment . But this is just a reference , Each level will try to shorten the time . It leads to the developer layer , Almost impossible task .

for instance , A task , Participate in design development and testing 12+4 God , The requirements given by the version are 10+3 God , But when this task is really given to the development and testing involved in the implementation , Maybe only 6+1.5 God .

Where's the middle time ？ From top to bottom , Leaders at all levels are worried that the task will not be completed , So I want to reserve a little buffer . So time from 10+3 Tianchuan reaches the lower level and becomes 8+2.5 God , Gradually down and finally become 6+1.5 God .

therefore , The development of functions is extremely urgent , It's almost impossible for you to finish it in the specified time .

In limine , I will be very anxious because I can't finish the task . Then I found out , It turns out that everyone can't finish , The target is put there and becomes a decoration , Although the target time is approaching, they began to rush , But in fact, it won't be much if it can't be done . however , The person who urges you has a bottom line , The bottom line is the requirements given to him by his superiors , It's just the bottom line. He'll never tell you .

Go overseas

Go overseas , It generally refers to the first-line going overseas to sell our storage products , There are many places to choose , Almost all over the world . But choose countries with good conditions in Europe , There are few subsidies , Choose non state countries with poor conditions , The subsidy is very awesome .

On the storage side , There are indicators for the number of people who need to go abroad every year , Almost every team has to work .

Except for a few small partners who are willing to abandon their families and children to work abroad , Most people don't want to go . therefore , Ask you to go overseas , It's like forcing you to leave , It has basically become a way to eliminate people .

I've seen a few good abilities , Experienced employees , Was asked to go overseas . Although they didn't Committer So spell , But they have accumulated a lot of knowledge in about five years , It's also a backbone employee . Helpless is , Because of this rigid rule , Have to choose to leave the development position .

In fact, I don't understand , These employees who have worked for about five years , He should be familiar with the modules he has worked on . Finally reached this level , It also adapts to Huawei's work intensity . This should be the best time for them to shine and heat , But Huawei sent them overseas , Recruit new employees again and go through another painful process of learning and adaptation .

actually , The knowledge of these developers does not play much role in overseas sales ： You have mastered a module in the product that your group is responsible for , It contains hundreds of structures and thousands of fields , You can understand the meaning of each field and why they are designed . So ？ So what? ？ When it comes to selling , Customers are not interested in this . What customers are interested in , You still need to take part in training to master . Then why not just let the newcomers do sales ？

Choose to leave

Actually, for me , When the money is in place , There are two things I care about most ：

1. Easy work

2. The future is bright

These two points only need to meet a little , I wouldn't consider leaving , If both points are satisfied , Then I will pledge my allegiance to the death .

First , Mainly for my own reasons , Because I always know that Huawei's work is not easy .

My home is about... Away from the company by car 40 km , Although there is a bus downstairs , But the bus starts in the morning 08:30 Reach as the goal （ Working hours according to administrative standards 08:30~18:00 Subject to ）. So the departure time is in the morning 07:10, in other words , I'll do it at the latest 06:50 You have to get up , After brushing your teeth and washing your face, get off the upstairs bus , And then stagger to sleep on the bus .

I had nightmares several times , I dreamed that I missed the bus for some inexplicable reason , The heart collapsed to the extreme .

Two months later , I can't stand it , Decided to rent a house near the company , Usually go to work by bike . such , You can sleep until... In the morning 08:50, Go back every weekend . At first it was OK , But as the work pressure increases , The weekend slowly began to become a single holiday , It's equivalent to going home on Saturday night , Sunday night 10 P.m. , I have to take the subway back to the rental house （ To sleep in on Monday morning ）. It could have been adapted to , When my daughter is one year old , Become more and more lovely , I can't bear the feeling of leaving her . I installed a in my living room 360 camera , Every day at dinner , Just watch my mother and daughter play , Sometimes I shout through the camera “ Sweet ”, My daughter thought the camera was me , Often raise your head to the camera and call Dad , It's sad .

In fact, before entering the job , I also thought about this question . The idea was , If we can settle down in Huawei , Rent a better house in Pixian , Pick up the whole family , You can have dinner with your family at noon every day , You can also have dinner with your family occasionally in the evening . But then my mother didn't want to move , My wife hasn't found a suitable house yet , Nothing was done . in addition , Every day at noon 、 Ride every night 5 Go back and have a look at your daughter about kilometers , It's really a toss , Plus the work is getting busier and busier , People are getting more and more tired , Even if you really move to Pixian , The effect is not great .

Remember that time , The worst thing is having dinner every night , The moment I walked back to the company from the park . I will ask myself , It's already dark , Why can't I rest ？ How valuable is what I do , How attractive it is to me ？ Every day , How to enjoy my life ？ There was a saying that was very hot , Youth is only a few years , The epidemic situation accounted for three years . That feeling is similar to this .

secondly , It's about personal career development .

As a new employee , My department , I can only barely work with colleagues who have been in office for about a year . There is a saying ： Your performance is PL It was fixed when I assigned you the task ,PL Can give you valuable 、 An important task with exposure , You can also give you thankless chores . As a new person , Naturally, we should start from doing chores , And the people around me are conscientious , The knowledge I'm good at doesn't work here , The prospect of development can be imagined .

I've thought about , If I want to reach the level of backbone , It will take at least two years , I haven't had my own life for so long , And getting older , And the risk of being sent overseas , It's not worth it .

Colleagues at my level , Basic it is DE, The time they work in storage is about 8~12 year . My working years are similar , But join as a newcomer , Learn all kinds of tools , Understand Huawei's storage architecture 、 Code details and even historical reasons for various designs , Even if you do your best 5 Years to reach their level .

The key is , These jobs 10 Employees for years or more , One volume after another ： You think every night 2 It's very curly to go home at 8 o'clock ？ Continuous work again 30 Hours of . You think the task is too heavy , It's impossible to finish it in a week , They can finish it in five days and do many other tasks along the way . by comparison , I am fully aware of my energy 、 The gap between intelligence and ability .

This huge competitive pressure , It also caused some problems on my nerves . I remember one night 10 spot , I take the subway back to the rental house , Get to the rental house. Come on 12 O 'clock , After I wash, I want to play with my mobile phone and sleep when I'm sleepy , The result is until 2 No sleepiness at all . I play for half an hour , Try to sleep for half an hour , Over and over again , Take a look at the time , already 5 O 'clock . That's when you're most scared ： It's almost dawn , Not a bit sleepy ！

I stayed until dawn that day , morning 7 Click over , Just outside the bustling traffic 、 Fall asleep in the sound of people , This should be the only insomnia in my life . The alarm is on 08:55 On time , I have to drag my tired body to ride to the company , Experience from the morning 09:30 until night 22:30 A busy day .

In the case of neither ease nor future , I finally decided to surrender and give up . Actually , There are also job transfers to other departments , Develop new products , The chance for everyone to run together . If a new job comes up later , I may propose to transfer , Maybe you won't leave Huawei .

summary

Overall speaking , Huawei's competitiveness is really much stronger than that of foreign enterprises . It through brutal internal competition , Let employees do their work as well as possible . Although this has brought a lot of complaints from employees , But it does not hinder the rapid development and progress of the company .

Finally leave Huawei , Looking back, I'm still very reluctant , Think of the scene of struggling with everyone ： Standing meeting time PL Set goals with us one by one , Discussion and help among colleagues , Test crosstalk ,Story Design , Functions jointly implemented by colleagues of multiple modules, etc , It still makes me feel that this is a precious experience .

It can only be said that for the sake of family and life , I made a compromise , Gave up the opportunity to be a fighter . Last , I hope the little partners who struggle with me can get what they want , No regrets ！

End

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