In JD.com, talents are not exactly the same, but divided into five completely different categories. In JD.com's personnel coordinate system, the horizontal axis is business ability and the vertical axis is value matching. According to this coordinate, employees are divided into five categories: gold, steel, iron, scrap iron, and rust.

The first category, with low value matching and low ability, is called "waste people" within JD.com. If the human resources department recruits a large number of "waste people", then the human resources department should also be removed, because it must be "serious dereliction of duty".

The second category, with a value matching of more than 70 points, but poor ability, is called "waste iron" within JD.com. For such people, JD.com adopts training + transfer measures. Generally, three opportunities are provided. For example, if you can't pack goods, you can go out to deliver goods. If you can't deliver goods, you can do customer service. If you can't transfer twice, you will be trained off-the-job. If you still can't do it after training, you will be asked to leave the company.

The third category, both values ​​and abilities are at an intermediate level, about 60-90 points. This type of employees accounts for about 80% of the company. Liu Qiangdong believes that this is the backbone of an enterprise, so they are called "steel" within JD.com.

The fourth type, with very high values ​​and abilities, is called "gold" within JD.com. Liu Qiangdong believes that for a mature and stable company, the ratio of "gold" to "steel" is 2:8. The reason for not recruiting 100% "gold" is that the company's resources are limited, but once retained, 100% of the effort must be spent. For example, all JD.com executives are trained in colleges and universities, and they are considered full attendance during class time. During the EMBA period, they need to socialize with classmates and go abroad for inspection. The company pays another 50,000 yuan in social expenses a year and gives executives stocks. Liu Qiangdong said that the total number of stocks given to employees by JD.com each year is equivalent to 78% of the company's stocks, and they are given to the company's "gold" for free at the end of each year.

The fifth type, with very weak value matching but strong abilities, is called "rusty iron" within JD.com. Liu Qiangdong believes that "rusty iron" is worse than "scrap iron" because it not only causes damage, but also corrodes others. For example, even if this person ranks first in sales, the higher the rank, the quicker he should be paid and let go, and he cannot be kept for even a minute.