Whether all employees have considered, if one day, the company's sales decline, the profit will even be bankrupt, what do we do? Our company's Taiping time is too long, there are too many officials in peacetime, which may be our disaster. The Titanic is also the sea in a cheer. And I believe that this day will come. In the face of such a future, how do we deal with it, we are not thinking. We have blindly proud of our employees, blindly optimistic. If people think about too little, maybe it will come. Bean Dynasty, not a dramatic.
When I came to Germany, I saw that Germany was so fast after I saw the Second World War, and I was very moving. They were united at the time, proposed to reduce salary, not increase salary, and thus accelerate economic construction, so Germany's economic growth is very fast. If Huawei is a real crisis, is it half a employee's salary, everyone rely on a variety of cabbage, pumpkin, can it be? Or we will cut off half of people to save the company. If this is the case, the danger is not dangerous. Because, in the past, we can gradually retrieve the salary. Or sales growth, people who are forced to cut back. This is not a crisis. If both are all carried out, you can't save the company and think about it.
Ten years, I have been thinking about it every day, I have lost, I have no honor, pride, but a sense of crisis. Perhaps this is only 10 years. We have to think together, how can we live, maybe you can live for a long time. Failure this day is will arrive, everyone is going to welcome, this is what I have never shaken, this is a historical law.
In the current situation, I think our company has not truly realized the crisis from top to bottom, then when the crisis is coming, we may be unsuccessful. Are we already numb, is it no crisis in your mind? Is there any self-critical capacity or there are already very few. So, if there is a crisis in the four sides, then we may have no way. Then we can only say "You don't strike, we are ready to go to work, try the machine, can also save the electricity." If we can't study the response method and measures when there is a crisis, we cannot Continuous live.
The management points in the past three years are all per capita benefits. Do not grasp the per capita efficiency growth, management will not progress. Therefore, a company is most important, the most core is to pursue long-term, continuously achieve per capita efficiency growth. Of course, this is not just the per capita contribution rate of the current financial indicators, and also includes the growth of per capita potential. Businesses are not big, not strong, strong short time, but to have the ability to continue to live and adapt. We have an employee written an article "Can you improve it? Can you improve it? ", Only have continuous improvement, we have hope. However, how many employees in Huawei company have improved in their position, and how many people can improve their research. Our cadres' reports All indicators are per capalent benefit indicators. The per capita earning index is reduced, and we will unswervingly reduce salary. If you can't accept the salary, I don't have to stay in Huawei company again. One department leader did not have made any mistakes, but the per capita benefit did not grow, he should step down. Another department's leaders have made some mistakes, of course, is not a moral mistake. It is a bold job, boldly responsible, lack of mistakes, and the per capita efficiency growth, he should pay attention. If his mistakes are, it is a collective discussion, and it will be corrected in time after it is wrong. He should be promoted. Cadres at all levels, to prevent the cadres of Mingzhe's body from being promoted. In one system, the per capita efficiency indicators continue to grow, then the main sector leaders and cadres should all resign. Because people are them?> Mode × ┦ ┦ ┦ 恕?
In current cases, we must see the danger, be sure to see the crisis that may arise. Everyone knows that there is a first-class company in the world. It is indeed great, but last year, it will come down, and this company is almost collapsed. Of course, they have a good basic study, have a good technical reserve, they can also rise to the mountains. In the last two years, the world will lead the world for two years. What is Huawei? We don't have a strong foundation. If Huawei has no good management, then after the real crash, there will be nothing in the future, and no longer resurrect.
Huawei's old shouted wolf, shouting, everyone is not believed. But the wolf will come true. This year, we must extensively launched a discussion of the crisis. Discuss what the crisis of Huawei, what is the crisis of your department, what crisis in your department, what is the crisis of your process. Can you improve it? Can you improve it? Can you improve your per capita efficiency? If the discussion is clear, then we may not die, continue our lives. How to improve management efficiency, we have written some management points each year, these points can be some improvement to your work, if we improve, we will move.
First, Balanced Development, is a short piece of wooden board
How can we live. Comrades, you have to think about it, if your per capita production increases in every year, you may only keep the wage constant or may drop slightly. The price drop in electronic products is still only only 15% a year. More and more we sell, but profit is getting less and less, if we don't do it, we may not keep today, let alone pay the salary. Can't rely on endless overtime, so we must improve our management. In the management improvement, it is necessary to emphasize the shortest piece of the shortest on our wooden board. All departments, various departments, and the main leaders of each process must catch weaknesses. It is necessary to persist in balanced development, continuously strengthen the construction of process type and time-dominant management system, and continue to optimize your work and improve the contribution rate under conditions that meet the company's overall core competitiveness. Why solve the short wooden board? From the top to bottom, it attaches great importance to R & D, marketing, but does not pay attention to the system, the central transceiver system, the system, the order system ... and other systems, these non-valued systems are short wooden boards, the front is dry, then娣 ⒉ ⒉ 龌 龌 诿 诿 伞 鹜 ㄒ 鹜 兰 兰 兰 兰 兰 兰 兰 兰 兰 兰 骋 骋 骋 骋 骋 骋 骋 骋 骋 逑 逑 骋 骋 逑 骋 骋 逑鞫 獬晌 堋 堋 热 滴 滴 绾 绾 绾 绾 绾 绾 绾 绾 绾 绾 绾 绾 绾 逑 涑 涑 逑 逑 逑 涑 涑 涑懿 怠 怠 ⒅ 厥 庖 阄 阄 阄 ⒉ 苤 苤 苤 苤 苤 苤 苤 醵 醵 醵 醵 醵 醵 醵 醵 醵 苤 醵 苤 醵 用 用 苤 用 用A service engineer may be better than the comprehensive processing of R & D staff. So if we don't give up the after-sales service system, then this system is never composed of excellent people. It is not organized by excellent people, which is a high cost organization. Because he flew over the repair machine, went to the repair, but flew over and repaired, but flew over and repaired. We all sponsored to civil aviation. If we can repair it once, even don't have to have passed, use remote guidance to repair, we will save how much cost! Therefore, we must emphasize the development of balanced, and cannot always emphasize someone. For example, our company is old and wrong, and the goods sent to foreign countries have been sent back, send the wrong freight, the payment interest is not costly? Therefore, it is necessary to establish a balanced assessment system to make the whole company's short wooden boards into long wooden boards, and the bottled water will be more.
We have studied a lot of products in the past few years, but there are many Western companies to visit our company to visit us, we have a lot of waste, because we have studied a lot of good things is not going out, this is actually a waste. We don't pay attention to the construction of the system, it will cause waste of resources. To reduce the short wooden board of the wooden barrel, establish a balanced value system, emphasizing the improvement of the company's overall core competitiveness.
Second, the responsibility system is responsible, and the responsibility system for people is the essence of the nature, one is the expansion system, one is the convergence system.
Why should we emphasize the process of process and timeliness-based systems? Now the cadres running on the process, they are also used to the top level. This is wrong, there are already regulations, or become something practical, don't need to be asked, you should quickly let it pass. People who implement the process are responsible for things, this is the responsibility of the matter. The matter is requested to be responsible for people, it is convergent. We must deduplify things that don't have to be confirmed, to reduce unnecessary, unnecessary links in management, otherwise the company can run efficiently? Now we have a considerable department, and quite preparation, in manufacturing rubbish, then these garbage will enter the branch, clean, and create some people's work opportunities. Manufacturing these complex files, have made some complex procedures, as well as unnecessary reports, documents to support some unnecessary organs. The agency cadre cannot generate value-added behavior. We must try to streamline the agency under the conditions of monitoring and effective. The Secretary has the right to process the routine management work, and the manager mainly processes the exception, and the discriminating important routine event. The more routine, the less managers, the lower the cost. Be sure to reduce the preparation, our organ preparation is too large. Under the same conditions, the minority cadres are, the better, of course, can not be less. Therefore, we must unswervingly want to send a part of the organ cadres to the position directly producing value-added. The assessment of the organ should be scored by the direct service department. It is necessary to hook with the organs of the organ, the organizational organization of the bonus is hike.
The market department is incompetent. Every day, paper is like snowflakes. Every day, we must report it to the office. Today, this statement will be reported tomorrow, this is an incompetent organ cadre. The office fills all the data every month, put it in the database, and the organ is to find it to the database. Since tomorrow, the market department makes the excess cadres into a database team. All data can only be to this group, you must do it to the office. Don't give them so good points, let them Eat a loss, otherwise they will not understand this truth, will not serve you, so that you fight. The huge organ must be swollen. During this change, you will touch the interests of many people, and you will also encounter a lot of contradictions, leading cadres need to play models. Some people who dare to take responsibility, people who don't dare to take responsibility can't be as cadres. When engineers are also very glory.
In your own work, we must dare to be responsible, so that the process speeds up. People who protect the Mingzhe body must be cleared. Huawei gave the employee good interests, so some people said that don't lose this seat, don't lose this benefit. Anyone who wants to protect your own interests is exempt from his position, he is already a stumbling block of change. In last year, if there is no improvement, even a mistake has not been made, the work has not improved, is it possible to exempt his position on the spot. The per capita benefits of his department have not improved, and he can't be serious. He said that he did not make mistakes, can you be a cadre? Some people have not made a mistake because he didn't do anything. And some people have made some mistakes in the work, but the per capita efficiency of the department he managed has greatly improved, and I think this cadre is used. Cadres who have neither errors have not been made, but no improvement can be dismissed.
Third, self-criticism is a good tool for thought, morality, quality, skill innovation
We must implement organizational transformation and optimization activities with self-criticism. Self-criticism is not criticized for criticism, nor is it criticized for comprehensive negation, but criticized for optimization and construction. The total goal is to enhance the company's overall core competitiveness. Why emphasize self-criticism? We advocate self-criticism, but do not advocate mutual criticism, because criticism is not good, if the critical taste is very strong, it is easy to cause contradiction between the team. And yourself criticize yourself, people will not be impressed by themselves, and they will be in hand. Even if you use the chicken feather duster, it is better than you don't fight. More than a few years, you will make it a hundred steel. Self-criticism is not just a self-criticism, organizations must also conduct self-criticism. Through self-criteria, the backbone of all levels must work hard to create themselves, gradually move towards professionalization, and toward internationalization. Only by careful self-criticism can continue to absorb advanced and optimize themselves in practice. The company believes that self-criticism is a good way to make personal progress, and you can't master the employees of this weapon. I hope that the departments at all levels will not be promoted again. Two years later, you can't grasp and use the cadres of this weapon to reduce the use. In the position of cadres, they should struggle, and enter. Cadres must have professionalism, dedication to the spirit, responsibility, and mission. We do not dedicate their spiritual requirements for ordinary employees, and they should pay rational compensation for their own labor. They only cultivate them into cadres on requests for staff members. In addition, we have strict requirements for senior cadres and do not implement strict requirements for general cadres. Because of the implementation of strict requirements, we manage costs are too high. Because he has to spend money, we have to do less. Therefore, we have different requirements for different levels of cadres. Any cadres who cannot use themselves cannot be promoted. Self-criticism begins with senior cadres, senior cadres have a democratic life meeting every year, and the issue of democratic life will be very sharp. Some people have listened to the company's internal struggle, and you see that they are talking about problems, but have they been holding hands? I hope this spirit can always be down, and there must be a democratic life meeting below. Be sure to make opinions, and make each other and the rain. I think that criticizes others should be a guest to eat, should be painting, embroidery, and be warm. Don't turn the internal democratic life into a merits, the senior cadres are sharp, and they are high in their quality, and the grass is more gentle. Things can't expect to finish it, it is not good for a year, two years can also, three years improvement is not late. I hope that at all levels of cadres at the democratic life conference organized by the self-criticism, we must take the scale. I think people are afraid of pain, too painful, like painting, embroidery, and stronger to help others analyze his shortcomings, propose improvement measures, and the wind and thin rain. I believe that as long as we continue, this ratio?
┓ ┓ 晔 晔 降 锩 锩
Fourth, the qualifications and virtual profit methods are the orderly and effective system of promoting the company's reasonable evaluation of cadres.
We must continue to implement the qualification management system. Only in this way can change the inclusion of the past evaluation. The contribution will be contributed, and those who have a responsible heart grow up as soon as possible. The incentive mechanism is conducive to the company's core competitiveness strategy, and it is also conducive to the growing growth of the core competitiveness.
What is leader? What is the politician? This election of Israel, let us see the shortcomings of Jews. Labin realized that a small country in Israel was in the surroundment of billions of Arabies, although several Middle Eastern war Israel was overcome. But can't say 50 years, after 100 years, the Arabs will not develop, today does not change the peace, delineate the boundaries, and get along with the surrounding peace, then once the Arabs are strong, they will re-disconnect. If this Jew is still going back in 2000, it will not be a must. Most people, only the interests of the eyes, the salon is a strong hard, will contribute to the Jews, and people support him. I finally saw that Jews were also like the same shortcomings like us. Don't cater to the masses, but we must pay attention to working methods. The sacrifice is the interest in front of you, but in exchange for long-term development. I have been talking to a world famous company, and I have said that when I all the competitors in our company, I am a student of Labin, we must complement each other, mutual help, and survive together. I just revealed La Ping, metaphor with the long-term strategic relationship with competitors.
How to master the qualifications of qualifications is the test of cadres at all levels. When we implement the incentive mechanism, don't have short-term behavior, we must emphasize sustainable development. It is necessary to see his short-term contribution, but also to see the long-term needs of the organization. Don't stand up, don't be completely short-term, don't be completely long-term.
At the same time, we have to implement the main assessment, but to seize the key event reverse testist, things are things. For each error, check out to find a fundamental reason to improve. Excellent cadres are found. I think the forward assessment is very important, and the reverse testist is also important. It is necessary to discover and develop leading cadres at all levels from the success of target decision management, especially success. In the failed project, we must be good at summary, there are many good cadres that should also pay attention. It is necessary to avoid the performance of absolute, and go to school. Especially from practical experience, responsibility, skill, and their own work, have a very excellent employee to select and cultivate backbone.
Cadres must be dedicated, dedicated to the spirit, responsibility and mission. Is there a good cadre of a cadre, is it a loyalty, standard has four: First, do you have a professionalism, whether it is serious, improved, can I improve? Can you also improve it? This is your professionalism. Second, do you have a dedication, don't be a bloody, our value evaluation system cannot be absolutely fair. If you use Cao Chong, you're evaluated by the method of Cao Chong, it is definitely fair. But if you use a precision balance, then it is certain that it is fair. We must be absolutely fair. I think the spirit of dedication is a very important factor for assessing cadres. If a cadre is too much, this cadre is absolutely not good, you have a lot of soldiers in your hand, you are self-prison, you will be more than yourself, can your hand work with you very well? People who have not dedicated to the spirit do not do cadres, and must have a dedication. The third and fourth points are to have a sense of responsibility and mission. Does our employees have a sense of responsibility and a sense of mission? If there is no sense of responsibility and mission, why also want to be a cadre. If you feel that you have a little responsibility and mission, improve it, otherwise you will still have to remove you.
5. Do not blindly innovate to narrow the huge organ.
The temple is a little bit, and the abbots are reduced, and there is still a little, the reform of the organ is like this. The general principle is that we must compress the machine, why? Because we have built IT. Why build IT? Road design is a doctor, and the steel is a master's degree. But the road has been repaired with the squad, otherwise, no one can sit in this train. Therefore, when our company organizes system and process system, don't be so many high-level cadres, and there are fewer things. The purpose of establishing the process is to increase the unit production efficiency and reduce a batch of cadres. If a layer of layer reduces a batch of cadres, our cost is very fast. Standardized formats and standardized languages make each manager's management range and content more expanded. The information is getting more and more developed, and the management level is less and less, and the officials who maintain these level management will be less and less, and the cost has fallen. To ensure that IT can be implemented, there must be a stable organizational structure, a stable process. Blind innovation will only destroy this efficiency. Don't speculate innovation too hot. We hope not to innovate, maintain a stable process. To handle the relationship between management innovation and stable processes. Although we have to manage innovation, institutional innovation, but for a normal company, frequent changes, the internal and external order is difficult to secure and continuity. Do not change the overall core competitiveness and job efficiency. What is changed? This is a serious problem, and the grade of the grassroots is drastic. An effective process should be running long term, and it is often changed because there is a problem, and the cost of the change will offset the improved benefits. It has proven to be a stable process, although it is found that it is not very high, unless we are defective when we design or large process design, and this defect is not changed, do not change at other times. All reforms this year must be strictly approved, confirmed, can not be invited to innovate and reform, so innovation and reform costs too high. We must adhere to "small improvements, big prizes". "Small improvement, big prize" is our long-term persevere improvement policy. It should be summarized and analyzed on the basis of small improvements. Studying its compliance with the company's overall goal process, harmony with the surrounding process, simplifies, chemically, and re-curing. This process is advanced, and it is necessary to evaluate the contribution rate. When I was young, I knew that Hua Luogeng's words, "The magical is easy to be Tanji, Yihua magical shortage". We have some employees, give him one thing, he can do ten things, this innovation does not need, is an incompetent manifestation. This is manufacturing!
Garbage, such employees should reduce the use. So there are many change items this year, but each change project should be assessable with contribution rate. It is necessary to achieve high speed growth, but also to start management change, intricate, difficult, and turn around. Cadres at all levels must have a lofty mission and responsibility awareness, and they must be warm and calm and orderly. "Governing the big country is like cooking," we have to be cautious, don't be able to destroy the process at will, chain errors. Everyone should remain calm in terms of interpersonal relationships between each other, and it will be troublesome. Don't have impetuous emotions, guarding arrogance, converge self, less impulse, more sensibility.
We must resolutely oppose the shape, and learn, childish impetuous, mechanical dogma and idealism. Be sure to seek truth from management in progress, especially to oppose left. The surface is working very correct, and the efficiency is very low.
Sixth, standardized management itself has included monitoring, its purpose is to effectively, fast service business needs.
We must continue to adhere to the business-oriented, accounting as the construction of macro management methods and systems. What is the business is dominated, it is to dare to create and guide demand, and obtain the profits of "opportunity window". Also be good at seizing the opportunity, narrowing the gap, so that the company is synchronized to the world. What is the accounting as supervision, is to provide standardized financial services to ensure business implementation, standardize quickly, accurate and order, so that the accounts are maintained low. Standardization is a screen and has completed supervision in the process of service. To integrate service and monitoring into the whole process. We also have to implement reverse audit, trace the responsibility, and find outstanding cadres and eradicate the precipitated layer. With business-led, accounting as a management model of supervision is to prepare for administrative management of regional, business administration and unified financial services (financial IT will be implemented nationwide, global unified management). Seven, in the face of change, there is a normal heart, and there must be psychological qualities that are subject to change.
We have to face changes in the correct mentality. What is change? It is the re-allocation of interest. Re-distribution of interest is a big event, not a small matter. At this time, there must be a powerful management organization to reallocate the interests and reform to run. In the process of reform, the old balance distribution from the interests is gradually towed to new benefits allocation balance. This balanced cycle process is to promote the improvement of the core competitiveness of the company and the growth of benefits. But the distribution of interest is always unbalanced. We also have interest to reassign in the post. For example, the big strike has become a small square, your temple is removed, no matter what is called, there must be a correct attitude to treat. If there is no correct mentality, our reform is not successful, it is impossible to accept. Especially with the gradual completion of the IT system, the previous multi-layer administrative transmission and management of the previous multi-storey will be more flat. With the disappearance of the intermediate layer, a large number of cadres will become a surplus, and most of the major sectors will transfer the survival of the rest to the new jobs. Timely guidance will only avoid excessive layoffs.
