Great Power Project

Chapter 784 Group Expansion Meeting
"The company is developing too fast, and a large number of newly promoted leaders are too young, inexperienced, and not decisive enough!

Take the case of Sun Zhiming from Thirteen Company as an example. The reason why he fell into the fairy dance was just an inducement. The root cause was his lack of decision-making ability.
Thinking about it now, it's really ridiculous. A general manager of a company can't tell which is more important. On the one hand, at most, he will be punished by internal notices and punishments recorded by the party, and on the other hand, he will be in the abyss. "

Yu Qingyang was sincerely sorry for Sun Zhiming and others coming here, but no matter what the pity, they had violated party discipline and state law, and could only accept the punishment they deserved.

The company will definitely be fired, and then Sun Zhiming and others will accept legal sanctions for accepting bribes and lowering the quality of the project.

It can be said that the lives of Sun Zhiming and others were basically ruined.

Regardless of whether they will go to jail because of these things in the end, but in the engineering construction industry, they have all entered the blacklist and can no longer engage in related work.

Even other decent jobs can't be found.

What made Yu Qingyang most distressed were those employees who were dragged into the water by Sun Zhiming. Originally, they would all have a good future, but because of Sun Zhiming, they went astray.

"With regard to the handling of Thirteen Company, we can't make a one-size-fits-all approach. Those who violate the law and the circumstances are serious should be expelled, and those that should be handed over should be handed over to the law. For some minor circumstances, or those who made mistakes under the orders of their superiors, they can be given an internal report. , deduction of annual bonuses, no promotion within a few years and other punishments, rather than direct dismissal!" Yu Qingyang set the tone for the handling of this incident.

"Secretary Zhenyao, the company's party building activities must continue to be strengthened, and more efforts should be made to carry out more party building activities!
Read the new secretary, your discipline inspection and supervision team must keep up with your work!

With the rapid development of the company, the temptation of various interests can easily induce crimes!
Your discipline inspection and supervision team is the guideline and corrector to ensure the company's rapid development and not to derail.

Don't wait until the incident happens to deal with it. Find a way to do more warnings and publicity. In short, if you lack people, I will give them to you, and if you need money, I will give you money!Strive to nip all kinds of duty-related crimes to the bud! "

"With the development of the company, the role of the trade union will become more and more important!

Comrade Wang Hongbo is the general manager of Huayu International Development Group, and the chairman of the labor union will definitely not be able to take care of it!

Therefore, I propose to remove Wang Hongbo from his position as the chairman of the labor union and appoint Comrade Yu Chuanwu as the chairman of the labor union! "

After setting the tone, there will be personnel adjustments, including the appointment of the chairman of the labor union, the general manager, chief engineer, and director of the engineering department of Huayu No.13 Construction Engineering Co., Ltd.

It was still Yu Qingyang's usual style, most of the time he was talking and others were listening.

As for the discussion, it must be discussed, but the content of the discussion is also specified by him.

Firmly grasp the rhythm and direction of the meeting.

In short, it is a sentence, discuss small matters, and make decisions on major matters.

This is also similar to what was summarized on the Internet in later generations, small meetings are held for big things, and big meetings are held for small things.

The main purpose of today's enlarged meeting is still education. Through the matter of Sun Zhiming of Thirteen Company, it will sound a wake-up call for everyone.

As Yu Qingyang said before, the rapid development of Huayu has driven a huge chain of interests.

Tens of thousands of construction teams, suppliers, and millions of migrant workers eat with Huayu.

Yu Qingyang knows how many benefits are exchanged for profit output behind this, but he can't stop this problem.

When the water is clear, there will be no fish. Once all the interest chains are cut off, the entire Huayu industry will almost be paralyzed.

He can only continue to beat and beat on some things, so that they will not go too far.

The meeting was held for one day, Yu Qingyang finished speaking, Zhong Zhenyao spoke, Zhong Zhenyao finished speaking, Wang Nianxin spoke.

The content of the speech was very boring, and it was all ideological education such as love and dedication. Even Yu Qingyang almost fell asleep. If it wasn't because he was sitting in the middle of the rostrum and hundreds of executives looked at him, he would really have fallen asleep.

Hold on to finish the meeting.

On the second day, Yu Qingyang began to convene the executives of each company individually, held a small meeting, and arranged strategic development tasks for the next few years.

Now Huayu has also received national support policies. Naturally, the previous five-year development plan is out of date, and the development plan for the next few years must be revised.

The person who was first called to the office by Yu Qingyang was Qian Haiyan, the personnel director.

The problem with Sun Zhiming in the [-]th Engineering Company this time also means that there are still loopholes in the personnel inspection, or that when the personnel department inspected the cadres, the inspection of the quality of the cadres was not comprehensive enough.

"Chairman! I admit to you that I made a mistake. It was because of my lax control that Sun Zhiming was clearly unsuitable to be the person in charge of the company..." Qian Haiyan was the first to admit her mistake as soon as she entered the office.

"Okay, I didn't call you here to criticize you! It's not to hold you accountable!
There is an old saying in China that it is difficult to paint a dragon or a tiger, and it is difficult to draw a bone when you know people and faces.

People's hearts are changing at any time, you can't completely deny your achievements just because of Sun Zhiming!
I called you here because I have a more important task for you.

The national leaders have given full affirmation to our Huayu, and various support policies will be indispensable in the future. This is a great development opportunity for us Huayu!
Whether you can seize this great opportunity, I think the most critical thing is the talent reserve!
Without enough talent reserves, no matter how good the policy is, it is equal to zero!

Therefore, in the next few years, the work pressure of your personnel department will be very high!
Not only must follow-up inspections be carried out on all the management and employees of the company, but external recruitment must also be stepped up! "

The Huayu industry has now been divided into several parallel group companies.

But many business departments still have the same team.

For example, the Finance Department, the Human Resources Department, the Audit and Supervision Department, the Discipline Inspection and Supervision Department, the Quality Inspection and Supervision Department, etc., are all one horse with multiple saddles.

Now each subsidiary has its own HR department, and the recruitment of fresh graduates has been delegated to the HR department of each subsidiary.

The personnel department of the group is only responsible for the inspection of the management cadres of the subsidiaries and branches, and the recruitment of senior talents.

Use headhunters, or other means to scout people around.

"Chairman, if you want to increase the intensity of poaching people, I can still do it, but to follow up and inspect all the management cadres of the group, this requires too much manpower and material resources..."

"If you want money, give money, if you want people to recruit themselves!

However, I request that every management cadre must be archived, tracked and inspected, and scored according to the performance at work!

By the way, regarding scoring, your HR department should do some research and come up with a set of quantitative scoring standards for employees!

It will be used as a reference for employee promotion and appointment in the future! "

(End of this chapter)