Reborn Technology Upstart

It has been nearly two years since the reform of Qinglong Technology Co., Ltd., and it was finally time for the old man to report. He originally planned to spend a year to complete the reform, but it took an extra year.

The reason is that the system is too large, and radical measures cannot be used. We can only use time for space to slowly digest some problems brought about by the reform, so the retirement of the old man was delayed for one year.

Originally, Lao Ren planned to come to Ye Zishu to report in person, but Ye Zishu felt that it was unnecessary for him to make a trip, so he went directly to the Chongqing headquarters of Qinglong Technology Company.

This is Ye Zishu's first visit to the new headquarters of Qinglong Technology Company. To be honest, as the boss, he is quite unqualified, not good for other subsidiaries and branches, and even the new headquarters of a first-tier group.

In fact, there are still many such situations. For example, Xuanwu Technology Company, with the continuous development of the group's business, their original headquarters is not enough, so they built a new headquarters, and he has never been there.

There are also New Oriental Education Group, Baihu Technology Company, Xiaodangjia Catering Group, Wancheng Foundation, Xinghuo Group, Starlight Group, and Xingling Group. None of their headquarters Ye Shu has been to.

The headquarters of Kirin Industry Group has not changed, and still leases the office space of Phoenix Special Effects Company, the reason is that they deliberately control the number of personnel in the headquarters.

In addition, among all the first-level group headquarters, they are the only headquarters that do not involve any specific business, and only retain a small headquarters function, so they do not need a large workplace.

Not to mention the group headquarters in the south and the north these days, it is the two companies managed by his father, both of which are headquartered in the county, and he didn't take the time to take a look.

If it were any other boss, it would be difficult to say whether the company is his own. Fortunately, there is a sound company system, advanced management technology, and a strong monitoring system to ensure that the company under it develops according to his intentions.

The headquarters of Qinglong Technology Company is very large, because many laboratories and scientific research departments are located here, which is also the core asset of Qinglong Technology Company.

Seeing Lao Ren at the headquarters, he was much more cheerful than before. He thought that he was going to retire soon, and he would be reluctant to part with the country he had built by himself, so he would definitely not be in a particularly good mood.

Seeing his performance like this, Ye Zishu couldn't help admiring. Many people, especially those in high positions, have retirement syndrome, and it takes a long time to adapt before returning to a normal life.

I didn't expect Mr. Ye to come to the headquarters of Qinglong Technology Company for the first time. It turned out to be when I was retiring to report. Ren Zhengfei said jokingly, and at the same time teased him.

After all, it is difficult to find such a boss in the world anymore, leaving companies with annual revenues of tens of billions of yuan regardless, letting professional managers take care of them all.

I trust Lao Ren in your ability, otherwise I wouldn't have tried everything possible to recruit you to be the president of the company. Ye Zishu said with a smile.

After these topics, the two had a sip of tea and started to get down to business. The reform of Qinglong Technology Company is very important. Whether the reform is successful or not will determine the next plan.

This reform is a very successful reform in terms of business efficiency. Compared with before the reform, our operating income has increased by 10%, and it may be even higher in the future. Ren Zhengfei concluded. …. Ye Zishu didn’t speak, just nodded, and Ren Zhengfei continued: “However, many difficult problems were encountered during the reform process, and a lot of costs and costs were spent, but all of this is over.

We have formed documents on the problems and solutions in the reform process, as well as the entire reform process and model, which Mr. Ye can refer to at any time.

This is the key point. The reform of Qinglong Technology Company is a demonstration, but the success of its own reform is not enough. It is necessary to organize the experience and lessons in the reform process into materials to provide support for the reform of brother enterprises.

Afterwards, Ren Zhengfei reported on some outstanding issues in the reform process, and let Ye Zishu understand some typical cases in the reform process.

In fact, the reform of Qinglong Technology Co., Ltd. is to take the management into account, because besides scientific researchers, they

Ordinary workers are basically done in the process of replacing work with general-purpose robots.

At present, all the specialty stores under Qinglong Technology Company use general-purpose robot salespersons, and the previously franchised specialty stores are basically withdrawn and self-operated now.

The reason why there were franchise stores in the past was because the management was too bloated and the sales efficiency was too low. Taking the franchise method can avoid these problems, and it is worthwhile to give up part of the benefits.

It's different now. The sales end is all general-purpose robots, so there will be no problems of high management costs and bloated personnel organization. The efficiency will only be higher, so the value of franchise stores will no longer exist.

At that time, there were still many franchisees who collectively protested this practice of killing donkeys, but Qinglong Technology Company was unmoved and still firmly promoted the reform of the sales side.

If it was changed to before, many people were worried that kicking out these franchisees would cause many people to lose their jobs. After the establishment of the automatic social security fund, there will be no such worries.

Kicking off these franchisees only prevents the franchisees from earning as much income as before, but it will definitely not affect their lives and the lives of the original employees.

Even after the establishment of the social security fund, the employees of these franchisees resigned early, because the income of ordinary employees on the sales side was basically lower than the income given to them by the social security fund.

Now it is time to reform the management of the headquarters and its various subsidiaries and branches, one by one, and dare not spread too much all at once.

The first is to cancel many branches and change them into offices to directly accept the leadership of the headquarters. This directly cancels many management levels, resulting in a large number of managers losing their jobs.

Of course, the particularly outstanding ones stayed and were arranged to join the advisory committee, but most of the managers could only go home to receive social security benefits.

Just this action directly cut off all the branches and vines of the headquarters and subsidiaries or groups, and did not cause a violent reaction at that time.

Because the cancellation of the headquarters and subsidiaries actually strengthens the power of these headquarters and management, and a considerable number of people are on the side of Ren Zhengfei.

However, when the branches were dealt with and the subsidiaries were targeted, problems arose, and the management of these subsidiaries began to understand.

Lao Ren didn't want to give them benefits, but wanted to completely remove all management, so they started to join forces and wrote a joint statement to Lao Ren, trying to put pressure on him. .... The old man is going to retire anyway, so it is impossible to be frightened by this approach. At the beginning, he talked to the management of each subsidiary company and explained to them the importance and necessity of this reform.

It's a pity that it doesn't have much effect. Although they don't have to worry about life problems if they lose their jobs, the salaries they get for these managers must be much higher than the social security benefits, and their interests are still greatly lost in general.

Seeing that many people only care about their own interests, but disregard the overall interests of Qinglong Technology Company, Lao Ren can only force it forward, and at the same time secretly contact some management who know the general situation.

This is called wooing some people and attacking some people, and these people who are wooed must first have a general understanding of the company's overall interests, and at the same time, their ability should not be too weak. There is no shortage of people who can only wave the flag.

The benefits given are to include them in the advisory committee after the reform is completed, so that they can make suggestions for the company's development in the future.

Although they have withdrawn from their actual positions, they have not completely left the company. If their suggestions are adopted, they can have a certain impact on the company's operations, which is better than being completely unemployed.

Although the salary of a consultant is not as high as before, it is better than just receiving unemployment benefits, and after becoming a consultant, he is not as busy as before, basically in a semi-retired state.

Only when the company is facing actual difficulties will they be forcibly recruited back. There is no strict assessment of them at ordinary times, and they are quite free.

Of course, it is not completely laissez-faire, it will become a nursing home, and there are no worthless people in the workplace, so these consultants need to enter the company for no less than three months of actual inspection every year.

And they have to produce relevant reports or papers related to their majors every year, so that they are worthy of the money they take. If they fail for two consecutive years, they will face the risk of being eliminated and give up their positions to more capable people.

He knew a little about the later things, because the lawsuit came to him, and the management, who was unwilling to be laid off, saw that the old man wanted to go his own way, so he directly joined forces and wrote a criminal complaint against him.

However, this matter itself was started by him. Although he knew that being too tough might cause a backlash, he still did not choose to make peace with the old man, but unequivocally supported the old man's approach.

In order to comfort them and dispel his resistance, Ye Zishu promised that if they cooperate with Lao Ren's plan, they, the management, will get extra compensation. If they don't cooperate, they can only get legal compensation.

You must know that the compensation is quite generous, not to mention their management, even the ordinary employees who were fired or resigned voluntarily before, all received very generous resignation compensation.

From Ye Shu’s point of view, if you can spend more money to solve some troubles, the money is worth spending, and only a boss like him can decide to give extra compensation. As a professional manager, Lao Ren dare not make such an opening casually .

It was because his attitude was very firm and he was willing to spend money that he calmed down the incident and made Lao Ren's work much easier.

To rectify the management, it took nearly a year to completely reform the management of all its branches, subsidiaries and headquarters. ….It took another year to thoroughly sort out the entire Qinglong Technology Company in accordance with the new reform requirements, so that the entire group can operate more smoothly and its efficiency has been greatly improved.

In addition to some really capable managers who have entered the advisory committee, there are also a considerable number of engineers and scientific researchers with outstanding capabilities.

The advisory committee is not just a tool to comfort the management, but it should play a very active role in the future management of the company and help the company solve the actual problems it encounters.

Therefore, the advisory committee is also divided into many departments, corresponding to the company's entire management process, scientific research process and production process, so that it can play its due role.

At present, each management unit of the entire Qinglong Technology Company basically has only two levels. The first level is the ordinary staff, and the second level is the top management of the management unit. Generally, there are two, regardless of priority. .

In fact, according to their technical level, there is no need to design a management team at all. The reason why a level is retained is mainly to facilitate the cultivation of talents. If they are all general robot employees, even this level can be removed.

In addition, in order to comply with the legal process, some legal documents need to be signed by the management, and external cooperation is also easier to carry out. Since the management is still undertaken by Universal Robots, there is no need to worry about using power for personal gain.

Therefore, although the two-level management system is still retained, it is actually not much different from the first-level system. When there are no special matters to be dealt with, these management teams also have to participate in the work of ordinary positions.

Therefore, after the reform, the department with the largest number of employees in the company is still the R\u0026D department, and it is also the department that is least affected by this reform, at least for ordinary scientific researchers.

In the past, scientific research personnel were also divided into different levels, because this can better manage projects. In this reform, the scientific research management team has been completely replaced by general-purpose robots.

Fortunately, the previous scientific research managers also had skills, so they would not be dismissed. In order to avoid their embarrassment, they adopted a talent exchange model and gave these talents to brother companies.

After all, I used to be a leader, but after the reform, some people, like the former subordinates, find it difficult to accept, and it is also awkward to get along day and night. This approach is the most appropriate.

Then there is the reform of the talent training system. Talents entering the company will be divided into two categories. The first category is interns, who can receive subsidies but not salaries. These personnel will learn from Universal Robots.

The general robot will teach them how to learn the skills necessary for the position, and they will not be eligible to become regular employees until the general robot calling them thinks they are qualified.

Therefore, the internship period may be very long, because what is taught is not only professional knowledge, but also other skills, such as interpersonal relationship management, social-related knowledge, etc., which are required by the standards of elite talents.

Within the enterprise, social and interpersonal relationships may not be important, because the most closely working with them may be the general robot, which will not care about these.

However, external cooperation, departmental docking, etc. will involve dealing with people. Learning these skills will help them transform from a novice in the workplace to an elite in the workplace faster. ….Generally speaking, the internship period is as long as three years. After passing the assessment, they face two choices. The first is to leave the post and wait for recruitment, and the other is to join the advisory committee.

The state of being away from work, in the final analysis, is to stay at home. When the company needs it, they must respond to the call. They are usually relatively free and may receive some small jobs from the company.

Employees in this state still receive social security at home, but unlike those who are completely unemployed, they will receive a certain amount of subsidies from the company every month, and the subsidies will be adjusted according to the latest assessment.

The purpose of doing this is actually to maintain the number of talents in the whole society, so as to prevent the cultivated talents from going home for a long time, and they will be useless, so there is such a system.

And if you want to join the Advisory Committee, the requirements are very strict. They belong to the real top talents, and generally only 1% of the interns can enter.

Each management unit has an advisory committee, which belongs to the permanent organization of the management unit. It is closer to the front line, and the suggestions given are more practical.

Consultants are full-time employees of the company, so they do not need to take social security funds. The company will pay monthly salaries, and the income is higher than that of those who are leaving the job.

However, joining the advisory committee does not mean that you are a formal consultant. In the early stage, you will be an intern consultant and learn from the masters in it. However, this time is generally not very long, and you can pass the consultant internship period in one or two years.

Then there are formal consultants, but consultants are also divided into grades, but formal consultants can do research and research independently, and don't have to follow others.

If you want to upgrade to a higher level, you need to have a high achievement in the professional field, make a significant contribution to the development of the company, etc. In short, this is a long road to promotion.

It's not that Qinglong Technology Company insists on torturing people like this, but hopes that these people will continue to improve in their professional fields. Without such step-by-step incentive measures, they may not have much motivation.

Joining the Advisory Committee is not easy to sit back and relax. Every year, a considerable number of people who are eliminated from the assessment will enter the state of leaving the post and waiting for recruitment, and new people will join in.

Those who have left their posts to be recruited before do not have to give up completely. They can study independently, improve their abilities, actively participate in the annual assessment, and may also join the advisory committee.

There is no management level for each department in the advisory committee. Each consultant can do research and investigation work independently, and of course they can also work together to do projects.

This organization is completely managed by self-discipline. If they fail the assessment, they will be eliminated and new blood will be added. Through this competition mechanism, these consultants must be self-disciplined and self-improving.

Becoming a member of the advisory board is not the only option. Some people don't like too much restraint and this kind of fierce competition, so they like to leave their posts and wait for recruitment.

But usually I also like to earn more money and improve my life, which is also possible. The main way is to make positive contributions to the company, including scientific research results, suggestions, and completion of company tasks.

There are one-time rewards and long-term salary improvements, but if there is no result for many years, it will also be downgraded. In short, there is no long-term credit, only staged rewards. ….There is a set of digital operation system behind these to ensure the fairness and justice of the entire competition process. If this cannot be guaranteed, it is just a simple loose management, which is of little significance.

Leaf also read the book on this system, and it was implemented after he agreed. This can not only fully guarantee the freedom of the participants, but also protect the interests of the company, and actively cultivate talents for the society.

What Ye Zishu is most afraid of is that the relaxed living environment will wear down people's will, leaving many people without the motivation to struggle, eating and drinking all day long, and don't want to worry about anything.

It's fine for a small number of people to be like this. If they are all like this, there will inevitably be problems in this society in the long run. He doesn't want Gao Fuli to cultivate a bunch of lazy people.

Now the management of the entire group can be said to be Ren Zhengfei's polished commander. After he retires this time, his position will be replaced by a general-purpose robot, and it will completely become an enterprise managed by artificial intelligence.

Regarding his personal retirement benefits, according to Ye Zishu's idea, Ren Zhengfei still has the energy to deal with things, and plans to put him in the Industrial Development Committee.

This is a higher-level organization that Yeshu intends to set up. In the future, it will be composed of presidents of various industries under its umbrella. It will be able to plan the entire industry, and its power is much greater than that of consultants.

The purpose of doing this is to prevent the entire industry from being under the management of artificial intelligence. Although it does not seem to be a big problem at present, it is hard to say whether there will be problems in the future.

Therefore, there must be a higher decision-making level above, which can make more flexible decisions according to the environment and situation at that time, and then the artificial intelligence will be responsible for execution.

He is also not afraid that the power of the Industrial Development Committee will be too great, because the entire decision-making layer will collapse collectively.

Even if the decision-makers collectively collapse, the artificial intelligence responsible for the implementation will have the right to reject it according to the actual situation, but this situation is extremely rare, and the decisions made are obviously unreasonable.

Members of the committee are not tenured for life, but the age of withdrawal will be greatly delayed. As long as you judge that there is no problem with your body and mind, and you do not voluntarily quit, you can continue to do so.

There are also several departments in the Industrial Development Committee. The first department is the decision-making department. These presidents go to this department, and have planning and decision-making power over the development of their industries.

The second department is the supervision department, which can not only conduct investigations on its subordinate industries, but also conduct investigations on members of the decision-making department if there is sufficient evidence to prove it.

The third department is the talent planning department. In the future, the talent cultivation and personnel transfer of the entire industry will be included in the management of this department. The decision-making department has the right to make suggestions, and the supervision department has the right to supervise.

The fourth department is the financial department, which coordinates the operating status and financial distribution of all its industries, and cooperates with the decision-making department to promote the overall planning of the industry.

Needless to say, the decision-making department, the supervision department is assumed by independent artificial intelligence, and has a supervisory consultant office. The personnel inside are real people who have the power to make suggestions, but not the power to execute.

This is to ensure the impartiality of the supervisory department and avoid abuse of power for self-interest. At the same time, a consultant office is set up, so that it will not appear particularly rigid and can deal with problems relatively flexibly.

The talent planning department will update the talent training direction and plan every year, so that the talents of the whole society can be cultivated according to the needs, rather than a fixed set of training directions.

Talents are those who meet the needs of social development, and in the process of social development, professional directions will change dynamically. The establishment of this department can guide the cultivation of talents in the entire industry, and can also count the number and changes of talents in various disciplines.

Not to mention the financial department, as an enterprise collective and industrial capital, money is always the top priority, so this department is also essential. This department is also managed by independent artificial intelligence, and a financial consultant office with real people participating is set up.

Ren Zhengfei, who originally planned to retire completely, joined the one-person decision-making department after being persuaded by Ye Zishu. Next, he will start reforming other groups. At that time, more presidents will enter this department.

The description here is relatively simple, but the actual operating mechanism is more complicated. He does not want to become an organization like the United Nations. Efficiency is the lifeline of an enterprise, and procrastination will only lead to death in the end.

Therefore, there is also a top decision-maker, currently Ye Zishu, who will be replaced by an independent artificial intelligence in the future, mainly to play the role of final decision when the decision-making department is unable to make a final decision, and usually does not care about things.

After accepting Ren Zhengfei's report and taking care of the follow-up procedures, Ye Zishu treated Ren Zhengfei to a meal, hoping that he could play a more active role in the Industrial Development Committee.

With the completion of the reform of Qinglong Technology Company, other groups will also enter the reform stage. The heads of other groups have already realized this, and even some presidents have already begun to prepare in advance. .

Milky pudding reminds you: remember to collect after reading