Trillion Market Capitalization is Not a Dream

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"Okay, the next one, we can choose the middle one, hand over the microphone from the east, the distance between the four corners is similar."

"Hello, Dear Chairman Bai.

The question I want to ask is about the promotion channels for employees, does the company have a written policy now? "

"Your question is very good.

I was going to talk about it later.

Now that you have mentioned this issue, I will talk about it. "

"As for the promotion channel of employees in Western buildings, since we are a northern enterprise, a large number of people are northerners.

Northerners believe in Big Brother culture.

This big brother culture is very beneficial to the management of the company when our company was still small and very irregular.

But now after the company goes public, the company has more new and excellent colleagues to join the company.

In this case, it is bound to break the original personnel balance.

In fact, in this regard, I also feel the conflict of personnel balance, which is still quite intense at present.

It turned out that the overall quality of some colleagues did not follow the development of the company, but improved rapidly, and still stayed on the old model and method.

Of course, there are a lot of employees who started a business together with seniors. These seniors not only refer to leaders, but also to some grassroots employees.

Some employees have followed the development of the company and have served the company for more than ten years. Although their positions are not high, their positions are very important.

These old employees have survived batch after batch of new leaders. In fact, they have summed up a lot of struggle experience.

Most of you in this conference room are new leaders. You should be very careful when dealing with these old employees.

These old employees, you simply do not know which leader he has a good relationship with.

If there is something wrong with you, they may report thousands of miles away with a single call, while you are still in the dark.

These things have led to the addition of our original old employees and the newly joined elites. Their effect may not be a problem of one plus one equals two, but may be a negative number.

It's possible to make things even more complicated.

Therefore, I have instructed the human resources system to study how to solve the problem of harmony between old employees and new employees. If the problem of promotion of old employees is solved, how to solve the problem of promotion of new employees.

Among all the newly recruited senior positions, the original old employees can be preferred, but the premise is that these old employees must really have that management ability.

It is not possible to deliberately raise old employees in order to take care of their emotions.

In the future, in the promotion of employees, in principle, the completion performance indicators will be the evaluation criteria.

The promotion and salary increase at the employee level and the promotion and salary increase at the core level are controlled at around 30% each year.

As for this policy, there may still be some loopholes, but it doesn't matter, we will try this for a year.

If something goes wrong the next year, we can correct it the next year. "

"Okay, if you have any questions, one more question is allowed."

"Okay, you all stood up and raised your hands. You know how to fight for the opportunity you deserve. Please pass the microphone to this person. Counting from the front, the first questioner on the left in the third row."

"Dear Chairman Bai, thank you very much for giving me the opportunity to ask questions.

My question is about the conflict between business personnel and production personnel: business personnel and production management personnel are in conflict with each other on projects.

As a project manager, I often disagree with the business manager on the project, and he has no choice. What I want to ask is what can I do to resolve this conflict. "

"Hehe, that's a good question for you to ask."

"This problem is not only in your place, but also in other project departments. Your project manager who has this problem also roars."

"Yes, yes, yes, yes..."

"Have you heard, not to mention that there are 30 project managers who have this problem, no matter what, there will be no less than 20 project managers. There is the problem of disagreement between business personnel and project managers that you just mentioned."

"First of all, I want to emphasize that this kind of conflict is inevitable. Everyone should understand that this is a corresponding defect in the design of the organizational structure."

"We have tried it before. The so-called project manager's overall responsibility system has actually become the project manager's one-stop policy.

This is a terrible thing. People on the project will not listen to any opinions, but only listen to the project manager.

In this way, in case the project manager encounters the unscrupulous, the project can be directly scrapped for you.

So the risk is too great. "

"We then studied the problem and looked for a solution."

"It turns out that the matrix management approach that is being implemented now solves the problem of project managers speaking out."

"What should I do about the question you are raising now? How to resolve this conflict, and how to make the project develop normally?"

"No one may have told you before.

Today, take advantage of this exchange meeting.

I can explain to you the operation mechanism of this matrix management.

You will understand as soon as you hear it. "

"This matrix management has two solid lines, one is the production line and the other is the business line.

The business manager in the project department is managed by two leaders, one is the project manager and the other is the business leader of the area. The relationship with the former is dotted line management, and the relationship with the latter is solid line management.

What does this say mean?

It means that the project manager can manage everything except the cost results and the quotation data of the business manager, including but not limited to the business manager's working time and place, attendance, bonus payment, promotion and salary increase, etc.

The project manager is not authorized to judge whether the cost result of the business manager is correct or not~www.readwn.com~ Therefore, there is a natural contradiction in the design of this matrix management.

So, who manages the cost-result dispute with the project department business manager? He is the business person in charge of the area. In the area, he has the final say on whether the data on the cost and the quotation is correct or not.

If there is a dispute over the cost results of the business person in charge of the area, who will take care of it? Is the head of the business department of the business department.

The cost result issued by the business director of the business unit is still controversial. Who will coordinate it?

It is up to the business unit president to decide.

If a controversial lawsuit hits the business unit president, it will be final.

It is the final decision of the company, and there is no need to hand over the contradiction.

Otherwise it will be endless.

Even the wrong decision is made by the company.

The project manager in the project department belongs to the production line, and there is only one leader of the production line. The leader of the project manager is the vice president of production in the area, and the leader of the vice president of production in the area is the president of the business unit. Controversial escalation, seeking coordination. Generally speaking, most problems are solved in the production area. "

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