Trillion Market Capitalization is Not a Dream

Tao Wuming, president of the first business unit, replied: "Boss Bai, let me make a suggestion. Because of the lack of microphones, I suggest that we can reduce the number of people by two.

The problem basically does not involve the securities department, and the general manager of the securities department can relax a little.

The representative of the vice president of production and the representative of the project manager are closely separated, and the contradictions and problems of the project department must be the most.

The representative of the vice president of production will not be dispatched for the time being.

This eliminates two microphones. "

Bai Qingting: "I mean the representative or both, isn't it just a matter of missing two microphones?

We all started immediately and moved the conference table in the front row. Form 9 seats together, all of you who participated in the discussion sit together, and I am still on the podium writing everyone's conclusions on the whiteboard.

In this case, 7 microphones are enough for 9 people sitting close to each other. "

Tao Wuming, president of the first business unit, arranged: "Come up some brothers and help set the conference table."

In a few minutes, the first business department went to a dozen people to help open the conference table and set up the position under Bai Qingting's guidance.

Bai Qingting: "Now we invite the presidents of the three business divisions, Feng Shilan, the head of the financial center, Ma Wenxuan, the head of the cost center, Wen Pingming, the general manager of the securities department, Zhao Manfu, the deputy general manager of production, and Zhang Yunqing, the project manager, who is the head of the business area. Send a representative Peng Siyuan to sit up and participate in the discussion of these 25 issues on the spot."

Bai Qingting: "Mr. Tao has 25 questions, first of all, the presidents of your three business units will express their opinions, and the other six people will express their opinions at random.

All the participants should listen carefully. If you have better opinions, you must take the initiative to mention them after the 9 people have finished speaking. This is not only for the good of the company, but also for the good of everyone.

The results of the discussions formed, I wrote on this whiteboard. "

Bai Qingting: "1. Supplier resource sharing

Mr. Tao, how do you think about this issue? "

Tao Wuming, President of the First Business Unit: "This problem of supplier resource sharing has already been implemented in our First Business Unit.

All supplier resources of the project department are reported to the Commerce Department of the business department, and the Minister of Commerce will arrange a questionnaire survey and selection.

The suppliers in these pools are divided into ABCD four levels.

A-level is the most obedient and most powerful, who does a good job and can help the company advance funds.

B-level is obedient, capable, and does a good job, but has no ability to advance funds, or is unwilling to advance funds for the company.

Class C is average obedient, average in strength, and average in work.

D. Because of various reasons, it is unpleasant to cooperate with the company, and it is necessary to cut off the suppliers who cooperate with him.

If the company decides to adopt this supplier resource sharing model, the First Division can provide strong support.

One is to provide the existing supplier library for the company to use.

The second is to provide people who manage the supplier base for the company to use.

Boss Bai, I'm done. "

Bai Qingting: "Mr. Tao, do you mean that the first division has a supplier base that can be shared?"

Tao Wuming, President of the First Division: "Yes, Boss Bai."

Bai Qingting: "Okay.

Lei Chun, President of the Second Business Unit, please comment on the first issue of supplier resource sharing. "

Lei Chun, President of the Second Division: "Boss Bai, we have few projects in the Second Division, and the management has not been able to keep up, so we have to learn more like Mr. Tao.

Thank you Mr. Tao for providing the existing supplier library for our other business divisions to share and use.

I can also report the current supply resources of the business department to the company for unified deployment and use under the unified guidance of the company. "

Bai Qingting: "Okay, please, Song Zhiyuan, president of the third business unit, give us his views on the first item of supplier resource sharing."

Song Zhiyuan, president of the fifth business unit: "Boss Bai, indeed, the management of the first business unit, Mr. Tao, is relatively good, and the supplier resource pool has been established, and in the process of using it, I have to admire it.

At present, our fifth business department has only verbally requested that the resources of the supplier base in each province must be shared, to give more fresh blood to the shortlisted teams for bidding, and to avoid bid rigging to the greatest extent possible.

Please help, you can steal the book votes like stealing vegetables. Come and steal your friends' book votes and vote for my book.

My suggestion is that the colleagues who manage the supplier database in the first business department can be allocated and reused, and let them serve the head of the cost center, Ma Wenxuan Ma, and refer to the company's supplier database first with reference to the first business. Department's approach, with the fastest speed to do it. "

Bai Qingting: "Is that what you mean by borrowing the supplier system of the first division?"

Song Zhiyuan, President of the Fifth Division: "That's what it means."

Bai Qingting: "Supplier resource sharing should be established, accept Song Zhiyuan's suggestion, and borrow the supplier system of Mr. Tao, president of the first business unit, to Ma Wenxuan of the cost center.

Mr. Tao, do you have any comments?

support it? "

Tao Wuming, president of the first business unit: "Boss Bai, I am in favor with both hands and feet, and I fully support it."

Bai Qingting: "Okay, thank Mr. Tao for his support.

Mr. Ma Wenxuan, Mr. Ma, after the meeting, you should contact Mr. Tao as soon as possible, and make this supplier resource sharing work in the cost center and promote it throughout the company.

How long do you need? "

Ma Wenxuan, the person in charge of the cost center: "Boss Bai, as long as there is Mr. Tao's full support, I promise to build this supplier resource pool within a month and let him share it with the whole company."

Bai Qingting: "Okay, I like Ma Wenxuan's swift and resolute conduct with clear goals.

Within a month, we saw results. "

Ma Wenxuan, the person in charge of the cost center: "Boss Bai, I promise to complete the establishment of the supplier resource sharing library on time, and let him use it normally."

Bai Qingting: "The second problem is the uneven allocation of management personnel. How can we solve this problem? Mr. Tao."

Tao Wuming, President of the First Division: "Boss Bai, this matter is indeed difficult to crack.

In our northeastern places, we all follow the big brother.

In the project department with few people, the elder brother treats people badly, and people run away slowly.

In a project department with a large number of people, the elder brother treats people well, and people will not leave.

If you have to transfer people from places with many people to work in places with fewer people, the people who are transferred are likely to resign because of this.

Not worth the loss. "

Bai Qingting: "I don't understand your big brother culture very well.

They are all serving the same company, and changing the project department is also doing the same thing. The salary has not dropped, and the bonus may have increased.

Why so stubborn?

Is there no way to break it. "

Tao Wuming, president of the first business unit: "There is a way to crack it, but the effect is not very good.

For example, if people from the south are transferred to places with fewer people in the project department, this problem will not be so prominent.

Another example: reduce the amount of work allocated to projects with fewer people in the project department.

Let the project department have more people to undertake some project management work. "

Bai Qingting: "With fewer people, reduce projects, transfer personnel from the south, and increase projects with more people.

Alright, Lei Chun, President of the Second Division. "

Lei Chun, President of the Second Division: "Boss Bai, there are no such stinky problems in the areas I manage, as long as the work requires it, I can transfer whoever I want, and those who don't listen can get out.

Simple and rude, direct and efficient. "

Bai Qingting: "Okay, according to the needs of the work. Song Zhiyuan, president of the fifth business unit, talk about it."

President of the Fifth Division: "The problem of uneven allocation of management personnel is closely related to the tightness of the work of the project department.

When the work is tight, there are not enough people, and when the work is easy, there are too many people.

When it comes to doing engineering, there are thousands of changes every day.

Maybe today is not bad for the management personnel, but tomorrow is urgently asked by Party A to rush to work, and the management personnel will be shorted immediately.

The employees of our fifth business unit greeted you when you were recruiting. No matter how you were in the past, now that you are in the fifth business unit, you must obey the greeting and obey the arrangement.

Don't choose sides to stand in line and form gangs.

When the management personnel of the project department are unevenly allocated, it is better to adjust the personnel in the area to solve the problem, and secondly, the personnel can be adjusted across the area to solve the problem. "

Bai Qingting: "Mr. Song, do you mean to adjust the staffing as needed?"

Song Zhiyuan, President of the Fifth Business Unit: "Boss Bai, you summed it up well. I said a lot. You can solve it by adjusting the staffing according to your needs."

Bai Qingting: "Anything else to add to the second question about the uneven distribution of management personnel?

If not, then we come to the third question.

The staff promotion mechanism is not transparent.

Mr. Tao. "

Tao Wuming, President of the First Division: "This may be a more serious problem in our Northeast. Whoever the eldest brother likes will be more likely to be reused. I don't have a good solution to this problem, and I think it is normal.

In addition, the company itself has not developed this transparent employee upgrade mechanism. "

Lei Chun, President of the Second Division: "The problem of the opaque employee upgrade mechanism is the lack of some corresponding rules and regulations.

It is suggested that the head of human resources, Zhou Nan, should take the lead to improve a salary system, and write this employee upgrade mechanism into a document, and send a copy to each newcomer. "

Bai Qingting: "Improve a compensation system. Mr. Zhou Nan, Human Resources, what's your opinion?"

Zhou Nan, the person in charge of human resources: "Boss Bai, I think Mr. Lei's opinion is very accurate. After the meeting, I will start to arrange and rationalize our compensation system. After finding out the faults, I will form a solution and report it to the company for approval."

Bai Qingting: "Mr. Song, the staff promotion mechanism is not transparent."

Song Zhiyuan, President of the Fifth Business Unit: "Everyone said just now that a new compensation system should be re-formed.

Here is a suggestion to clarify how many promotions and salary increases can be achieved by a team that achieves what kind of performance.

This team can be a production area or a business unit.

In short, it is necessary to avoid the problem of eating a big pot of rice, promotion and salary increase, and not to be egalitarian, and to give promotion and salary increase to talents who have made outstanding contributions. "

Bai Qingting: "Don't eat a big pot of rice.

Zhao Manfu, how can you solve the problem of the opaque employee upgrade mechanism? "

Zhao Manfu, head of production in the South China Sea area of ​​the Fifth Division: "The opaque employee upgrade mechanism is still relatively vague. I think the employee upgrade mechanism needs to have a quantifiable standard, otherwise the mechanism will be transparent in time, and employees will be complaining about the same thing. .

For example: project manager, the quantitative standard is how much output value has been completed and how much money has been recovered?

For example, the business leader of the area, how many project departments each person manages, how much output value, how much money is collected, how much is paid to the next, whether it is a positive or negative cash flow, whether there is a correct settlement, and whether it is done or not. , What is the result of the operation, the gross profit margin of the target assessment has not been reduced, etc.

Have you checked the settlement below, and what is the accuracy rate?

Have you been reported, and if you are reported, what will be the result?

Is there any training of new business personnel, etc.?

Wait, these assessment indicators, what is his score, and the weight of each score is designed.

In this way, the assessment indicators of business leaders in an area can be fully quantified and calculated by scores. Those with high scores have the right to participate in promotion and salary increase. "

Bai Qingting: "What you said is so complicated.

Summarize yourself into a few words and try it. "

Zhao Manfu: "Boss Bai, summed up: Quantify the upgrade standard of employees, you see, is it feasible?"

Bai Qingting: "It is feasible to quantify the standard of employee upgrades."

Bai Qingting: "Okay.

To the fourth question, the bonus distribution mechanism is not transparent.

Mr. Tao, please give your solution. "

Tao Wuming, President of the First Business Unit: "Boss Bai, our bonuses used to be the output value award, the collection award, the settlement award, and the excess gross profit award.

The proportion of these bonuses is set by the company.

The reason why this is reflected is that some people say that the bonus distribution mechanism is not transparent. It may be that the proportion of the bonus distribution has not been refined to each person's head, so there will always be people who feel that their bonuses are distributed less.

How to solve this problem?

Taking the project department as an example, if the bonus of the project department is 100%, the bonus of the project manager is set at a certain percentage, such as 30%, the bonus of the business manager is set at a percentage, such as 25%, and the bonus of the production manager is fixed. A proportion, for example, 15%, others are divided according to the system, such as business accounting for 15%, production accounting for 15%. "

Bai Qingting: "Set the bonus distribution ratio.

Mr. Ray. Your opinion on the opaqueness of the bonus distribution mechanism. "

Lei Chun, President of the Second Division: "I think Mr. Tao's idea is too advanced. I completely agree with it, and I haven't thought of a better way."

Bai Qingting: "Song Zhiyuan, didn't you think of a way?"

Song Zhiyuan, President of the Fifth Division: "I didn't think of a better way than Mr. Tao proposed.

But I have some comments on Mr. Tao's approach.

If all the bonus distribution ratios are set in advance, it seems to be transparent and fair.

In this case, as long as the person in that position has a lot of bonuses anyway, our policy may breed new problems and prevent things from being truly resolved.

Therefore, I want to add a restriction on the basis of the fixed bonus distribution ratio.

It is the person below the project manager. The project manager has the right to make adjustments based on their fixed bonus distribution ratio. For example, this right can be designed to be plus or minus 30%. This ratio will be discussed and discussed later. Here is just a Example.

In this case, whoever is lazy or does not work well, the project manager has the right to use his bonus to distribute to other people who do better.

So who controls the project manager?

The vice president of production in the area controls the ratio of the project manager's bonus up and down.

At the same time, the vice president of production in the area has the right to control the floating ratio of the bonus of the business person in charge of the area.

The business person in charge of the area has the right to control the floating ratio of the bonuses of the business personnel in charge. "

Bai Qingting: "Mr. Song, sum up in a few words, please extract the key words."

Song Zhiyuan, President of the Fifth Division: "Allow the bonus to float."

Bai Qingting: "Zhao Manfu, your opinion on the opaque bonus distribution mechanism."

Zhao Manfu: "Boss Bai, it is suggested that the total amount of bonus distribution should be based on the project department, but the production director of the area should be allowed to allocate the bonus in an appropriate proportion among the project departments when necessary."

Bai Qingting: "In principle, the bonuses of each project department are allocated by themselves. Why should they be allocated across project departments?"

Zhao Manfu: "Because in the same area, there will be some projects that are easy to do and have considerable gross profit; of course, there will also be some difficult projects.

This allows the production leaders in the area to allocate bonuses between project departments when necessary, which is conducive to arranging project managers to go to suitable projects at any time. "

Bai Qingting: "Write it down first, the bonus adjustment between project departments. I think it is more difficult.

After all, for employees ~www.readwn.com~ there must be times when they encounter good projects, and there are times when they encounter bad projects.

Of course, if you say that you have encountered bad projects every time, then we should pay attention to such people, and we should use less or no such people, why?

It is because his luck is so bad that it may even affect the company. "

Bai Qingting: "

2. Subject qualifications of incentive objects

According to the relevant documents provided by the company and the proper verification by our lawyers, the incentive objects are all Chinese nationals and have full capacity for civil conduct; the incentive objects have not been publicly condemned or declared to be inappropriate persons by the stock exchange in the past three years, and there is no such thing as In the past three years, the CSRC has imposed administrative penalties for major violations of laws and regulations, and there is no circumstance that the Company Law stipulates that the company shall not serve as a director, supervisor or senior manager of the company; the incentive objects do not include the company's independent directors and supervisors, nor Including major shareholders or actual controllers holding more than 5% of the company's shares.

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