Trillion Market Capitalization is not a Dream

You can search "Trillion Market Value Is Not a Dream Novel Cool Notes ()" on Baidu to find the latest chapters!

"Okay, next one, we can choose the one in the middle. Pass the microphone from the east. The four corners are all about the same distance."

"Hello, respected Chairman Bai.

The question I want to ask is about employee promotion channels. Does the company currently have a written policy? "

"Your question is a good one.

Originally I talked about it later.

Since you mentioned this issue now, let me talk about it. "

“As for the employee promotion channels of Western Construction, since we are a northern company, a large number of employees are from the north.

Northerners believe in the big brother culture.

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

But now that the company has gone public, more new and outstanding colleagues have joined the company.

In this case, the original personnel balance will inevitably be broken.

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

It turns out that the comprehensive quality of some colleagues has not improved rapidly with the development of the company, and they still stay in the original old model and old methods.

Of course, there are many employees who started the business together who are senior. These seniors not only refer to leaders, but also to some grassroots employees.

Some employees have followed the company's development 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 endured 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 must be particularly careful when dealing with these old employees.

For these old employees, you simply don’t know which leader they have a good relationship with.

If you do something slightly wrong, they may report it thousands of miles away with just one phone call, and you will still be kept in the dark.

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

It may make things more complicated.

Therefore, I have taken charge of 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 newly recruited senior positions, priority can be given to the original old employees, but the prerequisite is that these old employees must have real management capabilities.

You cannot deliberately improve old employees in a positive way just to take care of their emotions.

In the future, when it comes to employee promotions, in principle, the completion of performance indicators will be the evaluation criterion.

Salary increases for employee-level promotions and core-level promotions are controlled at around 30% each year.

There may still be some loopholes in this policy, but it doesn't matter. We will try it out for one year.

If any problems are discovered in the coming year, we can correct them the next year. "

"Okay, if you still have no questions, I'm allowed to ask one more question."

"Okay, you have 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 from 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: Nowadays, there is a big conflict between business personnel and production management personnel on projects, and they often argue, which often leaves us at a loss as to what to do.

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

"Haha, you asked a good question."

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

"

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

"Did you hear that? Not to mention that there are thirty project managers who have this problem, but there will never be less than twenty project managers who have the problem you just mentioned of the disagreement between business people and project managers."

"First of all, I want to emphasize that this kind of conflict is bound to exist. Everyone must understand that this is a corresponding flaw in the design of the organizational structure."

“We have also tried it before. The so-called project manager’s overall responsibility system has actually become the project manager’s one-note speech.

This is a very scary thing. People on the project don't listen to anyone's opinions, only the project manager's.

In this way, if you encounter a project manager with evil intentions, the project can be scrapped directly for you.

So the risk is too great. "

"Then we studied the problem and looked for solutions."

"It turns out that the matrix management method currently implemented can solve the problem of project managers speaking for themselves."

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

“No one may have told you before.

Today, take advantage of this exchange meeting.

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

You'll understand as soon as you hear it. "

“This matrix management has two real 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 area business manager. The relationship with the former is dotted line management, and the relationship with the latter is solid line management.

What does this mean?

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

The project manager is not authorized to judge whether the business manager's cost results are correct or not.

Therefore, this matrix management has this natural contradiction in its design.

So, who is responsible for the cost-result disputes of the project department’s commercial manager? He is the business person in charge of the area. Within the area, he has the final say on whether the data on costs and quotations are correct and appropriate.

If there is a dispute over the cost results of the business person in charge of the area, who will be in charge? He is the head of the business department of the business unit.

If the cost results produced by the business department's business manager are still controversial, who will coordinate?

The decision will be made by the business unit president.

If a controversial lawsuit goes to the business unit president, the final decision will be made.

It is the company’s final decision, and there is no need to hand over conflicts.

Otherwise it will be endless.

Even if a wrong decision is made, the company will be responsible for it.

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 regional vice president of production, and the leader of the regional vice president of production is the president of the business unit. Disputes are reported to each level and coordination is sought. Generally speaking, most problems can be solved in the production area. "

Trillion market value is not a dream latest chapter address:

Trillion market value is not a dream Full text reading address:

Trillion market value is not a dream txt download address:

Trillion market capitalization is not a dream Mobile reading:

For the convenience of reading next time, you can click "Collect" below to record this reading record (Chapter 375: Natural Contradictions of Matrix Management), and you can see it next time you open the bookshelf!

If you like "Trillion Market Value Is Not a Dream", please recommend this book to your friends (QQ, blog, WeChat, etc.), thank you for your support! ! ()