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 problem of not enough microphones, I suggest that we reduce the number of people by two.

The problem basically does not involve the securities department, so 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 very close to each other, and the project department must have the most conflicts and problems.

We will not send a representative from the Vice President of Production for the time being.

This eliminates two microphones. "

Bai Qingting: "What I mean is that the representatives are still sent, isn't it just a matter of missing two microphones?

We all immediately started moving the conference table in the front row. Form 9 positions around each other, and you participants in the discussion sit together. I am still on the podium and write everyone's conclusions on the whiteboard.

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

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

Within a few minutes, a dozen people from the First Business Department came to help open the conference table and set it up under Bai Qingting's guidance.

Bai Qingting: "Now please 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 Pingmin, the general manager of the securities department, Zhao Manfu, the vice president of production, Zhang Yunqing, the project manager, and Zhang Yunqing, the regional business leader. Send a representative, Peng Siyuan, to come up and take a seat and participate in the discussion of these 25 issues on the spot."

Bai Qingting: "Mr. Tao asked 25 questions. First, you three business unit presidents will express their opinions, and the other six people will express their opinions randomly.

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

I will write the results of the discussion 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 issue of supplier resource sharing is already implemented within our First Business Unit.

All supplier resources of the project department are reported to the business department of the business department.

The Minister of Commerce will make unified arrangements and organize questionnaire surveys and selections.

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

Class A is the most obedient and powerful, does a good job, and can help the company advance capital.

Level B is obedient, capable, and does a good job, but does not have the ability to advance capital, or is unwilling to advance capital for the company.

Level C is average in obedience, average in strength, and average in work.

D. Due to various reasons, the company is unhappy with the cooperation and needs to cut off the supplier.

If the company decides to adopt this supplier resource sharing model, the first business unit can provide strong support.

One is to provide existing supplier databases for companies to use.

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

Boss Bai, I'm done. "

Bai Qingting: "Mr. Tao, you mean that the first business unit already has a supplier database that can be shared?"

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

Bai Qingting: "Okay.

Please let Lei Chun, President of the Second Business Unit, comment on the first question, supplier resource sharing. "

Lei Chun, President of the Second Business Unit: "Boss Bai, our Second Business Unit has few projects and management has not caught up yet. We need to learn more from Mr. Tao.

Thanks to Mr. Tao for providing the existing supplier database for sharing and use by our other business departments.

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, let Song Zhiyuan, president of the third business unit, give his views on the first supplier resource sharing."

Song Zhiyuan, President of the Fifth Business Unit: "Boss Bai, it is true that Mr. Tao of the First Business Department has done a better job in management. He has established a supplier resource database and is using it. I have to admire him.

At present, our fifth business unit only verbally requires that the supplier database resources in each province must be shared, to provide more fresh blood to the shortlisted teams for bidding, and to avoid bid rigging to the greatest extent possible.

Please help, you can steal book stamps like food. Come and steal your friends' book stamps to vote for my books.

My suggestion is that the colleagues who manage the supplier database of the first business department can be allocated and reused, and they can be asked to serve the cost center leader Ma Wenxuan and Mr. Ma. The company's supplier database should first be based on the first business unit. Do it as quickly as possible. "

Bai Qingting: "Is this what you mean by borrowing the supplier system of a business unit?"

Song Zhiyuan, President of the Fifth Business Unit: “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, the president of the first business unit, to Ma Wenxuan of the cost center.

Mr. Tao, do you have any objections?

Do you support it? "

Tao Wuming, President of the First Business Unit: "Boss Bai, I support this with all my hands and feet."

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

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

How long do you need? "

Ma Wenxuan, head of the cost center: "Boss Bai, as long as we have Mr. Tao's full support, I promise to establish this supplier resource library within a month and let him share it with the whole company."

Bai Qingting: "Okay, I like that Director Ma Wenxuan is resolute and has clear goals.

Within a month, we saw results. "

Ma Wenxuan, head 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 question is the uneven allocation of management personnel. How to solve this problem? Mr. Tao."

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

In places like our Northeast, everyone follows the big brother.

In the project department with a small number of people, the eldest brother treats people poorly, and people slowly leave on their own.

In a project department with a large number of people, if the eldest brother treats people well, he can't even drive them away.

If you have to transfer people from a crowded place to a less crowded place, the people being transferred will most likely resign.

The gain outweighs the loss. "

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

They are all serving the same company, and they are doing the same thing in another project department. The salary has not been reduced, and the bonus may have increased.

Why are you so stubborn?

Is there no way to crack it? "

Tao Wuming, President of the First Business Unit: “There are ways to crack it, but the results are not very good.

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

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

Let the project department have more people to take on more project management work. "

Bai Qingting: “If there are fewer people, reduce projects, transfer people from the south, and if there are more people, increase projects.

OK, Lei Chun, President of the Second Business Unit. "

Lei Chun, President of the Second Business Unit: "Boss Bai, the areas I manage don't have these bad habits. As long as the work requires it, whoever you want can be transferred. Those who don't obey can get out."

Simple, crude, direct and efficient. "

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

President of the Fifth Business Unit: “The problem of uneven management staffing is essentially closely related to the problem of tight work in the project department.

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

When doing engineering, you are faced with ever-changing situations every day.

Maybe there is no shortage of managers today, but tomorrow we are pressed by Party A and need to rush the work, and we will soon have a shortage of managers.

The employees of our fifth business unit were greeted when we were recruiting. No matter what you were like before, now that you are in the fifth business unit, you must obey the greetings and obey the arrangements.

Don't take sides or form gangs.

When the management personnel allocation of the project department is uneven, it is best to adjust personnel within the area to solve the problem. Secondly, it can be solved by adjusting personnel across areas. "

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

Song Zhiyuan, President of the Fifth Business Unit: "Boss Bai, you summed it up very well. I have talked about so many things, but you can solve it clearly by adjusting the staffing as needed."

Bai Qingting: "Regarding the second question of uneven allocation of management personnel, do you have anything to add?

If not, then it comes to the third question.

The employee promotion mechanism is not transparent.

Mr. Tao. "

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

In addition, the company itself does not have such a transparent employee promotion mechanism. "

Lei Chun, President of the Second Business Unit: “The problem of opaque employee promotion mechanism is the lack of some corresponding rules and systems.

It is recommended that the person in charge of human resources, Mr. Zhou Nan, take the lead to improve a salary system and write this employee promotion mechanism into a document, and each new employee will be given a copy when he comes. "

Bai Qingting: "Improve a salary system. Mr. Zhou Nan of Human Resources, what are your opinions?"

Zhou Nan, the person in charge of human resources: "Boss Bai, I think Mr. Lei's advice is very accurate. After the meeting, I will start arranging to streamline our salary system. After identifying the problems, we will formulate a solution and submit it to the company for approval."

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

Song Zhiyuan, President of the Fifth Business Unit: “Everyone just said that we need to form a new salary system.

Here is a suggestion: clarify the proportion of promotions and salary increases that a team that achieves what kind of performance can achieve.

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

In short, we must avoid the problem of eating from the same big pot. When it comes to promotions and salary increases, we cannot engage in egalitarianism. Talents who have made outstanding contributions must be given promotions and salary increases. "

Bai Qingting: "Don't eat from the big pot.

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

Zhao Manfu, production manager of the Nanhai area of ​​the Fifth Business Unit: "The employee upgrade mechanism is not transparent. It is still relatively vague. I think the employee upgrade mechanism needs to have a quantifiable standard. Otherwise, if the mechanism is made transparent in time, employees will complain. .

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

For example: For the business leaders of the area, how many project departments each person manages, how much output value there is, how many collections are made, how many matching payments there are, whether the cash flow is positive or negative, whether there is matching settlement, and whether it is done. , what is the result? The gross profit margin of the target assessment has been reduced without waiting.

Have you conducted a settlement review? How accurate is it?

Have you been reported? If so, what will be the outcome of the investigation?

Have you trained new business personnel?

Wait, what is his score on these assessment indicators? Design the weight of each score.

In this way, the assessment indicators for business leaders in a region can be completely quantified and calculated based on scores. Those with high scores have the right to participate in promotions and salary increases. "

Bai Qingting: "What you said is so complicated.

Summarize it yourself into a few words and give it a try. "

Zhao Manfu: "Boss Bai, let's sum it up: quantify the employee upgrade standards. Do you think it's feasible?"

Bai Qingting: "It is feasible to quantify the standards for employee promotion."

Bai Qingting: "Okay.

Now 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 production value award, collection award, settlement award, and excess gross profit award.

The company has set standards for the proportions of these bonuses.

The reason why some people say that the bonus distribution mechanism is not transparent may be because the bonus distribution ratio is not detailed to everyone, so some people always feel that their bonuses are under-distributed.

How to solve this problem?

Take the project department as an example. If the project department's bonus is 100%, then the project manager's bonus is set at a certain ratio, say 30%, the business manager's bonus is set at a certain ratio, say 25%, and the production manager's bonus is set at a certain ratio. One proportion, for example, is 15%, and others are divided according to system, for example, business accounts for 15%, and production accounts for 15%. "

Bai Qingting: "Set the bonus distribution ratio.

Mr. Lei. Please comment on the lack of transparency in the bonus distribution mechanism. "

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

Bai Qingting: "Song Zhiyuan, haven't you thought of a solution?"

Song Zhiyuan, President of the Fifth Business Unit: “I can’t think of a better solution than what Mr. Tao proposed.

But I have some opinions on the method proposed by Mr. Tao.

If all bonus distribution ratios are determined in advance, it will appear to be transparent and fair.

In this case, as long as the person who occupies that position will have a large bonus anyway, our policy may breed new problems and prevent the matter from being truly solved.

Therefore, I would like to add a restriction on the basis of the bonus distribution ratio.

It is people below the project manager. The project manager has the right to adjust based on their fixed bonus distribution ratio. This right can be designed to be plus or minus 30%, for example. This ratio will be discussed after the meeting. Here is just one Example.

In this case, if anyone is too lazy to work or does a poor job, the project manager has the right to use his bonus to distribute it to other people who do better.

So who controls the project manager?

The regional production vice president controls the floating ratio of the project manager's bonus.

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

Bai Qingting: "Mr. Song, please summarize it in a few words. Please extract the key words."

Song Zhiyuan, President of the Fifth Business Unit: “The bonus is allowed to fluctuate.”

Bai Qingting: "Zhao Manfu, his opinion on the opacity of the bonus distribution mechanism."

Zhao Manfu: "Boss Bai, it is recommended that the total amount of bonus distribution be based on project departments, but the area production leader should be allowed to allocate appropriate proportions of bonuses among project departments when necessary."

Bai Qingting: "In principle, each project department's bonus is distributed by itself. Why should it be distributed across project departments?"

Zhao Manfu: “Because in the same area, there will be some easy-to-do projects with considerable gross profit; of course, there will also be some difficult-to-get projects.

This allows the area production manager to allocate bonuses between project departments when necessary, which will help arrange project managers to go to appropriate projects at any time. "

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

After all, for employees, there are definitely times when they encounter good projects and times when they encounter bad projects.

Of course, if you say that you encounter bad projects every time, then we should pay attention to this kind of people and use less or no such people. Why?

It's because he's so unlucky that it might even hurt the company. "

Bai Qingting: "

2. Subject qualifications of incentive objects

According to the relevant documents provided by the company and due verification by our lawyers, the incentive targets are all Chinese nationals and have full capacity for civil conduct; the incentive targets have not been publicly condemned or declared as inappropriate personnel by the stock exchange in the past three years. Those who have been administratively punished by the China Securities Regulatory Commission for major violations of laws and regulations in the past three years are not prohibited from serving as directors, supervisors and senior managers of the company as stipulated in the Company Law; the incentive targets do not include independent directors and supervisors of the company, and Including major shareholders or actual controllers who hold more than 5% of the company's shares.

Please remember the first domain name of this book: . Mobile version reading URL: