HUAWEI Winter
Have all the employees of the company considered, if one day, the company's sales decline, profits decline or even go bankrupt, what shall we do?
The Taiping time of our company is too long, and we have too many officials in peacetime. This may be our disaster.
Titanic is also a sea of cheers.
And I believe this day will come.
In the face of such a future, how do we deal with it?
Many of our employees are blind pride, optimistic and optimistic. If there are too few people to think about, it may soon be coming.
It is not alarmist to be vigilant in times of peace.
When I visited Germany, I saw that Germany had recovered so quickly after the Second World War.
Their workers at that time United and put forward the idea of lowering wages and not increasing wages so as to speed up economic construction, so the post-war German economy grew very fast.
If HUAWEI's real crisis is coming, is it possible to cut wages by half, so we can live on a little cabbage and pumpkin?
Or we can save half the company if we cut it out.
If that's the case, danger is not dangerous.
Because once the danger is over, we can gradually make up for the wages or increase sales, and those who are forced to cut them will come back.
This is not a crisis.
If both are carried out at the same time, they will not save the company.
In the past ten years, I have been thinking about failure every day, ignoring success and feeling no sense of honor or pride, but a sense of crisis.
Maybe that's how it survived for ten years.
We all need to think together about how we can survive and perhaps survive longer.
The day when failure is sure to come, we must prepare for it. This is my unwavering view. This is the rule of history.
HUAWEI company has been crying wolf for so many times.
But the wolf will come.
This year we will discuss the crisis extensively, discuss what crisis HUAWEI has, what crisis your department has, what crisis your department has, what is the crisis of your process.
Can it be improved?
Can it be improved?
Can it increase the per capita benefit?
If the discussion is clear, then we may not die, it will continue our life.
How to improve management efficiency, we write some management points every year. Can these points improve your work? If we improve it, we will move forward.
First, balanced development is to grasp a short piece of wood.
How can we survive?
Comrades, if you think about it, if your per capita output increases every year
Fifteen
%, you may just keep your salary unchanged or you may fall slightly.
The price of electronic products has declined more than a year.
Fifteen
%.
We sell more and more, but our profits are less and less. If we don't do more work, we may not be able to keep today, let alone raise wages.
We can't rely on endless overtime, so we must improve our management.
In management improvement, we must emphasize the improvement of the shortest piece of wood.
Departments, departments and leaders of every process should grasp weak links.
We must adhere to balanced development, and constantly strengthen the construction of management system guided by process and timeliness. In line with the overall core competitiveness of the company, we will constantly optimize your work and increase your contribution rate.
The whole company must establish a unified value evaluation system and a unified evaluation system to make it possible for staff to flow and balance internally.
For example, some people say that I am very innovative in R & D, but how to reflect the value of innovation, and innovation must be pformed into commodities to produce value.
I do not object to the importance of technology and marketing, but every chain is very important.
R & D is relative to users, a user engineer of the same level may be more comprehensive than the R & D personnel.
So if we do not agree with the after-sale service system, then the system will never be made up of excellent people.
It is not organized by good people, it is a high cost organization.
Because he flew over to repair the machine, went to repair it badly, and flew over to fix it.
We have all our wages to civil aviation.
If we can repair it at one time, or even at the same time, we can fix it with remote guidance. How much cost will we save?
Therefore, we must emphasize balanced development and not always emphasize one aspect.
Two, there are essential differences between the responsibility system and the person responsibility system. One is the expansion system, the other is the convergence system.
Why should we emphasize the process oriented and timeliness oriented system?
Now the cadres working in the process are accustomed to asking their superiors for everything.
This is wrong. There is already a rule or something that is routine. It is not necessary to ask for it. It should be passed quickly.
The person who executes the process is responsible for things, which is responsible for things.
Asking for advice is responsible for people, and it is convergent.
We need to reduce unnecessary recognition and reduce unnecessary and unimportant links in management. Otherwise, how can the company run efficiently?
Now there are quite a lot of departments in our organization, and quite a lot of work is being done to create garbage. Then the garbage will be picked up and cleaned up to create jobs for some people.
The manufacture of these complicated documents, complicated procedures and unnecessary reports and documents to feed some cadres who do not need to be fed up can not generate value-added behavior.
We must try our best to streamline organs under effective monitoring conditions.
The marketing department is incompetent.
Every day the paper flies like snowflakes. Every day, we have to report to the office, today we need this report and tomorrow we need the report, which is an incompetent organ cadre.
Every month, the office fills up a list of all the data and puts it in the database.
From tomorrow, the market department will form a database group of redundant cadres. All data can only be asked to the group, and the offices must be ordered. The offices must score the organs. You should not give them a good score so that they will suffer a little loss. Otherwise, they will not understand this truth, they will not serve you and make you fight effectively.
In our work, we must be bold and responsible, so that we can speed up the process and ensure that those who are wise and safe must be removed.
HUAWEI has given employees good benefits, so some people say never lose this seat. Don't lose it.
Anyone who wants to protect his own interests must be removed from office. He has been a stumbling block to change.
In the past year, if no improvement has been made, even a mistake has not been committed and the work has not been improved.
His department's per capita benefit has not improved, so he can not take this section chief.
He said he did not make mistakes. Can he be a cadre without making mistakes?
Some people did not make a mistake, because he did not do anything.
Some people have made some mistakes in their work, but the per capita benefits of their management departments have been greatly improved. I think such cadres should be used.
Cadres who have neither made mistakes nor improved them can be removed from their posts in situ.
Three. Self criticism is an excellent tool for innovation in ideology, morality, quality and skills.
We must implement self-criticism centered organization pformation and optimization activities.
Self criticism is not criticism for criticism, nor criticism for total negation, but criticism for optimization and construction.
The overall goal is to enhance the overall core competitiveness of the company.
Why should we emphasize self criticism?
We advocate self criticism, but do not advocate mutual criticism, because criticism is not good enough to grasp moderation. If we criticize the strong smell of gunpowder, it will easily lead to contradictions among the ranks.
And self criticize yourself, people will not exert themselves, and will show mercy to themselves.
That is to say, using chicken feather duster to strike lightly is better than not playing well. If you fight for a few more years, you will be turned into steel.
Self criticism is not only for individuals to criticize themselves, but also for organizations to criticize themselves.
Through self criticism, all levels of backbone should strive to shape themselves and gradually move towards professionalism and internationalization.
The company believes that self criticism is a good way of personal progress, and can not grasp the staff of this weapon, hoping that departments at all levels should not promote them again.
Two years later, cadres who are unable to master and use this weapon should be reduced.
The incumbent cadres must strive hard and keep forging ahead.
Cadres should have the spirit of dedication, dedication, sense of responsibility and mission.
We do not commit ourselves to ordinary employees. They should work hard for themselves and get a reasonable reward.
Only those who devote themselves to work should be trained to be cadres.
In addition, we have strict requirements for senior cadres and do not strictly enforce the requirements of ordinary cadres.
Because strict enforcement is required, the cost of management is too high.
Because he also wants to spend money. We must do less work without food.
Therefore, we have different requirements for cadres at different levels. Cadres who can not use self criticism can not be promoted.
Self criticism begins with senior cadres, and senior cadres have democratic life meetings every year. The problems raised by the democratic life meeting are very acute.
Some people thought that the struggle inside the company was really fierce. You see they were very sharp about the problem, but after that, did they go to war with their hands?
I hope this spirit can always be passed down. There must also be a democratic life. We must talk to each other and make peace with each other when we put forward our opinions.
In my opinion, criticizing others should be a treat to dinner. It should be painting and embroidering.
We must not turn the internal democratic life into a meeting with gunpowder. Some senior cadres are sharp. They are of high quality and the more gentle they go to the grass-roots level.
Things can not be expected to finish at one time, not for one year, for two years, and for three years.
I hope that cadres at all levels must grasp the yardstick in organizing a self critical Conference on democratic life.
I think people are afraid of pain, too painful, not very good. Like painting and embroidery, they can help people to analyze their shortcomings and propose improvement measures.
Four, the qualification and virtual profit law is an orderly and effective system to promote the company's rational evaluation of cadres.
We must unswervingly continue to implement the qualification management system.
Only in this way can we change the past evaluation state.
Will make a contribution and a sense of responsibility grow up as soon as possible.
The incentive mechanism should be conducive to the overall development of the company's core competitiveness and the continuous growth of core competitiveness in the near future.
What is leadership?
What is a politician?
This election in Israel shows us the short sightedness of Jews.
Rabin realized that a small country in Israel was surrounded by hundreds of millions of Arabs. Despite several wars in the Middle East, Israel could overcome it, but it could not be said.
Fifty
Year,
One hundred
After the year, the Arabs will not develop.
Today, instead of land for peace, boundary demarcation and peaceful coexistence with the surrounding areas, once the Arabs become strong, they will be displaced again.
If so, the Jews would go again.
Two thousand
It is not always possible to get back in the year.
Most people only value their immediate interests. Sharon is a hardliners who will win the immediate interests of the Jews, and people will support him.
I finally saw a short sight of Jews like us.
Our leaders should not cater to the masses, but we should pay attention to working methods to promote the organization's purpose.
Cadres should have the spirit of dedication, dedication, sense of responsibility and mission.
There are four criteria for distinguishing whether a cadre is a good cadre or a loyal official. First, do you have a sense of professionalism, seriousness of work, improvement, and improvement?
Can it be improved?
This is your dedication to work.
Second, do you have the dedication and not to be fussy about it? Our value evaluation system can not be absolutely fair.
It would be fair to use Cao Chong's image method to evaluate his qualifications.
But if we use the precision balance to evaluate it, it must be fair.
It is impossible for us to achieve absolute fairness.
I think dedication is a very important factor in assessing cadres.
If a cadre is too calculating, this cadre is absolutely not good. You have many soldiers. You are selfish and calculating. Is your staff able to cooperate with you?
Those who have no devotion should not be cadres. Cadres must have dedication.
The third and fourth point is to have a sense of responsibility and a sense of mission.
Do our employees have a sense of responsibility and a sense of mission?
If there is no sense of responsibility and sense of mission, why do we still want to be a cadre.
If you feel that you still have a sense of responsibility and a sense of mission, improve it quickly, or you will eventually avoid it.
Five, do not blindly innovate in order to narrow the huge organs.
The temple is smaller, the abbot is reduced by several, and the monk is less.
The general principle is that we must compress organs. Why?
Because we built it.
IT
。
Why construction
IT
?
When designing a road, you should have a Ph.D. master in making steel rail, and pave the way for undergraduates.
But if the road is repaired, it will not be such a high academic qualification, otherwise nobody will be able to afford the train.
Therefore, when our company's organizational system and process system are built up, there will be no so many high-level cadres, and the abbot will be less.
We must stick to "small improvements and big rewards".
"Small improvements and big rewards" is our long-term and persistent policy of improvement.
On the basis of small improvements, we should constantly sum up and analyze them comprehensively.
To study its compatibility with the company's overall target process, and to harmoniously harmoniously with the surrounding process, we should simplify, optimize and re solidify it.
Whether the process is advanced or not is to be evaluated by the improvement of contribution rate.
When I was young, I knew Hua Luogeng's words, "magic is easy and easy to get rid of."
Some of our employees have given him one thing. He can do ten things. This kind of innovation is unnecessary and incompetent.
This is the production of garbage, such employees should be reduced.
So there are many reform projects this year, but every change project should be evaluated by the contribution rate.
It is necessary to achieve rapid growth and carry out various management reforms at the same time. It is complicated and difficult.
Cadres at all levels should have lofty sense of mission and sense of responsibility. They should be warm and calm, nervous and orderly.
We should be careful in doing any small things, and do not destroy the process arbitrarily.
Six, standardized management itself contains monitoring, its purpose is to effectively and quickly service business needs.
We must continue to adhere to the business led, accounting supervision for the macro management methods and systems.
What is business led is to dare to create and guide demand and get the profit of "opportunity window".
We should also be good at seizing opportunities and narrowing the gap so that companies can survive in the same world.
What is called accounting for supervision is to provide standardized financial services for the realization of business. Standardization can be fast, accurate and orderly, making accounting maintenance cost low.
Standardization is a sieve, and it also completes supervision in the process of service.
We should integrate service and monitoring into the whole process.
We should also carry out reverse auditing, trace responsibilities, find excellent cadres, and remove sediment layers.
Seven, in the face of change, we must have a common mind and a psychological quality to undergo change.