The Secret Of "Fosheng" Personnel Risk Management

　 1, avoid decision-making risks:

stay Team decision making mechanism The weight of professionals and leaders is relatively large, and they adopt the views of the most professional people.

" Fosstar The board has seven people, three for real estate and four for laymen. If one person, one vote, a decision has been made by a professional expert, the voting result may be 4:3, and four people vote against it. The reasons may have the following points: 1, modesty, knowing that they do not understand, so abstaining; 2, responsible, think that they do not want to understand what is good for the company; 3, selfish, of course, such a person is still relatively rare. The final result is that we respect the opinions of non professionals in this decision, but in fact, the decision is not clear. And Fosun is a team decision-making mechanism, the same piece of land, four non professionals first tell their own problems, to express their reasons for objection. Another two of the three professionals answered these questions and reflected on whether they had taken into account the opinions of these four people when they made their decisions, and what countermeasures they had taken. Finally, they were clown by the leaders. In Fosun's team decision-making mechanism, the weight of professionals and leaders is relatively large, and adopts the opinions of the most professional people, forming the effect of 1+1>2.

　　 2 and 360 degree evaluation method -- Performance Appraisal risk management

In order to make the leading group of the enterprise play a combined role of the team and guide everyone to correctly understand their own shortcomings and let everyone correctly understand the merits of others, Fuxing has adopted a set of effective measures, namely, the "360 degree evaluation method" of "fosheng" - 3-4 questions in four aspects: professional management level, expansion ability, leadership art and strategic thinking ability. In order to ensure the accuracy of the evaluation, if a colleague has six people, he must be able to visit five people and not sign it. But the evaluation is not linked to the salary. The questionnaire is only used to evaluate the strength of his ability.

In addition, let the evaluator himself do three questionnaires: predict his superiors, level and subordinate how to evaluate him. In this way, the higher level of the appraised person got two questionnaires: others' evaluation of him and others' evaluation of himself. The result of the "360 degree evaluation" method is that self assessment is always better than external evaluation. If you get these two volumes, quarterly or monthly, the superior manager can point out the problem to him, for example, the evaluator thinks his leadership skill is high and his interpersonal relationship is good, but his colleagues and subordinates are not able to reflect it. What is the problem? It can only show that the evaluator's ability is defective. How can it be changed? His superiors will talk with the evaluator once and for all, and then tear up the results and come back in the next quarter. In this way, people can be guided to correctly recognize and accept their shortcomings and guide them to gradually improve. If necessary, they can also reveal a certain leader's artistic level so as to guide them to recognize the merits of others and to learn from others' strengths.

　 3, avoid licensing risks.

The authorization is different from the state-owned enterprise, only stipulates the matter which does not permit, other oneself grasps, as long as does not have the "red line" to be possible.

Fosun exercised regulatory power through the board of directors, and authorized the chairman and general manager. But the premise of authorization is transparency. Fosun guarantees transparency through three guarantees: first, personnel protection; Fosun has at least two people for investment holding enterprises; financial controller and supervisor, chief financial officer is full time; supervisors can be part-time; conditional directors will also be appointed as legal directors or deputy directors of the office. Two is the system guarantee, clearly what level people cover what chapter, no matter what chapter, anyone's approval must be examined by the director of law. In addition, all chapters must be kept in file, only two people can use the official seal under the circumstances; three, the information copy system, that is, after the report is given to the general manager, two copies should be copied to the general manager's boss and his own professional boss, and the reply will also be copied. The advantage of this is that the cadres are fully empowered, but the process of exercising power is supervised. People who have copied copies do not interfere with their decisions, but understand the decision-making process.

The authorization of Fosun is different from that of state-owned enterprises. The state-owned enterprises have a lot of empowerment. They are required to do something. In Fosun, they only stipulate what things are not allowed to do. Fosun's decentralization has three meanings: the first level means that the group learns to decentralization with the subsidiary company; what the group company should do strictly, what the company must do, and supervise the subsidiary company to delegate the delegated power to it. The second meaning is that the leadership should learn to decentralization, advocate a pen at different levels, avoid holding the power in one's hands. The third meaning is that the decentralization of operation and the strengthening of monitoring and regulation are mutually causal. {page_break}

　　 4, the management shareholding mechanism of Fosun

For Fuxing, an investment bank, investing and financing cash is very important, but the foundation of the operation support is industry, that is, business activities. "Can the above two levels of platforms be able to stand up? The most fundamental and important foundation is the professional company of third levels." Guo Guangchang understands this very well. "Our current situation is that the loan scale is bigger and bigger. If our own hematopoietic function is not strong, the pressure of the capital chain will be bigger and bigger."

However, for Fosun, many professional companies cover many different industries, but few enterprises except GE can prove that diversification can succeed. In the face of such doubts, Liang Xinjun disagrees. "We are optimistic about a team to invest. Of course, I want to send the chief financial officer. The principle of Fosun is to give managers permission, but managers should be transparent to me. " Liang Xinjun also said, "we are through the appropriate incentive mechanism to make that person highly consistent with the overall interests of Fosun."

From Fosun's flagship enterprise, "Fosun industries", we can see that although the main business is not excellent, it can rely on the investment income of many of its enterprises to ensure that the overall profits continue to grow and the relative stability of cash flows. From the parent company's financial statements, in the 1998-2002 years, the net cash inflow accumulated by the parent company of Fuxing Industrial Company was only 66 million 200 thousand yuan, while in the same period, "Fuxing industry" achieved a net cash inflow of 180 million yuan from the invested subsidiary companies. So, what kind of incentive mechanism can Fosun adopt to make the person highly consistent with the overall interests of Fosun?

We find that Fosun is always trying to achieve this goal by letting management share some equity when buying a new company. Guo Guangchang told the media, "we have 5 shares in the group level, but the newcomers will have shares in the professional companies he is in charge of, so that there is incentive and it is necessary for him to do his business."

This way is reflected in the integration of Fosun industry to the biomedical industry. In the shareholding structure of the affiliated enterprises of Fuxing industry, whether it is the core enterprise of diagnostic reagent "Fuxing medicine" and its affiliated "Fuxing Long March" and the integration platform of the medical device industry, "innovation and technology", it is also the integration of the well-known TCM state-owned enterprises "Huahong pharmaceutical", the western medicine state-owned enterprises "Chongqing drug users", or even the "Shanghai twenty-first Century advertising company" in the information industry.

Fosun medicine was originally a "Shanghai Fu Rui real estate development and operation company". Its main business is real estate development, with a registered capital of only 15 million yuan. After turning to make diagnostic reagents, and in 2000 and 2001 for the "Fuxing industry" brought 20 million 720 thousand yuan and 12 million 320 thousand yuan income. In order to promote its further development, Fosun medical company increased its capital in November 2002. "Fuxing industry" increased its capital by 80 million 750 thousand yuan, accounting for 95% of its shares. "Guang Xin Science and technology" and Zhu Yaoyi of natural persons invested 2 million yuan and 3 million yuan respectively, accounting for 2% and 3% shares respectively, increasing the registered capital of "Fuxing medicine" to 100 million yuan. Here, Zhu Yaoyi, a natural man, is now the deputy general manager of Fosun industry, and is also the general manager of "Fuxing Long March". The "Fuxing Long March" was originally held by the "Fosun industry" directly holding 75% of the shares. In order to keep the interests of Zhu Yaoyi as the general manager in line with the "Long March", "Fosun industry" in June this year will be held in the "Fuxing Long March" 75% stake in the face value of 57 million 210 thousand yuan transferred to "Fuxing medicine", because Zhu Yao Yi holds the "share star medicine" 3% of the shares, so he indirectly holds the "Fuxing Long March" equity.

For the integration platform of medical devices, "innovation and technology", before March 2001 only "Fosun industrial" and "Fosun medicine" two legal shareholders, holding 90% and 10% respectively. In March 2001, the general manager of the company and Ding Xiaojun, vice general manager of Fosun industries, also contributed 1 million 200 thousand yuan to the capital increase, accounting for 3% of the equity.

In the way of increasing capital and expanding shares to acquire famous Chinese state-owned enterprises "Huahong pharmaceutical" in the capital increase and share expansion agreement, the director of the former Guangxi Huahong pharmaceutical factory, the chairman and general manager of the "Huahong pharmaceutical" and Wei Feiyan and his management 6 natural persons were also involved in the capital increase, but the specific shareholding was not disclosed.

In the integration of Western medicine state-owned enterprises "Chongqing drug friend", although we did not directly find the figure of management, but in the shareholders appeared in the "Chongqing medicine friend" predecessor "Chongqing pharmaceutical six factory" named "Chongqing pharmaceutical six factory employee stock ownership Association". Even in enterprises such as "Fuxing Zhaohui" and "fosheng pharmaceutical", we also find that "Fosun industrial" and its affiliates hold more than 90 percent of the shares, and the remaining percentage is probably the shares held by management.

In addition, the most successful media of "Fosun information", the advertising business company of twenty-first Century economic report, "Shanghai twenty-first Century Advertising Co., Ltd." also has management shares. {page_break}

　　 5, the human capital management mechanism of Fosun.

Fosun has never been responsible for the setting up, post and responsibility management of senior talents. This "three fixed" management mode is only used in the management of employees at the bottom of Fosun. The incentive plan of senior talents is not compared with the vertical ratio (the same post History), and is not compared with the horizontal ratio (the same level of the group, the scale of the other person). It should be mainly compared with the market ratio of the talent, and the value ratio that he may bring after entering the enterprise. The policy of "one person, one discussion" on the introduction of high-level talents has greatly strengthened the talent competitiveness of Fosun and state-owned enterprises and even foreign-funded enterprises.

Fosun regards talents as assets to manage and maintain the value of talent assets. In the past, when a company lost a camera, it would be liable for a person to pay compensation, but only one person could afford to take responsibility. The biggest flaw of this system was that he did not manage talents as assets, which would easily lead to brain drain. The reason why the turnover rate of high-level talents in Fuxing is at a low level is that Fosun regards talents as assets in management, pays full attention to talents, and loses a talented person, and all relevant leaders are responsible.

Talent conservation is also important for retaining talents. Fosun has already formed a system. Every 60 days, leaders at all levels and one of their leaders will carry on an hour's conversation and record it. The content of the talk is mainly focused on three aspects: the satisfaction of talents to salary, job and environment. The reason why 60 days is a cycle is discovered by scientific research, that is, the incentive policy can only last about 60 days for a person's enthusiasm. In this cycle, an exchange of ideas with employees can help to identify problems and solve problems in time, and reduce the extreme and conflicting emotions of talents to a minimum.

To let talents play a role is to correctly position shareholders, directors and managers, or relations between superiors and subordinates. For Fosun, the real core values are shareholders and talents.

In order to achieve this goal, the policy of treating employees well is not enough. Fosun's employee benefits plan not only covers what people commonly call "three gold", but also adds the concept of "four gold" and the concept of paid vacation, which is newly demanded by enterprises in Shanghai, even in private enterprises in Shanghai. As a private enterprise with more than 3000 employees, it is not easy to do it.

It is understood that in addition to bringing all employees into the social security system in Shanghai, Fosun Group also purchased commercial insurance for all employees as a useful supplement. In recent years, the group has paid more than 40 million yuan of related insurance premiums each year.

Let employees have a series of relatively complete guarantee systems covering social co ordination, commercial insurance, paid holidays and special benefits, and implement the salary policy system of "personalized wage", so that every employee can have the opportunity to expand their value contribution. This is part of the talent training plan launched by Fosun Group in recent years.

Fosun's old team is Fudan teachers and students, and the early entrepreneurs came in to Fudan as the backbone. But with the rapid expansion of Fosun's business, there are many well-known entrepreneurs in the Fosun system now. They have brought considerable development space to Fosun. The problem of "airborne troops" is the double-edged sword encountered by many big enterprises. First, how to rapidly transform airborne troops into ground troops after landing, and the two is how to match the differences between "airborne troops" and "senators".

In terms of organizational structure, Fosun's experience is reserved space. Guo Guangchang said: "the enterprise is like a child, every day is growing, clothes are always small, so the enterprise's organizational structure is bigger, or even a waste, so that we can adapt to the rapid growth of enterprises." An open and dynamic balance structure that can continuously absorb new elites and maintain a positive interaction between "paratroopers" and "elders" has been built to provide room for rapid expansion of enterprises. {page_break}

　 6, "Fosun" talent training plan

With the coming of the era of knowledge economy, in order to build up the talent resource plateau of Fosun as soon as possible, cultivate the professional awareness of employees' loyalty and dedication, cultivate the team consciousness of employees' common development, and train employees' self-awareness of growth, on the basis of mutual discussion and repeated deliberation, Fosun has formulated and implemented a comprehensive talent training plan focusing on career development, vocational training and occupational welfare. The plan includes:

"Staff development plan"

It is to help every employee establish their own 3-5 year development track in three aspects, such as professional goal, post goal and rank goal, so that employees can clearly identify their personal positioning and corresponding tasks in different stages of Fosun.

Career development plan

Clearly guiding employees to fulfill their expected career goals within the prescribed time, and constantly improving their professional skills and management level, also reflects the requirements of building entrepreneurial teams and the concept of "fair competition" consistently advocated by enterprises.

"Vocational training program"

So that employees can combine self training and enterprise training closely, so that employees can closely combine their personal qualities with the requirements of vocational training. At present, the annual training fee of Fosun is 4% of the total wage, and a self taught reward fund has been set up.

"Occupational welfare plan"

In different stages of enterprise development, the distribution and incentive mechanism is also tilted to different business positions and groups with different technical content. In addition, incentive modes such as stock options and options are actively explored to fully mobilize the enthusiasm of employees and improve employee satisfaction and achievement consciousness.

Fosstar has been able to accumulate competitive advantages and achieve extraordinary development in a short span of several years, thanks to the better implementation of the enterprise talent management strategy of "pursuing a high degree of harmony and unity between individual success and enterprise development".

During an interview, when the reporter asked if there was any opportunity to raise opportunities in private enterprises, the people next to it laughed happily, pointing to Wu Ping and saying, "he is the best example!"

Originally, Wu Ping entered the Fosun Group 6 years ago through open recruitment, starting from the most junior staff, and has now become the chairman of a listed company holding Fosun Group.

Wu Pingyuan, who was born in 1964, is a staff member of a state-owned enterprise in Shanghai. He applied for the manager of Human Resources Department of Fosun Group in 1996. After the adoption, Wu Ping received the reply that he could become a staff member of Fosun Group, but not the manager of human resources department. To enter Fosun, we must start from the business department at the grass-roots level, with a probationary period of 3 months. So Wu Ping began his career in Fosun Group.

Wu Ping worked as an ordinary salesperson in Fosun Group's biopharmaceutical department, earning 800 yuan a month. At the very beginning, Wu Ping, who had studied electronics and mechanical engineering, could say "know nothing" about the piece of medicine. How to build a national marketing network and how to train salesmen, Wu Ping began to get familiar from every drop, and soon his work was recognized.

Six months later, Wu Pingsheng was assistant director, with a monthly salary of more than 1000 yuan. After 1 years, Wu Ping's assistant director became a director with a monthly salary of 4000 yuan. Until Wu Ping was listed on the Shanghai stock exchange, he became the supervisor of Fosun industries and the annual salary was about 100 thousand yuan.

Now, Wu Ping is the general manager of Shanghai Fuxing high tech (Group) Limited company, and is one of the 9 directors. He also serves as the chairman of the Yu Garden mall, a listed company of Fosun holdings.

From a wage earner to a chairman of a listed company, it took only 6 years for the chairman to take the real story in the private enterprise. "He has very high EQ and has done very well in any level of work." Liang Xinjun, vice chairman of Shanghai Fuxing hi tech (Group) Co., Ltd. once evaluated Wu Ping.

"Give everyone a chance!" this is a famous quote by Guo Guangchang, chairman of Shanghai Fuxing hi tech (Group) Co., Ltd. "The development of an enterprise is like a river, a river running continuously. Each one of us is just like a drop of water in the river, whether in the upper reaches, the middle reaches or the lower reaches, where we can find ourselves in. This is what Guo Guangchang often said. {page_break}

　　 7. Fosun. Enterprise philosophy - "self cultivation, family equality, career creation, and helping the world".

Walking into the exhibition hall of Fosun, a large line of "self cultivation, family equality, career creation and helping the world" is very noticeable on the wall. This is the essence of Guo Guangchang's corporate culture, an enterprise philosophy.

Most of the private enterprises since 1980s have been classified as "family business" and "personal leadership". When enterprises are booming, they will gather in high places and gather together. Fosun started actively and adhered to the new concept of "enterprise family".

Fuxing does not have any kinship cadres. The company stipulates that one side of the couple must be transferred out of the company. Fosun does not have the atmosphere of "personal words". Democratic decision making, team decision making and talent making have become the consensus of the Fosun family. Through the establishment of Party organizations, trade unions and staff mutual aid groups, through the launching of collective spring outing, Mid Autumn Festival Gala, birthday parties, group wedding, staff dinner and other rich and colorful corporate culture activities, the real construction of fosstar has become an employee's entrepreneurial home and emotional home.

Such a young entrepreneurial team is full of young people's unique spirit of exploration and innovation. But it is inevitable that intellectuals will appear cowardly and conservative when confronted with difficulties and external resistance.

Guo Guangchang knows this very clearly. He always tells us: "the market is about success or failure." A seemingly ruthless criterion of judgement includes Guo Guangchang's determination to cultivate every star.

"To attract people by development, to coagulate people with their careers, to cultivate people through their work, and to assess people with their achievements", Fuxing is motivated by heartless encouragement and relentless encouragement, so that every Fuxing people can work in a most suitable position with a positive attitude to realize themselves and surpass me.

It is precisely this spirit of enterprise and team entrepreneurship that attracts professionals from famous universities in North China, Tsinghua University, Fudan University, Zhejiang University, science and Technology University, etc., attracting young cadres from state-owned large and medium-sized enterprises, government management departments and careers, who have practical experience and comprehensive quality. They also attract doctors and masters returning from abroad. They have become the backbone of the operation and management of Fosun, and a group of young senior managers and general managers are standing out.