New Management Team "Airborne" Seven Cards

　　 adjustment Management organization chain, additional strategic management center, strengthen audit department work, human resources and financial management into the group control. Lately, Seven cards The group is undergoing a major restructuring. By adjusting, Qipai will accomplish two major tasks: to move towards collectivization enterprises and truly take the road of collectivization management.

The adjustment of organizational structure will inevitably lead to departmental adjustment and personnel changes, and seven cards are no exception. This great adjustment has attracted a number of top executives of the Yangtze River Delta, the Pearl River Delta and overseas. "Airborne executives" in the seven card is no longer a new thing, but this time a large number of executives airborne, how will seven cards to achieve talent landing, talent integration? This newspaper interviewed Qu Guoan, the deputy director of Qipai group, who was the head of the seven card project. He heard him talk about how to start the group management of human resources and how to use the seven cards.

　 Ask "airborne troops" to bring disciples.

Jinjiang Economic Daily: new introduction of Qipai Occupation What are the main sectors of managers? What kind of fresh ideas do these professional managers bring to enterprises?

Qu Guoan: the organizational structure is changing, and personnel will be adjusted accordingly. The new departments should be recruited. The old departments should strengthen their functions to replace personnel. Some people with high quality will be eliminated, and those with poor quality will be eliminated. Of course, the proportion of elimination will not be very large. First, after adjustment, the three managers of the seven brands of human resources are "airborne" from the Pearl River Delta, in charge of recruitment, training and performance; second, the core departments such as strategic management center, business management, audit and so on. In terms of R & D, some high-end foreign talents, such as R & D designers, commodity planner executives, have formed an international management team. Great changes have taken place in the top management team. There are new members in the core departments of the finance department, the human resources department, the strategic management center, the business management department, the R & D center and so on.

Enterprises have great expectations for new people, hoping that the new generation will bring the better management concepts, management ideas, operation procedures and templates of the original enterprises. These airborne talents bring good ideas and good process. Meanwhile, enterprises also require these new airborne personnel to bring their apprentices in their own departments, and train local talents. This is also what enterprises expect to do. After these people came, they had a great impact on the original management mode, bringing vitality to the management of the whole enterprise and bringing fresh blood.

　 Airborne "team" rather than "personal"

Jinjiang Economic Daily: there is a landing problem for new professional managers entering enterprises. As a human resource expert, can you share with us your experience and experience?

Qu Guoan: when I read EMBA at the Changjiang Commercial College, I had a lecture called "the positional warfare of airborne troops". It is about how the airborne troops are engaged in positional warfare and how to land. The attention of large enterprises to high-end talents has made this problem more and more concerned by professional managers.

How to land is a very professional problem. The first is professional level. When you go to any company, you want to land, you must have professional level and solid internal strength; the two is to be a man. Any airborne soldier should learn to be a man, so that the company's old minister will accept you, so that all departments of the enterprise can accept you. There is no doubt that professional level is very knowledgeable about how to behave. The new arrival of "paratroopers" may be aggrieved and attacked by others, but they must have a mind, a measure and a mentality to let everyone identify with you.

To promote the development of the company needs a group of people, and needs a team, not a person, two people. This is also why many enterprises airborne one or two airborne troops, but soon aborted, because enterprises did not provide the soil suitable for their survival. In the past few years, seven cards have gradually expanded the ranks of airborne troops, and the strength of reform is increasing. In recent two years, nearly ten people have been introduced to senior managers of professional managers. All of them are from famous enterprises or foreign enterprises in the Yangtze River Delta and Pearl River Delta, and some overseas high-end professionals.

Enterprise development management team

Be sure to replace it.

Jinjiang Economic Daily: Recently, all enterprises in Southern Fujian have serious problems about the loss of executives. There are also some negative rumors about Qipai. What is the seven cards for the loss of executives?

Qu Guoan: at present, the loss of top executives of seven cards is normal in proportion, and the proportion of loss in the past two years has dropped significantly. Most of the reasons for the loss of seven card executives are not able to keep pace with the speed and scale of the development of enterprises. The company is totally humanized to deal with and solve the problems of every senior executive leaving. It also gives the employees what they should have in accordance with the framework of the labor law, and even the old employees who have contributed to the company.

Judging from the result of personnel adjustment, these people have left out very good conditions for the airborne newcomers. Many fresh blood has been added to the management team of the company, which has greatly improved the management atmosphere which was relatively dull and inefficient in management. We have also seen new faces and new management levels. The new team has more cohesive and positive management atmosphere than ever before. This is a step that Qipai must go to a bigger management company, so it is hoped that the society and the media will understand.

To develop the seven cards, the management team must be replaced and replaced by a good direction. We have also worked with two headhunting companies. They may have some illusions about whether the executives of the seven cards are relatively mobile. In fact, all these are aimed at expanding the business needs. The strategic objective of doubling the chairman's three years is 30% per year, and the business needs to grow by 30%. For the recognition of the seven card values and the highly qualified professionals in the professional field, Qipai has invested a lot in salary and salary, which is totally higher than the average level of the industry. This is another embodiment of the strength of Qipai. We hope to attract the best talents in the industry to prepare for the future listing of Qipai.

　 Peace allows the mediocre man to go down.

Jinjiang Economic Daily: can you talk about the employment of seven cards? What kind of employment environment does the future seven card hope to create?

Qu Guoan: from the point of view of the chairman of the board, the seven cards are: loyalty to the company, recognition of the corporate culture and values of the seven cards, recognition of the management ideas and management ideas of the chairman, and second, expertise, expertise in the professional field, the ability to do the brand in the field of expertise, the way of human resources to come up with human resources, the real development of things to be developed, and the three is to integrate into the team.

The employment environment of Qipai is the capable person, while the peace making is the mediocre person. We now regularly take out part of management positions every three months, including positions of supervisors, managers and deputy directors. The Competition Committee judges the candidates' competitive speeches, and selects the competes according to the comprehensive score.

In the past year, Qipai also carried out a performance appraisal system within the group, and got bonuses by performance appraisal at the end of the year. This is a major change in the seven card human resources management. It used to be a red envelope. Now it takes money from performance. Through the KPI examination and 360 degree assessment, it has evaluated five outstanding, excellent, good, general and poor grades, and summed up a comprehensive performance appraisal results. This is also a great breakthrough in the human resource management of Qipai. In addition, human resources management will enable its own training mechanism to promote the mentor program, so that the internal production of a hematopoietic function, so that seven cards of their own talents grow slowly.