Xia Guoxin, Chairman Of Shenzhen Song Li Si: Four Major Mechanisms For Talents To Win In Garment Enterprises

China

The association held a meeting at Beijing International Hotel Convention Center on 23-24 November 2012.

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The picture shows Xia Guoxin, chairman of Shenzhen's Song Li Si, issuing the annual view.

Xia Guoxin: Hello, everyone. I am very glad to have this opportunity to make an annual view here. My topic is that mechanism innovation is the guarantee for talent development.

Then the mechanism is talent, and the enterprise is very important. We talked about it. It is often said that all the problems in the enterprise are human problems in the final analysis.

As long as people solve, the problems of enterprises can be solved easily, so people are the most important and the most difficult problem to solve.

So many enterprises are also like this. They are talking about lack of people. Our industry is also lacking, and they are also talking about lack of talents.

So in the same environment, some enterprises are talented and talented, and some enterprises are constantly introducing talents, and at the same time, they are also losing continuously. Then I think that the most important thing in this area is the mechanism of enterprises and the mechanism of enterprises. I talk about four according to my own feelings.

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The first mechanism is the horse racing mechanism. In an enterprise, a horse racing mechanism must be introduced. So often speaking, thousands of horses often have bole, that is to say, in the enterprise, there is no lack of talent, but a lack of talent discovery mechanism.

We must change from horse racing to horse racing. Talent is not really easy to see. Many cases have been verified through real results, through real work, through horse racing mechanism, we can truly reflect the talent.

So, in another enterprise, we should constantly do one, that is, an enterprise leader should be a bole, can constantly find talent, so the only way to gauge the standard of talents is the result.

Whether an enterprise can drop this result as a very important yardstick is whether an enterprise can really introduce a mark of horse racing mechanism.

Here, Han Fei Zi has a saying that under the commercial category, the food concept is used, while the ear is used, the next thing is eating noise.

That is to say, a leader, if you look at your eyes, do a lot of work for the leaders. A leader likes to listen to them. There must be many good ladies, so that leaders like them.

Then the real talent can not appear, so Han Feizi said, a leader should say that we should give up these things to see and hear, but to see the final result finally.

Therefore, I think the horse racing mechanism is a very important mechanism for enterprises, in terms of talent development.

The second mechanism is the echelon mechanism. We often talk about asking for the south. I think this is a mistake in itself. In an enterprise, I often say that I am short of a person. I am missing a certain deputy general. I want to recruit a person to come. But I often find that the people who come here do not work, or the people who employ it are very useful. But once he leaves, it is the crisis of the enterprise. The enterprise can not rely on only one person. Drucker said that if an enterprise leaves a certain person, it can not be said that an enterprise can not leave a certain person.

That is, in the middle of the construction of talents, there is no echelon of talent establishment, but only in thinking that I have a certain talent, or a certain general, or in the process of talent construction, there is no continuous establishment of their own talent echelon.

So that the enterprise ultimately can not do without a certain person.

I think this is a problem in the construction of talent echelon.

In the process of building talents, one experience is that if a talent echelon can really be established, because this leader likes himself and feels important, he can not do without himself. In this way, there may be higher conditions or better scolding. But to be an enterprise, an enterprise can not tolerate this phenomenon. So how to build such a talent echelon, I think we should bring talent training into a leader's examination.

The assessment of this leader is a very important examination in personnel training. Of course, in practice, there will be many ways. How to build this talent and train talents can be included in the examination. There are many ways and methods to be taken into account. The total enterprise must think of training personnel as an indicator for a leader's assessment. If a talent echelon such as the talent echelon of old people is able to be built and built continuously, the enterprise will be able to form stability, and at the same time, talents will continue to emerge, and the talents behind the enterprises will continue to form, and the enterprises will not be in trouble.

The third mechanism is the stage mechanism. We say that building nests can lead to Phoenix, that is to say, enterprises must have a strong platform, which is the culture of enterprises. The strong backing behind enterprises is the culture behind them.

As the saying goes, people like a group of birds of a feather flock together, enterprises can not all people will like, every enterprise has its own culture, so the same talent, everyone has their own culture, only the enterprise culture and talent culture moderate, so as to form a stable machine system, so we must create our own strong cultural characteristics of the enterprise platform.

It is often said that some people have been recruits by headhunting companies, but the reason why they have failed in their own businesses is the lack of their own culture.

The stage mechanism is also very important is the authorization, the authorization itself is a kind of inspiration, the authorization itself is one kind of outstanding talented person biggest inspiration, Nitzsch said, the strength is a devil, anything else can not be, that is to say to a person, the right is very important satisfies, as an enterprise, should continue the authorization, let each outstanding talented person, can feel that he has the decision-making right, because he has this right, he will feel that here he has his own space, he will enjoy this full.

Therefore, in the stage mechanism, I feel that as a leader, especially an entrepreneur, it is time to give up the stage and give this stage to talented people.

Then, as a support behind the scenes, or being a spectator under the stage, applauding and applauding, such a talented person can be presented with a sense of accomplishment and satisfaction. Therefore, the stage mechanism is actually, that is to say, empowerment and decentralization allow excellent talents to have their own space stage.

If a business leader is a tiger, other people can only turn into Mianyang, because all animals in front of tigers will be meek. If you let the stage out and you are the sheep behind you, all of you will become a tiger.

The last mechanism is the sharing mechanism.

Nature, all things respect the nature of nature, so here, all the people in the world get the benefit of the world, that is to say, let everyone benefit, so in the same business, can we benefit from the business, can we get everyone to realize that the success of this business is ultimately beneficial to everyone? That is to say, all the people in the world are benefiting from it. In the meantime, the enterprise is also an enterprise that I highly admire. Ren Zhengfei is also an entrepreneur I admire very much. From the borrowed twenty thousand yuan, the net profit can reach 20 billion of the net profit after a short period of less than 20 years. Such entrepreneurs are very admirable. Understanding human nature and understanding

The professor of the National People's Congress met a non professor. He was originally a consultant to the enterprise. The basic law of HUAWEI was written by him. He once told me that he had asked Ren Zhengfei of HUAWEI, and asked him in private that he could make such a short development so that he could achieve today's success. What do you think is the biggest reason for success?

Ren Zhengfei thought about it and finally said these three words.

With their original absolute control, now has become a very small shareholder, one percent points of shares, constantly sharing, so that enterprises can become bigger and bigger, become HUAWEI's today, I think this entrepreneur, I also hope that in our clothing industry can really learn, and also want to follow his example, constantly to cultivate themselves, change, willing to share, I feel the mechanism of sharing, it is very important that if we want to establish, there is a kind of willing spirit, that is, before leaving, there is such an eye and mind, I also hope that our clothing industry can really appear, our HUAWEI is such an entrepreneur. I feel that Ren Zhengfei's bosom means that the world's interests are enough to give the world enough and a mechanism is established in another enterprise.

In short, the horse racing mechanism, echelon mechanism, stage mechanism, sharing mechanism, I think the four mechanism is a guarantee for enterprise talents to win, and it is also an important guarantee for enterprises to constantly generate talents, and at the same time, people can get continuous development and talent can be retained.

Once again, share these four mechanisms, and wish our garment enterprises and colleagues can come together. Thank you.