Zhao Yingguang, Han Du Yi She: Only An Empowered Enterprise Can Adapt To The Change Of The Intelligent DT Era In The Future.

To sum up, what is the most important function of future enterprises? It is empowerment, not management.

Only the energy oriented enterprises can adapt to the changes of the intelligent DT era, and also meet the needs of the new generation of young employees.

In March 24, 2018, Professor Zhao Yingguang, founder of the science of creation and founder of Han Du Yi she published the speech on the theme of "using energy instead of management". He made an in-depth analysis of the success of Han Du's house from the perspective of organizational innovation, and pointed out the four main principles for organizing energy.

The following is compiled from Mr. Zhao Yingguang's live speech.

Perhaps there is always a doubt that is there any inevitable link between the organizational innovation and the Internet of Han Du's house? Should it also apply to a very traditional mode of business? My conclusion is that the organizational innovation of Han Du is completely matched with the Internet. Only in the era of the Internet can this kind of organizational mode develop relatively continuously, and it can not be done before.

Why? Think of it as a reflection.

First of all, we must make it clear that we have moved from the IT era to the DT era.

The era of IT is the age of information technology. The DT era is the age of data. The next era is the age of AI, the age of artificial intelligence.

There was data before, and there was no data before the Internet, why not at that time in the DT era.

It's very simple, because the magnitude of the data was not enough at that time.

With this statistics, by the end of 2000, the total amount of data that has been stored in human history is 12EB.

But in 2011, the production data of light year is 1.82ZB, that is, 1863EB.

What is the conceptual gap?

Since then, no one has ever counted the data again, because increments are really too fast. There is a saying that the sum of data generated in the last two years probably accounted for 90% of the past, which is a qualitative change process of rapid change.

Ma Yun has proposed five new concepts of new retail, new manufacturing, new finance, new technology and new energy. But the first four new ones are based on the last new foundation, that is to say, new energy has really opened up a great era. Since 2010, data has become the new energy created by mankind, and the corresponding engine is the algorithm.

Besides, the mobile Internet is basically running from 1G to 4G, but 5G is sitting on the rocket.

In 2018, 5G began a comprehensive commercial trial, and it was fully commercially available two years later.

The overall design capacity of 5G is one thousand times that of 4G, but the pmission cost is now 1/1000. Therefore, it has been said that in the 5G era, every grain of sand is an independent IP with independent addresses.

At that time, we will enter an era of Internet of things. We will bring human beings into the communication of people, objects and things. The mobile Internet will undergo a qualitative change in the next one or two years.

Let's talk about intelligent terminals. As the core organ of smart terminals, mobile phones are the 560 million core sales units in China in 2016. The proportion of high-end mobile phone accounts for 11.4%. In 2017, the overall sales volume decreased slightly compared with that in 2016, but also reached nearly 500 million units in 2017.

In two years, 1 billion mobile phones accounted for 16.2% of high-end mobile phones.

So in the future, there will be so many people who contribute a lot of data every day through such an advanced network, so that the amount of data will become an energy source from quantitative change to qualitative change in the future.

The above is the change of external objective environment. Let's talk about the change of subjective environment again.

I believe you feel very deeply now. The farthest distance in the world is that when we sit together, you are playing with your cell phone.

To what extent is this situation to a serious degree? There is a data statistic that the average online active time after 90 is the time that you switch all kinds of APP and touchscreen, averaging more than five hours.

And the number is increasing.

Generally speaking, the way and means of knowledge acquisition by young people are totally different from those of the previous generation.

Margaret Meade, the mother of anthropology, put forward the concept of "three metaphorical culture", that is, with the acceleration of human knowledge rhythm, it will change from shallow culture to metaphorical culture and then to metaphorical culture.

It is very simple to understand that when old knowledge or experience is changing slowly, it is the elderly and experienced people who guide and educate young people. This is called metaphor culture.

Later, the speed of knowledge change quickened, that is, the communication between peers is called "metaphorical culture".

Nowadays, the development speed is faster, the younger and younger people begin to educate or guide the change of the whole social trend, and everything is getting younger and younger. This is a trend of human development.

From management platform to empowerment platform

So what is the demand of the new generation of employees for an organization in the future? They prefer to lose their jobs, and they can not tolerate their value neglected, advocating participation rather than instilling and ordering from outside.

Moreover, this trend is becoming more and more serious. Which organization can achieve their requirements as far as possible, then the organization can retain and precipitate excellent talents, which is due to the objective environment and the change of subjective people.

To sum up, what is the most important function of future enterprises? It is empowerment, not management.

Only the energy oriented enterprises can adapt to the changes of the intelligent DT era, and also meet the needs of the new generation of young employees.

We first clarify the difference between the management platform and the energy platform. The management platform is the Pyramid structure, the decision-making power is on the top, and the employees emphasize the executive power.

Those who want traditional enterprises will be able to gain relative advantages if their executive efficiency is high.

The energy platform is the inverted Pyramid structure. The biggest change is the predominance of decision-making. Its command is not issued by management, but is the staff level. What the management should do is to implement the instructions and integrate resources.

Therefore, it is the essence of an empowering platform to make the decision-making power of the grass-roots employees get as much decision-making power as possible.

The overall participation of the empowerment platform is higher than that of the management platform.

Taking meticulous accounting as the core index to train staff's goal consciousness

High pparency

Top-down and bottom-up integration

We will concretely embody these principles in the following contents:

The standard Pyramid type company is usually divided into four parts, the first product development, the purchase of second products, the supply chain department, the third sales departments, and fourth administrative departments, including finance, law, personnel and administration. This is a standard Pyramid type module.

The three most important sectors are products and development, sales and procurement, for example, there are 10 people in each department, 30 people in all.

Now we are going to break up these 30 people into 10 groups, each of which has three sectors.

But after becoming a group, there are no directors, managers, and supervisors. There are only ten groups without management.

There are three advantages to this:

1, responsibility is clearer.

The three person group, for example, completed one million or second years last year, the company will communicate with them, the premise will limit two indicators, gross margin of not less than 50%, inventory turnover rate of not less than 5%, such as they set a 2 million 500 thousand sales target, this is your responsibility.

As long as the number is certain, the system will be allocated to you 1 million 250 thousand, so you can plan how to use it, but eventually you have to sell 2 million 500 thousand, and the responsibility is first pressed down.

2, more power. Here we give the group five core rights, the first is the right to development, that is, the development of what style, three people in the group discuss.

The second core power is the size of the product and the depth of its inventory. For example, you say that this garment is made in one color, one size, and you can make it yourself.

The third right is pricing power, that is, how much money is sold.

Fourth rights, the right to participate in activities, such as double eleven, you have ten models on the three categories to participate in double eleven, you can participate in what activities to report.

The fifth right, when to discount, to play a few discount of their own, regardless of the company.

The decision-making power of an enterprise is basically five contents, giving all these rights to the group.

3, the profit distribution is clear. The formula of interest is very simple. The sales rate is multiplied by the gross profit rate multiplied by the royalty coefficient, the royalty coefficient is fixed, for example, one million mention 7%, one million to three million 6%, three million above five million to 5%, this figure is clear.

Each group today can know how much money or commission they should take yesterday. They can clearly know how much money they should take and people can not intervene.

In addition to the five core management rights, the three party group also has the right of free combination and service supervision.

Right of free combination

We will list yesterday's sales rankings every day.

Turning a boring job into a game is why young people are addicted to games because there are grades and grades in games.

So all the participants are in a state of excitement. Although we do not encourage overtime work and no overtime pay, but our employees know that he works harder, his products can be put on the shelves early, get good rankings and get the competitive advantage of Matthew effect.

The bonus distribution of each group is determined by the team leader.

If a good team can get 10 thousand bonuses, the group leader will leave 5000 of her own, leaving two people 2500.

The group with the last countdown can only get 2000 bonuses, usually the group leader will not do it himself, and the remaining two will be 1000.

But what do these two people usually think? I'll follow you to get 1000 and sell your affection, so I don't want to do it with you.

The two people who are divided into 2500 will also feel that the group leader will take two times as much as us, and I want to separate them.

Therefore, we allow the existence of one person group in the system. Once again, the group of one person talks to each other again, and then recombines it into two person group or three party group.

Correspondingly, we have established a free divorce system. What is the most difficult part of divorce? Property segmentation, for example, these three people have one million of the goods. There are good sellers and bad sellers. When someone puts forward independence, they definitely want to send the bad goods to the divorced people, but the divorced people want to get the goods well, so they stipulate the rules of divorce, what kind of goods 1/3 is taken and what goods to take away, the company has rules, and there is no room for bargaining.

Service supervision right

We have set up five people's operation management group. Any group is dissatisfied with the service department. They can complain directly to the operation management group, and the operation management group immediately intervenes in the investigation and punishments.

For example, if we deliver the goods, if we can pull the warehouse into the warehouse for 1.5 hours, the driver will spend 2.5 hours. The team leader can make a serious protest against this. He immediately investigates whether the driver has left the house in the middle.

We need to know that in the case of the three person group, the team members can walk at any time, so that there is a ballot paper in hand, so in this case, the group leader will be told a little unfair treatment. The team members will feel that following this group leader will benefit more and not be bullied.

In Korea, the top 10% group is eligible to make its own brand, whether it is underwear, big size women's clothing or children's clothing brand. It can be mentioned by the company. Then the company will provide you with less than five million of the amount of money, you can start to create that brand.

The brand has been officially operated for six months and has survived. It can start to identify the founding team. The company will have an agreement with the founding team, with sales exceeding one hundred million, and after tax net profit of more than 10%.

In addition to bonus and normal commission, your team can get bonus after 30% of net profit after tax.

Another advantage is that after ten million, you have the right to have children. You can make your sub brand again.

If you successfully hatch two more than fifty thousand sub brands, you can set up an independent company, you can get a share of less than 30%, and become a shareholder of this brand.

Finally, the company becomes a truly empowered platform, from group to brand, each group has a group of groups, instructions or teams are sent out to share the platform of the enterprise.

In the past few years, Han Du has built up many brands, including popular, small, fast growing and slow growing businesses, but new brands have sprung up every year.

Our empowerment is not only internal but also external.

We hope to help our excellent brands grow with our own stuff.

So in 2016, we tried to open our platform to cooperate with some brands. Now the so-called generation has operated more than 100 brands.

At present, the core of our current core is Korean intelligence. In the framework of the Korean intelligence framework, the algorithm is the core. Now we have completed the BI of business intelligence, and are heading towards the direction of AI AI. At the beginning, I mentioned that big data is energy, algorithm is the engine, and the core of supporting the whole system is the engine, which determines the efficiency of your output.

There are algorithm layers to help us make decisions on the side of our entire product system.

The traditional clothing pricing is basically the price fixing of the head, 168, 198 and 328.

But Han is different. We use algorithm to price.

In the system, there will be the algorithm of quantity and profit. The quantity is the quantity of pactions. This is the cost and profit.

And the algorithm will tell you how much money you sell, how much you sell and how many pieces you sell under the same temperature.

The second is our competitors who have sold similar models before.

What is their sales and pricing, the data are taken out, and then according to our cost and profit expectations, we can figure out what kind of price it is, so that its volume is the largest, but the profit is the highest.

We should not think that Han Du Yi house is a brand. We are not a brand.

We have three chariots, the first is that we have made a brand ourselves and export this ability.

The second is to use Korean power to help some enterprises go Internet to pform.

The third one is the incubator base, which successfully incubated several enterprises from the perspective of investment.

Now the trend of the whole society is that information civilization has completely replaced industrial civilization. The great era has arrived and is irreversible.

Organizational innovation will be the source of future competitiveness of enterprises. If your company still sticks to traditional management mode and does not carry out organizational innovation, it will not be able to output efficiently.

Only by first empowering and matching the changes of the whole system at the back end can we have

Strong competitiveness.