Reborn multinational giant

“The lower body has three parts: organization, talent, and KPI.

Organizations have two word senses, one is a verb, which organizes a group of people together, organizes activities, etc., and the other is a noun, which refers to a collective that is established according to a certain object and purpose.

What we're going to talk about here is the latter.

Mission, vision, values, these things are important to a company, but these things, they're all imaginary things, and for a company to be established, to function well, it has to be from vanity to reality, and it has to have a real framework.

And organization is the operating framework of a company.

We usually talk about the organizational structure, the organizational structure of a company, which is mostly divided into business and work functions, such as HR, Finance, Marketing, Research and Development, each department has its own responsibilities.

The organizational structure is very important if a company is not able to function properly.

I think we should all have experience in doing business, or we can see that whether we are in Alibaba, whether we are collecting people or other Internet companies, every few years or even a year or two, we will adjust the organizational structure of the company according to the market environment, the competition pattern or even the talent structure.

For example, if we want to start B2C business, we need to set up a B2C division. We will fight competitors and adjust our organizational structure according to the organizational structure of competitors.

Sometimes, in order to attract or cultivate some talent, or to establish exploratory businesses, some more specific departments may be opened, such as the Future Institute, which has been the most discussed in the past two years.

Why do I stress the importance of tissue, because tissue is like a person's skeleton, what a person develops, grows tall, fat, short and thin, often determined by his skeletal framework.

As a business leader, CEOs must understand when and how to adjust their organizational structure.

Over the past few years, many traditional internet companies have been transforming to mobile internet, and then we can see that some companies are transforming very quickly, some are transforming very slowly, some companies have been transformed successfully, and some companies have failed.

A large part of the reason for the slow and failed transformation companies is that the CEO did not adjust the company's organizational structure according to market changes in time, or the structure was set up, but it was a mess, an empty shelf without fighting power.

Among the major internet companies in China, I think that the best organization is the gathering of people. You can see the history of the development of the gathering people. They are the first company to set up the mobile internet division in China, so they also took up many pioneering opportunities of mobile internet.

After the organization, it is talent. The organizational structure is put together. In order to form combat power, the most critical is talent.

Some people might say, yes, I know talent is important, but what does that have to do with strategy?

I told you, it's a big deal!

First of all, as a CEO, you have to deploy the recruiting talent according to your own and the company's strategy. This talent does not have to be the top level, but it must be the most appropriate, the acquaintance is good to use. Only by putting the right talent in the right position can the company form a fighting force.

Secondly, if the company is to continue to develop and grow, it cannot rely solely on absorbing outside talent, but also have to cultivate its own talent, a good talent training system, it is very important. No matter who is recruited from outside, it is not as good as the talent it has cultivated. I think everyone should have a first-hand experience.

Finally, to cultivate general talents, we need to establish a good successor system. In the old saying, one soldier is used to cultivating the following talents, but the cultivation of the talents above is not enough. This is also the most needed step from the ordinary company to the top company.

Every company's executives should try to run out of the comfort zone. They can't keep him in that position for a long time, so you're wasting his talent and growth and increasing the risk to the business.

The good system should be that even if he does well, he should have a good heir and successor below, and he can open up a new battlefield according to the needs of the enterprise.

If you look at the flow of executives within Alibaba, you can see that many executives are responsible for or have come into contact with at least two business modules. This is an exercise for executives, and a test and hammer for the robustness of the enterprise organizational structure.

And finally, KPIs.

Many enterprises have formulated KPIs. KPIs are an art, set too high, employees have no confidence, can't do it, set too low, did not realize the potential of employees and enterprises, could have earned 100 yuan, and ended up earning 80 yuan.

So a good leader must be a leader who can define KPIs.

Good KPIs are based on the market environment, competitive patterns, and the resources and workforce capabilities within the enterprise.

When many leaders do KPIs, regardless of these, they only think about growth, they only think about what they want. This year, they have done 10 billion, they must do 20 billion next year, 20 billion next year, and the next year, they must do 40 billion. This is a random KPI. Either it is a big gap from the actual situation, or they lose confidence after exhausting half the staff, and finally make KPI a paper target and slogan.

Therefore, when we formulate KPIs for the company and its subordinates, we must carefully and carefully grasp the company's development rhythm. We must only grasp the company's development rhythm well. From the practical point of view, we believe that the KPIs that we have come up with will also have the desired effect.

All right, the above six points are what I want to tell you today. Whether you are inspired or not, you must understand the importance of strategy development for the company. It is likely that a good strategy will achieve a great company!

Next, everyone will rest for 20 minutes. Our vice president Fang Zhe on the lake will lecture you. Today, in addition to the two of us, seven other honorary teachers will lecture you in the next five days.

This is also a rare first time to start school. We can all gather together to lecture. Later on, other teachers on the lake will lecture you. If we come back to class, it depends on fate and time.

So I want you to cherish the lesson for the next few days. ”

President Ma gave everyone the first lesson, full of dry goods, every student listened to the taste, gained a lot, even after class, many students stayed in the classroom to discuss with the surrounding classmates.

At the same time, the learners are looking forward to the next class of Fangzhe!