Rewriting the Technological Scenario

Interestingly, when the management and standards of the computer business have become more stringent, there is no many people being opened, and there is no one to take the initiative to leave, but the previous complaints have become less and fewer, a lot People who have complained in the company every day began to work hard.

More fun is, some people who know that they have to be expelled sooner or later will have left someone to complain about the company.

As a result, these people who have complained to the company together with themselves will not follow, but also stopped complaining with the company, more people, directly with them, try to classify the boundaries.

This is the workplace.

Things of the computer business department has twisted the past, Meng Qian is not peaceful, because the company has been destined to expand the scale of acquisition, the company's management system does need further improve, especially in employee training, employee corporate culture I need a big effort to do it.

Otherwise, the computer business department will happen again and again.

When the company has tens of thousands of people or even more than ten thousand people, Meng Qian can have no energy to go to a departmental intervention.

At the beginning of May, Zhou Weikun gave Meng Qian's conference room for Meng Qi, and the IBM team experienced long-term stationing observations at the Great Breeze Group.

Under Meng Qian, it has finally taken the reform plan, but this reform plan is not completely IBM to design, because Meng Qian has put forward a request, that is, the entire program reform has a must Being a participation in Sun Xiaojing and others, the wind group did not intend to completely .

In the final plan, Zhou Weon put forward four major reforms.

The first thing is to establish the internal inspection center within the company. It is responsible for discovering the implicit problems in the company's development process. At the same time, regularly put forward the company's management problem, especially for Meng Qian, take the lead, every year I launched the "Review Conference of Meng Qian".

For the employee selection standard for the self-test center, it is the kind of employee who is straightforward, and must try to avoid the people of the self-examination center.

The second thing is to further clear the right. As the company grows more and more high-level management, Meng Qian will further dequart rights, but also introduce IBM proposed management vertical diffusion system and transverse constraints.

The longitudinally understanding of the management rights is a simple understanding of Meng Qian to disassemble more permissions and put your permissions to disassemble the permissions to disassemble the mid-level management. Continue to decentralize, and this level of privilege is not directly decided by the company, but is determined by each management, everyone is responsible for their next layer.

Of course, the final system is developed to be reviewed, but the review will also vote from the corresponding level of management and corresponding upper and lower level management, rather than being claimed by the company or a certain department.

As for the horizontal restriction system, it is for the department that has intensive departments. Everyone will have the right to appeal, interpretation, quality or equal rights outside the independent right.

Third things are the focus to build a training system, providing each employee offering a complete training program from the grassroots to management, assisting each employee to build their own career development plan, the company has developed training to a certain stage Time-targeted training.

Zhou Weikun raised a simplest example. After a sales of the company, the company first conducted the most basic sales training and the company's employees, but at the same time, the sales of this sales can see all the development directions you can choose in the company. .

When the employee has a certain experience, it began to assist employees to develop personal career development plan. If employees are suitable and they want to go to management, the company will manage training when they are almost, and they have the potentularly And in line with employee self-planning, the company will conduct further management training.

In the process of continuous promotion of employees, let employees can take the next step by training.

The result of the entire training system is that the entrants of the wind group can find a path for ten years, 20 years or even a lifetime of the career development, and do this is to help him take this road, tell How should he go, give the platform that he went down.

Of course, if you want to build such a perfect and fine training system, you can't do this with the current training center of the Great Breeze Group, so IBM will help the wind group in the early stage to do this, Meng Qian pays IBM1 billion every year. Consultation fee.

The fourth thing is to join the self-test center on the original management system, adopted new rights model, and use a good training system to create a set of dynamic management systems.

The purpose of this set of dynamic management systems is to make the wind group have a random response ability, even if one day the wind group has become a giant round, it can guarantee the direction of transfer in any case.

In addition to these four main reforms, Zhou Weikun also proposed a number of recommendations, including letting the company's operation department began to operate Meng Qian, build a brand story, and create a founder story.

There is also a big suggestion in the on-site debate is to strengthen market priorities.

The Great Wind Group has always been the market and research and development of parallel development models. The money should be earned, and the research and development should be done.

However, after IBM observation, Zhou Weikun said that the wind group presents conceptual blurring, and even the market department is subject to the technical department.

Zhou Weikun's remarks immediately triggered the universal management of the technical department. Zhou Weikun was prompted by the responsible attitude towards us. How big is the investment in R & D, but it must be a market priority.

Because the essence of the company is a profit organization, the nature of the product is user-oriented, then the market is preferred to be unavoidable.

In fact, the model of the wind group is no problem. According to my understanding of the first strategy of the wind group is to make money, use the money to develop, and then promote profitability, thus achieving a benign circulation.

Now, the problem that the wind group has emerged in R & D promotes the level of profitability, leading to the company's realization of technology as profit.

Everyone should clear a matter, technology is not the fundamental, technology is the fundamental of maintaining the company's long-term development, the market is the fundamental of maintaining the company's profitability.

For large companies, research and development is not used to promote profits, research and development is used to ensure profit.

The difference between this difference is fine but a thousand miles. For small businesses, the difference is not very big, but for large companies, the difference between them will be very large, IBM has encountered this problem before IBM. "

In order to make the high-rise of the wind group more understand this problem, Zhou Weon listed a number of companies, including IBM, how to neglect the market to rebirth by attaching importance to the market.

Among them, Zhou Weikun also mentioned Apple. "I don't know if you have anyone knows the Cook. He is Jobs personally went to visit a person who took away from our IBM.

I have had a few times with him in IBM. This is a marketing genius, and Jobs looks like Cool, is his marketing ability.

Even those who like Jobs like to build a product of corporate image with products to users, in fact, his heart is also very clear, the market is the most important.

We need to do it in terms of focus on marketing, but it is definitely not to develop the road to block the development of the market, which is a tragedy for companies. "

Zhou Weikun slowly convinced the management of the wind group with his profession.

The system reform of the whole wind group will be announced on May 10, which is a very meaningful day for the wind group.

Since May 8th to May 9 this weekend, the wind group, moving.

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