Trillions of market capitalization is not a dream

Tao Weiming, president of the first business department, represented: "White boss, I will make a suggestion. Because this microphone is not enough, I suggest that two people can be reduced.

The problem is basically not involved in the Ministry of Securities, and the general manager of the Ministry of Securities can be slightly relaxed.

Representatives of producing deputy, representatives of the project manager, and the two positions are close, and the contradictions and problems of the project department are certainly the most.

A representative of the deputy generally do not send the departure of the production.

This reduces two microphones. "

Bai Qingting: "I mean means or sent, isn't it the two microphones?

Everyone will move immediately and move the front of the meeting table. Forming 9 positions together, you participate in the discussion people sitting together, I am still writing everyone on the podium.

In this case, the seven cylinders let the 9 people sitting nearly enough. "

Tao Mingming, president of the first business department, arranged: "There are several brothers, helping to put a meeting table."

A few minutes, the first business department went to ten individuals to help open the meeting table, and placed the position under Bai Qingting.

Bai Qingting: "Now please ask the president of the three business departments, the person in charge of the Finance Center. Participation on behalf of Peng Siyuan and participated in these 25 questions on site. "

Bai Qingting: "25 problems in Tao, first of all, the president of the three business departments, the remaining 6 people randomly commented.

All participants pay attention to listen, you have to finish this 9 people, take the initiative, this is not good for people, it is for everyone.

The result of the formation, I wrote on this whiteboard. "

Bai Qingting: "1, supplier resources sharing

Tao, how do you think about this problem? "

Tao Ming Ming, president of the first business department: "The problem of this supplier resource share, in the inside of our first business department, is already so implemented.

All project parties' supplier resources are reported to the Ministry of Business,

Unified arrangement by the Ministerial Minister of Commerce, organized questionnaire survey.

Divide suppliers in these libs into ABCD level 4.

The A level is the most obedient and powerful, live well, and can help the company's creative.

The B-level is obedient, powerful, lives well, but there is no capacity, or is not willing to help the company.

C-class is an obedient, the strength is general, and it works.

D is because a variety of reasons, unpleasant cooperation with the company, need to break the supplier with him.

If the company wants to decide to adopt this supplier resource sharing mode, the first business department can make strong support.

First, provide an existing supplier library to use it to the company.

The second is to provide people who manage the supplier to use it.

White boss, I finished. "

Bai Qingting: "Tao, what you mean is a service department, can you share?"

Tao Ming Ming, president of the first business department: "Yes, white boss."

Bai Qingting: "Good.

Please ask the Secretary of the Secretary of the Secretary of the Division to share the opinion for the first issue of supplier resources. "

Lei Chun, president of the Second Division: "White boss, the second division of our second business department is less, management has not followed it, it is like Tao's total learning.

Thank Tao Purchase to provide existing supplier to share use of our other business departments.

I can also report to the company's unified deployment of the company under the unified guidance of the company's current supply resources in the company. "

Bai Qingting: "Well, please ask the President of the Third Division, Song Zhiyuan, to explain the view of Article 1 supplier resources."

Song Zhiyuan, President of the Fifth Division: "White boss, indeed the management of Tao total of the first division is better, putting the supplier resources library has been established, and it has to admire during use.

Our Fifth Division is now just in verbally demanding that the supplier resources in each province must be shared, and you must give the bidding team more fresh blood, and avoid the bid to the maximum extent.

With the help, you can steal the books like stealing vegetables, come and steal your friends' books.

My suggestion is to transfer colleagues with the management supplier of the first business department to reuse the colleagues, let them go to the cost of the central government, Ma Wenxuan Ma, put the company's supplier library first with the first business. The approach is made in the fastest speed. "

Bai Qingting: "Borrowing a supplier supplier system, is this?"

Song Zhiyuan, the president of the fifth business department: "It means."

Bai Qingting: "Supplier resource sharing, should be established, accept Song Zhiyuan's suggestion, borrowed the President of the First Division to give the cost center to Ma Wenxuan.

Tao, you have no opinion?

Support? "

Tao Ming Ming, president of the first business department: "White boss, I am holding my hands to raise my feet, full support."

Bai Qingting: "Well, thanks to Tao total support.

Ma Wenxuan Ma, you will have a total docking of anti-Cao as soon as you will make this supplier resource share in the cost center, promoted in the company.

How long do you need? "

Ma Wenxuan: "White boss, as long as the Tao's support, then I guarantee to build this supplier resource library within one month and let him share it in the company."

Bai Qingting: "Okay, I like Mangwen's officers to revitalize the wind, the goal is clear.

For a month, we have achieved results. "

The cost center is responsible for MA Wenxuan: "White boss, I guarantee that you can complete the establishment of the supplier resource sharing library on time, and let him use it normally."

Bai Qingting: "The second question, the management personnel are not uniform, how do you break the solution? Tao is always.

Tao Mingming, president of the first business department: "White boss, this thing is really difficult to crack."

In our northeast, it is following the big brother.

There are fewer projects, the big brother is not good, and people will run slowly.

There are many project parts, the big brother is good, people are not going.

If you want to transfer people to people to people, they are mobilized, they are likely to resign.

Not to pay. "

Bai Qingting: "I am not very able to understand what big brother culture.

They are all served for the same company, and they are also doing the same thing for a project department. The salary has not dropped, and it is more than a lot of prizes.

Why is this?

Is there a way to crack. "

Tao Mingming, president of the first business department: "The method of crack is only the effect is not very good.

For example: the people in the South will be less than those in the project department, and this problem is not so prominent.

For example, it is reduced the project amount of projects that distribute the project parties.

Let the project have more people with more project management. "

Bai Qingting: "People reduce the project, adjust the South personnel, and add more projects.

Good, the president of the Second Division, Lei Chun. "

: "White boss, the area of ​​our tube does not have these stinky disease, as long as you work, you want to say anyone, you don't hear the glow.

Simple and rude, it is directly efficient. "

Bai Qingting: "Well, according to the work needs to be mobilized. The president of the fifth business department said."

President of the Fifth Division: "The problem of uneven management of management personnel is related to the work of the project department.

When working is, it is not enough, and there is too much person when you work is relaxed.

Dry project, every day, there is a thousand varieties.

Maybe today is still not bad management, I urgently need to be rushed by Party A, and I will have a bad manager.

Our fifth division of employees, when recruiting, no matter how you used it, now you have to come to the fifth business department, you must hear a greeting, obey the arrangement.

Do not choose the border team, pull the borders.

When the management personnel of the project department are not uniform, it is preferred to resolve in the district regulation, followed by a sprocket chart. "

Bai Qingting: "Song, you mean to adjust the staff as needed?"

Song Zhiyuan, President of the Fifth Division: "White boss, you summed up very in place, I said that you have a big bunch, you will use it as needed to adjust the staff as needed."

Bai Qingting: "About the second question management personnel configuration uneven problem, is there any additional?

No, it is the third question.

Employee upgrade mechanism is opaque.

Tao total. "

Tao Ming Ming, president of the first business department: "This is more problematic in our northeast, and the big brother likes to reuse. This problem I didn't solve the good way, think it is normal.

Plus the company itself does not have this transparent employee upgrade mechanism. "

Lei Chun, president of the Second Division: "This employee upgrade mechanism is opaque, is a lack of some corresponding rules and systems.

It is recommended to take the lead in Zhou Nan, who is headed by the person in charge of the person, and write a salary system. "

Bai Qingting: "Improve a compensation system. Human Zhou Nan, what about your opinion?"

Human responsible person Zhou Nan: "White boss, I think the opinions of Lei Shi are very accurate. I will start to arrange our salary system. After finding the problems, I have a solution, and I will report to the company."

Bai Qingting: "Song Chi, employee upgrade mechanism is opaque."

The President of the Fifth Division Zhiyuan: "I just said that I have to re-form a new salary system.

Here, it will be suggested here, clearly, what kind of results that achieve what performance can have much proportion of subscriptions.

This team can be a production area, or a division.

In short, it is to avoid the problem of eating a big pot, and the promotion of the salary increase can not be averaged, and it is necessary to give a proposal salary on talents who make outstanding contributions. "

Bai Qingting: "Don't eat a big pot.

Zhao Manfang, how do you say that the employee upgrade mechanism is opaque? "

Zhao Manfu, the manufacturer of the South China Sea Square Area: "The employee upgrade mechanism is not transparent, this is still a comparative blur, I think the employee upgrade mechanism needs to have a quantitative standard, otherwise it is a transparent mechanism, the same, the same staff, the employee complained .

For example: the project manager, the quantitative standard is how much output, how much is it?

For example: How many project departments have been managed by each person, how many output, how many receipts, how many of the following payments, is a cash flow, or a negative cash flow, there is no one's settlement, do not What is the result of doing, the gross profit margin of the target assessment has not been low.

Is there a settlement review, how is the accuracy?

Have you been reported, what is the result of being checked out after being reported?

There is no new business staff.

Wait, these assessment indicators, how much his score is designed, and the weight of each score is designed.

This will completely quantify the assessment indicators of the business person in charge of the area, calculate with scores, and the right to share and participate in the proposal salary. "

Bai Qingting: "You said this is a complicated.

You have summed up a few words, try it. "

Zhao Manfu: "White boss, summary: quantify the employee's upgrade standard, you see, can you be feasible?"

Bai Qingting: "The employee upgrade standard is quantified, feasible."

Bai Qingting: "Good.

By the fourth problem, the bonus distribution mechanism is opaque.

Tao, please give your solution. "

Tao Mingming, president of the first business department: "White boss, before our bonus is the output value award, the receipt of the award, the settlement award, the excess gross profit, these items.

The proportion of these bonuses has developed standards.

The reason is reflected, some people say that this bonus distribution mechanism is opaque, maybe not refine the proportion of this bonus to everyone's head, then someone always feels that their bonus is less allocated.

How to crack this problem?

Take the project department as an example, the prize of the project department is 100%, then the proportion of the project manager is set, such as 30%, the bonus of the business manager, such as 25%, production manager's bonus A proportion, such as 15%, others are divided by system, such as 15% of business, and 15% of production. "

Bai Qingting: "The proportion of bonus allocation is set.

Thunder. You said that the bonus distribution mechanism is opinion. "

: "I think Tao's idea is too advanced, I am fully recognized, I didn't think of a better way."

Bai Qingting: "Song Zhiyuan, did you not think of a way?"

The Fifth Division President Song Zhiyuan: "I didn't think of a better way than Pottery.

But I got some opinions on Tao Toti.

If the proportion of bonus allocation is all set in advance, it looks transparent, fair.

In this case, as long as it is in that position, there is a lot of prizes, and our policy is likely to breed new problems, so that things can't really be resolved.

Therefore, I want to add a restriction condition on the basis of the proportion of bonus allocation.

It is the person below the project manager, the project manager has the right to adjust the right on their fixed bonus allocation, this right can be designed to be 30%, this proportion will be discussed, here is only one Example.

In this case, who is too lazy or not working, and the project manager has the right to move his bonus to allocate better people.

So, who is the project manager controls?

The proportion of the prize of the project manager is controlled by the sub-area production deputy.

At the same time, the sub-area production of the area has the right to control the bonus of the business person in charge of the company.

The partition business person in charge has the right to control the bonus of business personnel in charge of the bonus. "

Bai Qingting: "Song, a few words summary, please refine the keyword."

Song Zhiyuan, President of the Fifth Division: "Allow the proportion of bonus floating."

Bai Qingting: "Zhao Manfu, opinions on the bonus distribution mechanism."

Zhao Manfu: "White boss, the total amount of the proposal allocation is based on the project department, but to allow the partition production person in charge to make appropriate proportion of bonuses between the project department when necessary."

Bai Qingting: "In principle, it is the bonus of each project department to allocate himself. Why is it to allocate across the project?"

Zhao Manfu: "Because in the same piece, there will be some kind, gross profitable projects; of course, there will be some difficulties.

This allows the partition production person in charge to prepare a bonus bonus between the project department when necessary, which is conducive to the arrangement of project managers to go to the right item at any time. "

Bai Qingting: "Let's write down, the bonus of the project is adjusted. I feel more difficult.

After all, for the employee, it is definitely when there is a good project, there is also a problem that the project is not good.

Of course, if you say that you have a bad project, then this kind of person should pay attention, should be used or not such a person, why?

It is because his luck is too bad, and it may even be tired. "

Bai Qingting: "

2, the main qualification of the motivation of the object

According to the relevant documents provided by the company and the appropriate verification of the company, the incentive objects are Chinese nationality and have a full civil capacity; the incentive object does not have the case of the publicly condemnation or announcement of the stock exchange in the last three years, there is no existence In the last three years, due to the situation of major illegal violations to be administrative punishment by the China Securities Regulatory Commission, there is no situation in which the company's directors, supervisors and senior management personnel are not present; the incentive object does not include company independent directors and supervisors, not Contains a major shareholder or actual controller of more than 5% of the company's shareholding.

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