Countercurrent 1982

Chapter 1391 Professional Managers

Hearing what Duan Yun said, the eyes of all the young technicians in the meeting room brightened.

It has become the consensus of all Tianyin Group R&D personnel to exchange youth for a lifetime of food and clothing, but currently in China, they can no longer find a company with better treatment than Natural Group.

After the meeting, Duan Yun returned to his office and continued to work on USB research and development.

Some business trips and entertainments have been reduced, Duan Yun's life is relatively easy now, but he needs to solve a problem, that is, with the development of Tianyin Group, he needs to hire twice as many people with excellent management ability and a certain international perspective. senior management.

At present, Duan Yun wants to devote as much time and energy as possible to the research and development of USB, and his wife Cheng Qingyan is currently pregnant, so she cannot overwork. During this period, we must be able to find a professional manager to manage the company, which has become an urgent problem to be solved.

The so-called professional manager refers to a profession in which the property rights and management rights of a legal person are separated, assumes the responsibility of maintaining and increasing the value of the legal person's property, is fully responsible for the operation and management of the company, and has absolute management and management rights over the legal person's property. There are professional enterprise management experts who are recruited by enterprises in the professional manager market, and they themselves receive new stock options as the main way to obtain remuneration.

It is generally believed that the group who regards business management as a long-term career, has certain professional quality and professional ability, and has the right to manage the enterprise is a professional manager.

Enterprises need professional managers at various levels. For example, the first level is the skilled craftsman type, the second level is the marshal type, who can lead a group of people to complete a specific project in a field, and the last level is the teacher type. Systematic thinking and broad vision can bring a company with chaotic management on the right track.

The earliest professional managers in the world originated in the United States, and it has a history of more than 100 years. In 1941, two trains collided head-on on a railroad in Massachusetts, and the society reacted strongly. Without the ability to manage this kind of modern enterprise well, under the impetus of the state legislature, the enterprise management system was reformed, and capable people were selected as enterprise managers. This is the origin of the fourth-tier professional managers.

With the development of more than a century, the modern corporate system in the United States is becoming more and more mature, and the professional manager class is also constantly improving, playing an increasingly important role in American society.

However, it was very difficult for Duan Yun to find a professional manager in China in the late 80s. The main reason is that the current domestic planned economy is still dominated by public ownership. They come from state-owned enterprises. From the beginning of the reform and opening up to 1984, domestic leading cadres began to participate in economic management training, and their education levels improved. The college education level of leading cadres in large and medium-sized enterprises increased from 20% to 80%.

Since 1985, the state's training for state-owned enterprise cadres has involved MBA education, allowing domestic state-owned enterprise managers to obtain a higher level of promotion.

However, because state-owned enterprises have always been inseparable from politics and economy, and because they have been almost imprisoned in the planning system for a long time, few leading cadres of state-owned enterprises have an international perspective, and the concept of managing enterprises is far from that of professional managers in developed countries. It is not easy for Duan Yun to find excellent talents from these state-owned enterprises. The leaders of small state-owned enterprises have no experience in managing large companies, and Duan Yun wants to poach the factory directors and managers of large state-owned enterprises, which is very risky.

As for domestic private companies, few have grown to the scale of Tianyin Group. Even if there are, these people have their own companies, and it is impossible to join Tianyin Group.

So after thinking about it, Duan Yun only has the option of recruiting overseas.

At present, in the international arena, the remuneration of professional managers is very high. According to the statistics of previous lives, the gap between the income of ordinary workers in the United States and that of high-level managers is getting wider and wider. In 1980, the average salary of a CEO was 42 times that of a blue-collar worker, in 1992 it was 85 times, and in 2000 it rose to 531 times.

In the late 80s, the annual salary of ordinary workers in the United States was about 3 to 4 U.S. dollars. Calculated according to 40 times, the annual salary of professional managers hired by large American companies was about 120 million U.S. dollars. The total profit of a large enterprise for a year.

But this price is only the treatment of companies in the United States. If you want those high-level talents to come to China, Duan Yun must offer a higher price, so that top talents are willing to come to China to seek gold.

In fact, for Duan Yun, hiring professional managers is not only about managing the company and formulating future development strategies, but the most important point is the contacts and resources of those professional managers themselves.

If it is just to manage the company, it is not worth Duan Yun's high price, but if this person has the resources and contacts in the industry, it is another matter.

In particular, Duan Yun's Tianyin Group is currently focusing on the chip industry. If Duan Yun can hire an internationally renowned industry leader, it will be of great help to Duan Yun's future entry into the international market.

Afraid that he would not be able to hire Golden Phoenix if he spent money, Duan Yun thought about it and decided to set the salary for recruiting international managers at 200 million US dollars per year, and at the same time, he would also give 5% of the company's shares as dividends. According to the current Tianyin Group's annual several Calculated with a net profit of 5 million yuan, the dividend of 2% of the shares is at least 000 million to 3 million yuan. Such a generous treatment is quite impressive in the world as a whole.

But high remuneration also means high requirements. Duan Yun also recruits talents internationally based on the principle of preferring shortages to excess. Duan Yun will interview all applicants in person. Nor will they be hired.

After some thought, Duan Yun came to Wang Shi's company on the second day.

"You mean you want to spend 200 million US dollars per year plus 5% of the company's net profit to hire a company manager?" After hearing Duan Yun's recruitment plan, Wang Shi was taken aback.

"What I need is a master among the masters. In addition to an MBA degree, he must also have more than five years of experience as an executive in a multinational integrated circuit company..." Duan Yun lit a cigarette and took a puff, then said: "And It is best to have a certain reputation in the industry, and it is best to help the company bring some talents and resources..."

"You are very demanding..." Hearing this, Wang Shi frowned.

"As long as it meets my requirements, I can raise the salary a bit higher." Duan Yun smiled slightly, and then said: "I know you know a lot of headhunting companies in Hong Kong, if you can help me find such a I can give you a commission of $50!"

(End of this chapter)