Revival Road

Chapter 233 Organization and Personnel IV
It was the first time that Ma Guangming participated in such a small-scale and profound discussion on the company's development plans.He thought what Zhao Qingmin said just now was very good, the level was quite high, and he hit the point.He has long discovered that the private conversations of many leaders are very incisive, but the speeches made in public, especially at meetings, are just as chewy.This is probably also the tragedy of the system.Just like Zhao Qingmin, if he was in the meeting, he would never say what he just said.

However, Red Star's top party and government leader made frank exchanges on the company's personnel issues without avoiding himself, which of course made him happy. This at least showed that Tao Tang regarded him as a reliable partner.Therefore, he pricked up his ears to listen to Tao Tang's wise opinion.

As if he had guessed what he was thinking, Tao Tang said, "I don't really have any good opinions on the development of the company. Enterprises have their own development rules, and what the predecessors have summed up is in place. It is just a good team and a good team. The team is just a good mechanism and a good product. Just now, Lao Ma thought that the system and mechanism are the most important, which is actually true. The secretary believes that the key is the two-level team.

Zhao Qingmin laughed, "This is not your style of speaking..."

"It's true. In fact, many things are one and two, two and one. Without a good team, there will be no good mechanism and system. Even if there is, it is just written on paper. On the contrary In the past, without a good mechanism and system, a good team quickly deteriorated... But I still tend to start with people. The key to the success of a career is people. It makes sense for the secretary to value the middle level, but I think that if the team No, the middle level will not be good. The secretary believes that the key to the team is the leader, which makes sense, but I don’t completely agree with it. There is a saying that is definitely correct. There is no perfect individual, but there is a perfect team..."

"Let me tell you something," Ma Guangming said when Tao Tang stopped to drink water, "it's a bit offensive, you two are just the opposite. The secretary's speech was ambiguous at the meeting, but his speech was quite incisive. Mr. Tao, you really know It's crisp and neat, but it's ambiguous in a small area..."

"Haha," Tao Tang laughed a few times, "Really? I don't think so. I haven't finished yet. Rectifying personnel should be the focus of the company's next step. What the secretary said coincides with me. But personnel The problem is very important, and you can’t turn the pancake back and forth. Even if it is corrected, the sequelae will definitely exist. Just like Lao Liao, when he was dismissed because of a work-related injury, the team had different opinions. The basic quality of the top executives can only be slapped in the face by themselves. It is better to admit mistakes than to make excuses. Okay, now let me talk about my point of view... First, we need to rectify the team. How to rectify? It is to establish a An effective assessment system. What is assessed? Achievement. The indicators listed in the responsibility letter signed every year are achievements, but they are not enough and need to be further improved. At least the management guidance education assessment for the middle-level units in charge should be added. A series of things... The so-called one term as an official benefits one party. In an enterprise, it is to keep one party safe. If something goes wrong at the lower level, the higher level must be mercilessly held accountable. This responsibility cannot be generalized. In other words, it must be clear that, for example, if the grassroots fails to meet the target, the leader in charge must bear the responsibility. If there is corruption at the grassroots, the leader in charge must also bear the responsibility. This requires the company leaders to sink down, effectively control the grassroots and make suggestions for the grassroots. Now some People always sit in the office and give orders and talk in a big way, and it will not work in the future, and it can no longer be like that."

Ma Guangming thought, this has nothing to do with me.I spend at least half of the working time in the workshop every day, and I am not talking about it.Oh, I'm afraid Lao Han is among them...

"What is the evaluation linked to? It is mainly about performance, money, and talking about money. Unless it is a major mistake involving the overall situation, the general problem is to talk about money. I am not afraid that everyone will say that I got into the eyes of money. Further, if the unit you are in If you fail to complete the indicators and the key tasks assigned for two consecutive years, you will consider changing the post... I have no right to dismiss you, but I have the right to let you sit on the bench."

Both Zhao Qingmin and Ma Guangming did not say a word, they listened to Tao Tang quietly.

"There are three key issues in the middle management. The first is selection, the second is the assessment of incumbents, and the third is the establishment of an exit mechanism. Recently, I read a material given to me by the organization department. Our middle-level team has age As for the problem of aging, 50% are over 33 years old, 40% are 50~48 years old, and less than 40% are under 20 years old. It is worth mentioning that among the middle-aged people aged 40~50 years old, 70% are 45 years old The above. This age structure is obviously unreasonable. I think it is the absolute truth that the old people used to mention the combination of the old, the middle-aged and the young. The cadre team must establish a reasonable echelon structure without gaps. Therefore, it is necessary to increase the selection and appointment of young cadres. However, our middle-level team has a bigger problem, that is, there are too many people! There are 852 people at the department level and department level! In any case, we can’t say that it is capable. Such a large middle-level team, no matter how vigorously promote young people People add fresh blood, the problem is even bigger...

"Where are the many? I think the first is that the organization is bloated. Whatever department the group has set up, we have corresponding departments. It even corresponds to the local government. For example, the Armed Forces Department is responsible for reserve and recruitment? There is no need to set up a separate department. Department? So we must streamline the organization. Secondly, there are too many deputy positions, and some branches even have four deputy positions. Overstaffing will inevitably lead to power struggles and low efficiency. What should we do? We must establish an exit mechanism. In fact, we have cadres Regrettably, the length of service is not strictly enforced. Not only cadre management, but also in many aspects. I plan to pick up the system of retiring from the second line again. I will retire at the time when I am a deputy or a principal. Only by retiring old comrades can we free up posts to promote young comrades."

"Let me interject," Zhao Qingmin interrupted Tao Tang, "it's right to withdraw. But you have to pay attention, as you said, the cadres over 45 years old are the main force of the company. Retiring to the second line according to age is beneficial to the company. A loss."

"You can't have the best of both worlds at any time, and you can only choose the lesser of two evils." Tao Tang continued, "The benefits of retiring from active service due to age are obvious...the situation you mentioned can be handled flexibly. We can establish a re-employment system for some middle-level professional capabilities. Just keep those who need it.

"Now let me talk about the difficulty of selecting people. I talked to Peng Yong a few times and learned from other sources. The core of our current or past selection system is the top leader. Basically, the top leader has the final say. For example, your old horse is in charge of production, and you find a good seedling at the grassroots level, what should you do? The main thing is to recommend it to the top leader, and try to persuade the top leader to adopt your opinion. Is that so? Of course, the top leader can find talents from other channels, including him. The wives and children of these so-called reserve cadres. After handing over to the Organization Department, these so-called reserve cadres completed the so-called investigation according to the wishes of the top leaders, and then attended the meeting. Please review, how many candidates were rejected during the inspection? Candidates who attended the meeting were rejected? This is the crux of the problem.

"We can't say that all previous leaders, including Song Yue, are selfish. I think they all want to make a good star, and they all want to select real talents. Of course, the standards for talents are different. Some leaders It may be that the attitude towards oneself is more important. What I said is definitely an example... But this system has serious problems, and it is extremely easy to be deceived.

"What should I do? I think we need to make a fuss about the system and mechanism. Generally speaking, an excellent company must have a successful talent selection mechanism. I have read some materials in this regard, and the main method is to quantify indicators and regard talents as A product that organically combines external things such as age, education, professional title, and experience with internal things such as ability and prestige, assigns weights, scores and scores, expands the knowledge base, and allows more people to participate in talent selection Come on. I don’t want the masses to have the final say. The principle of the party’s management of cadres cannot be changed. But if a cadre does not buy it from the masses, who would dare to believe that he can do a good job? I have learned a lesson in this regard. Dong has encountered such a situation. A cadre with a very good impression of the leadership encountered trouble in the unit after being promoted. The masses resisted greatly, which made me regret it. Leaders always try to figure out the intentions of the leaders and can always say what the leaders like, but when it comes to actual work, there is nothing they can do. the same……

"Mr. Tao, let me tell you my opinion. It may not be right." Ma Guangming watched Tao Tang stop, so he continued, "First of all, I agree with your idea of ​​reforming the selection of candidates, but if you can't become a fat man with one bite, I'm afraid you will have to eat more." Step by step. As you said, don’t overturn the pancakes. Red Star has learned lessons in personnel management. Back then, it carried out reforms to reduce the number of personnel in the office. It was a series of evaluations and exams. It was very frustrating. In the end Hundreds of people were lost, and these people couldn't be separated. Some people went to the technical department to eat idle food. I remember that the file room of the technical department alone was divided into more than a dozen, which became a laughing stock. , went outside and did it by myself. This is a lesson, and the prestige of the leader is first damaged. Therefore, I suggest jogging, or do a pilot first..."

"Old Ma's opinion is very good, don't be in a hurry..." Zhao Qingmin nodded.

"Yes, be careful. Second, I will talk about the assessment of the middle-level employees. First, I think the assessment of the cadres is false! There is nothing practical! The middle-level cadres have a generous annuity, which has caused the salary distribution to be de facto. It’s unreasonable, but there are no hard indicators?! Isn’t it weird? I asked the organization department, I also asked Lu Qi, and I read their assessment methods. In a word, it’s all nonsense! In fact, it has no effect at all! I think This part should be reformed first. The selection method can be fully considered, and the old method can be used first. It’s just that we are more cautious, but if we don’t really establish an evaluation system for serving cadres, we will be in big trouble! "

(End of this chapter)