Revival Road

Chapter 243 Peng Jie II

On the afternoon of January 7th, Red Star Company temporarily held an enlarged meeting of the General Party Committee. Members of the Party Committee, employee directors, and leaders above the deputy chief engineer attended the meeting.

The agenda of the meeting was to discuss the "Several Regulations on Reaffirming the Tenure of Middle-level Management Personnel" put forward by the Organization Department, but before the discussion, Tao Tang criticized Peng Jie in a rare and severe tone.

"Before discussing the document, I want to talk about one thing," he stared at Peng Jie, "Comrade Peng Jie, the drafting of this document was arranged by Secretary Zhao himself, right?"

Peng Jie didn't know so, "Yes. Is there any question?"

"Of course there is a problem. I am the one who made this decision. I only talked to Secretary Zhao about this matter, and I got the support of Secretary Zhao. Then I entrusted him to assign tasks to you. Let me ask you, this document was drafted by you Or hand it over to the comrades below?"

Peng Jie understood where the problem was, "I handed it over to the organizer Lu Wenda to draft. The reason for this is because Lu Wenda was the one who made the original document."

The organizer is a special position in the organization department, which is defined as a regular department but enjoys deputy director-level treatment.

"So, let me ask you, why in the past two days, seven middle-level cadres came to me to talk about withdrawing from the second line? When did the organization department become the propaganda department? Did Secretary Zhao arrange for you to do publicity? Huh?"

Peng Jie choked.He couldn't push the fault to Lu Wenda, and if he pushed it, he would be questioned more severely, and a label of poor management was bound to be thrown back.He can't say that it was the two top leaders who leaked the news, although the news of important personnel is often leaked at the highest level.

After thinking for a few seconds and quickly weighing the pros and cons, Peng Jie said, "I'm sorry, I didn't do a good job... I made trouble for the leader..."

"Comrade Peng Jie, you are an old organization. You don't need me and the secretary to remind you of some common sense? Why do you need to reiterate this regulation? You don't need me to explain it to you? The so-called one leaf knows the autumn is referring to this situation! Needless to say , There are many problems in the cadre team of the Red Star Factory, some of which are very serious in nature! I think the root cause lies in the cadre management department! The central leaders have repeatedly said that the iron must be hardened by itself, and the organization department is so leaky, how to manage the middle ? How do you assess others? What responsibilities do you have as a minister?!"

Peng Jie's face immediately flushed red.Since he sat on the chair of the head of the organization, he has never been reprimanded so severely in front of all the leaders of the company, "Mr. Tao..."

"What else are you explaining? Huh?" Li Luo sternly said, "I suggest you go back and investigate carefully, find out where the problem is, then seriously reflect on it, and write a deep self-criticism! Mr. Tao, do you want to discuss it first?" Business?"

Li Luo must protect Peng Jie.The organization department is his most important "territory". If the organization department is lost when the marketing system is facing major changes, his power will be depleted.After the company was about to restart due to the age limit, Peng Jie reported him immediately. The two of them studied the roster of cadres and discussed in depth the personnel changes brought about by it.After the draft of the document in front of Tao Tang came out, Li Luo also saw it immediately, and personally revised the terms of treatment for the second-line mid-level officials in the original draft.But Li Luo never expected that Tao Tang, who had always been peaceful in the appointment and dismissal of cadres, would launch an attack on this.

Leak?That's the norm.Red Star Factory has never had any secrets at all.Maybe Tao Tang won't leak the secret, but Zhao Qingmin will definitely talk to his people.Didn't I also blow hair with a few ages?But Li Luo couldn't retaliate against Tao Tang's attack. Some things are just like this.

"Business? I think this is business. The old man said, 'After the political line is determined, cadres are the decisive factor'. This sentence is true in a country as large as in an enterprise. Why is the Red Star Factory in trouble? I think There is a big problem with the cadre team. Those who push the difficulty to technology, equipment, market, etc. are all nonsense! They have not seen the essence of the problem clearly! Yes, the products we operate are not high-end products. China's market is not a monopoly market, but there have always been only outdated enterprises and no outdated industries! People can't do it, and it is nonsense to give them any good market and equipment! Conversely, if the cadre team is ahead of the opponent, there is no market to regain the market, no Benefits can create benefits!" Tao Tang stopped here, holding up his teacup to drink tea, while scanning the crowd, most of them were pretending to record his words, and some were bowing their heads in deep thought, God knows what they were remembering and thinking ...

"Mr. Tao, I think we should follow Mr. Li's opinion. I am also responsible for the organization department's failure to keep it secret. Shall we get to the point?" Zhao Qingmin finally spoke.He didn't expect Tao Tang to take Peng Jie suddenly. He had been thinking about Tao Tang's intention just now. Was he trying to beat Peng Jie or really want to take Peng Jie down?If Peng Jie was taken down, it would be like removing one of Li Luo's arms, would it be good for me?After thinking for a few minutes, Zhao Qingmin decided to smooth things over.

"Okay, let's get back to the topic. Let me talk about why I reiterated the cadre's number of years." Tao Tang slowed down his tone. "I don't know what you think of the current middle-level team. You should have more say than me... From my point of view, first, there is a serious phenomenon of underrepresentation. In terms of age organization, it is best for a team to have both old, middle-aged and young people, and form an echelon structure. But what about the current middle-level team?" He took out a team from the folder. According to this material, “This is the mid-level nickname given to me by the Organization Department when I first came here. According to the statistics of this nickname, 50% of the current mid-level divisions are 21 years old (inclusive), and 45 years old (inclusive) ) to 50 years old accounted for 44%, 40 to 45 years old accounted for 26%, only 40% were under 9 years old, and only 35 people were under 6 years old. It seems that the age group of 40 to 50 years old is the main force , especially between the ages of 45 and 50, nearly half of the division-level cadres are concentrated. Of course, there are more young section-level cadres. I have always believed that the section-level is just a reserve team for the division level. Among the cadres at the division level, the key role is still at the department level, and among the cadres at the department level, the most important thing is the administrative head. If you study the age structure of the administrative head, the situation is even more serious. I made a statistics based on this list, the age of the administrative head There are 50 people over the age of 17, and 45 people over the age of 21... You may think that, as far as the actual situation is concerned, most of the comrades in their fifties are still young and vigorous, and they are fully qualified for the current job. Maybe this is the case. It’s not wrong, but don’t forget that we have only so many posts. If the front doesn’t move, the back can’t get in. This will inevitably lead to the aging of the cadre team and further aggravate the shortage. Therefore, we still have to open our doors. In this regard, Most of the sister companies have enforced the length of service, even the leadership of the company has an age limit. Therefore, the company’s original limit on the age of service is correct, and of course some people with strong abilities and no physical problems Old comrades retired from active service, but it is generally beneficial to the construction of the cadre team. Moreover, there are other ways to make up for it. It is a pity that the company abolished this method."

Tao Tang paused for a while when he said this, "As for the second problem, there are indeed some cadres who are incompetent, and some are quite serious. I found some phenomena, mainly in the grassroots business units, because I go to the grassroots more often. .Some cadres lack responsibility and lack of assertiveness. They are used to asking their superiors for instructions or working in harmony with others. How did it come about? Why are some units serious and some units are managed quite well? The root is still in the cadres. There is one more thing I must say, that is, the business entertainment expenses, the dining place is basically regulated, but the problem It still exists. Recently, the General Manager’s Office has made a statistics. Grass-roots units have serious food problems. The largest unit has paid nearly 40 yuan in guest houses. What’s going on? Working overtime for meals? How many people work overtime? No one can tell. God knows who is eating. Also, the company has a contract management system, but it does not implement the sporadic procurement of grassroots units. Decentralization is too much, hundreds of thousands of open contracts , there is no need for the top leader to sign, and the deputy has the final say. In my opinion, if you randomly select a few contracts to check, the problem is not as simple as exceeding authority. What is the problem with the cadres?"

Ma Guangming's complexion immediately turned ugly, because he was in charge of production, and almost all production and business units were under his jurisdiction.

"The organization is not that good either. Overstaffed people are everywhere, and looseness is everywhere. Just now I criticized the Organization Department, and the Human Resources Department is not much better! I have long proposed to re-establish the evaluation method for middle-level cadres, and this task has been handed over to the Human Resources Department. It's been at least two months, and I still can't get it out! I don't know what the Human Resources Department is busy with every day? Is it unwilling to do it or can't do it? Vice President Qiu, which one do you think it is?"

Qiu Linton felt embarrassed, "Well, I am responsible for this. They have already come up with a plan and revised two drafts, but I think they are still unsatisfied. I did not report it..."

Tao Tang smiled, "One assessment method can't be decided in two months, so it can't be justified anyway. Well, I'm talking too much nonsense. I'm officially back to the topic, and now I'm asking Comrade Peng Jie to report on the plan."

After Peng Jie finished reading the manuscript, the meeting turned to discussion, focusing on the treatment of second-line and middle-level cadres in the plan. Almost no one objected to drawing a line by age, and no one raised objections to the set number of years, because the full continuation the original regulations.

Regarding the treatment of the second-line mid-level cadres, the Organization Department revised the original method and established the so-called seniority allowance system, that is, according to the length of service and position of the second-line mid-level cadres, it is divided into four categories: section level, deputy division, principal division, and deputy chief division. For each level, monthly subsidies of 30, 40, 50 and 80 yuan are given respectively.Moreover, the document clearly stated that the management and technical talents needed by the company will be rehired.In all fairness, the remuneration for the second-tier mid-level officials is fairly generous.

Guo Tao, Jiang Shangyun, and Liu Xiuyun all pointed out the destabilizing factors that may be brought about by the establishment of the subsidy system.

"Implementing job allowances for second-line middle-level cadres will definitely cause dissatisfaction among ordinary employees. This is predictable," Tao Tang said, "Is there any way? Reform will always cost some money. I have ordered the Human Resources Department to formulate salary The plan has been adjusted, and it needs to be linked to the company's KPI indicators. The focus is on front-line technical and skilled positions. Don't call it a salary adjustment. I haven't figured out what to call it. With the salary adjustment this time, all middle-level employees will not be involved. It will be the same in the future.”

"That's good," Han Zhiyong said, "this year's profit target is good, and it's okay to pay the parents some salary in this name. After all, the salary level of our factory is already lower than that of the local government. I agree with Mr. Tao's opinion just now. Don’t talk about long wages, it’s better to be floating, and it should be linked to benefits.”

"If there are no new opinions, let's vote on the plan," Zhao Qingmin, who presided over the meeting, withdrew the discussion.

The program was successfully passed.

"That's how it is," Zhao Qingmin looked at Tao Tang, Tao Tang nodded, indicating that he had nothing to say, "Let's end the meeting. Regarding the capital adjustment, everyone should keep it a secret. Before the plan comes out, don't make a mess below." .”

"President Tao," Li Luo stopped Tao Tang, "I want to talk to you."

"Okay, come to my office."

(End of this chapter)