Perfection of Rebirth

Chapter 474 Business Administration
In terms of management objects, management can be divided into business management and behavior management.Business management focuses more on the management of various resources of the organization, such as finance, materials, products and other related management.Behavior management focuses more on the management of the behavior of organizational members, resulting in the management of organizational design, mechanism change, incentives, personal work plans, individual and team collaboration, and culture.

Enterprise management and personal management are complementary, or from another perspective, it is the management of the enterprise in the achievement of personal management.Only when everyone in the company grows and makes progress can our company improve together.

Although Guanghui Group has been established for more than two years, due to its development speed far exceeding that of ordinary enterprises, various talent training systems and management systems are not yet very sound.At present, Liu Chujing, the personnel department of the group, is coordinating the human resources matters of each company, hoping to improve the talent training system as soon as possible.

Now, a training center has been specially set up under the HR Department of the group, and some experts from inside and outside the company have been invited to give lectures to employees.At the same time, Guanghui Group also encourages employees to carry out on-the-job further studies, and the company will reimburse related expenses.

The remuneration systems of the Guanghui Group companies are also slowly improving. Of course, there must be differences between each company.Just like a large profit maker like Brilliance Games and a non-profitable company like Douban, there must be a difference in employee salaries and bonuses.

On the whole, Guanghui Group's salary grades are divided into twelve major grades.From G1 to G12, they correspond to different levels of employees, and between each small level, there are twelve small levels.Generally speaking, for a newly recruited university graduate, the corresponding grade is G2-1. Combined with the annual performance, the respective grades will be adjusted on April 4 every year, and the grades will generally be raised by 1~0 grades.And in September of each year, a large level adjustment will be given based on everyone's ability assessment. This adjustment generally only increases by one level, except for special talents.

This hierarchy mainly corresponds to ordinary employees, or employees who take the technical route.According to the current average level of Guanghui Group, the G2-1 starting salary of newly recruited undergraduates is 5000 yuan. If you add bonuses in one year, it will generally be 10 yuan.Of course, for a company with particularly good performance like Brilliance Games, the bonus will be more than the salary. It is not a problem for an employee with more than one year of work experience to get 15 yuan.

According to Liu Chujing's plan, before ordinary employees are promoted to G5, it is relatively simple. Basically, they can be promoted to a higher level in one to two years.The basic salary of G5-1 employees can reach 22000 yuan.Basically, each level increases by 3000 yuan, 4000 yuan, and 5000 yuan respectively. . .The higher the grade, the greater the difference in salary from one grade below.

After reaching G5, if you want to go up and up, you need to have relatively strong professional skills.For staff like the front desk, basically G5 is at the top. G5 and above are more for technical experts.Basically, a G6 technician is already an expert in a certain subdivision field. G8 and above are basically experts in a certain project. It is estimated that there will not be many in the entire group above G10 (currently there are no ordinary employees).

The salary level set by Liu Chujing for ordinary employees is based on some practices of island companies.This salary system is conducive to improving the stability of ordinary employees.Of course, with the development of enterprises for a long time, the salary level of many ordinary employees has also risen, and enterprises will easily suffer from the disease of large enterprises.However, at least for the current Guanghui Group, the advantages of this system outweigh the disadvantages.As for ten or eight years later, reforms can be carried out at that time.

While setting salary levels for ordinary employees, Liu Chujing also set the desired level for managers.From M1~M6. M1 is mainly set for the on-site monitors of industrial enterprises such as Guanghui Mobile. From M2, they are the small leaders of various departments, M3 is the manager, half of M4 is the department manager, and M5 is already the vice president of the branch, and M6 is the branch. General Manager of the company.As for the vice president and boss of the group, I'm sorry, there is no salary level, and they all receive annual salaries.

Generally speaking, the remuneration of Guanghui Group is very competitive in 2006.Especially under this system, employees can see their own growth opportunities.Although the basic salary of fresh graduates is only 5000 yuan, there is a gap compared with the tens of thousands of yuan that individual companies start with.However, the promotion system of Guanghui Group allows everyone to see that a basic salary of more than [-] yuan can be achieved in two or three years, coupled with generous year-end bonuses, it is particularly attractive to fresh graduates.

Moreover, this 5000 yuan is only the minimum starting salary for undergraduate graduates.Fresh graduates from colleges and universities such as Huaqing University and Kyoto University, as long as they pass the assessment, can have a G3 or even higher grade as soon as they enter the company. Tens of thousands of fresh graduates.In Guanghui Group, if the basic salary exceeds 20, the annual salary will basically exceed [-], which is definitely not a low salary.

In the case of improving the salary system and talent training system, as suggested by the Tang article just now, Guanghui Group will gradually apply various advanced management methods to the daily work of each company.

As the company grows larger, process and standardization become inevitable.More employees will play a role similar to screws, rather than stand alone and be all-rounders.Of course, it doesn’t mean that there is no need for all-rounders in the company. It can only be said that most of the employees that large companies need are employees with strong executive ability and high business level in a certain small field.

The Guanghui Group is like an aircraft carrier fleet advancing at high speed. The commander-in-chief is Jiang Hui, and each auxiliary ship is the general manager of each company. Most of the subordinate employees perform their own duties. fighting power.

In the final analysis, management is the application of psychology, and there is no management without psychology.If you don't understand psychology, you can't study management behavior, and if you don't understand psychology, it's difficult to do a good job in management.Because psychology is a science that studies the law of the occurrence and development of human psychology and personality characteristics.The object of management is people. If you don’t understand people’s human nature, you can’t talk about management; if you don’t respect people’s human nature, you can’t manage well.

Jiang Hui, who has rebirth experience and has seen all kinds of successful experiences and wonderful things in later generations, is still very comfortable with how to control the aircraft carrier of the Guanghui Group.

Through various methods such as stock incentives, salary incentives, realization of personal wishes, and a bright future, the cohesion of the management of each company under the group is extraordinary. This is also one of the important reasons for the rapid development of Guanghui Group in the past two years. up.

People are the root of everything, without people, innovation is useless.

(End of this chapter)