In the spring, the summer after the winter thinking, how to make up the short board, timely detection and timely remedy potential crisis. Strengthen the aging process-based model for the construction and management system dominated. Evaluation of Value appraisal system, so that the flow of talent internally. Avoid the relevant departments to create "garbage" on the self-preservation of man must be clear, not people can not make mistakes when cadres. Strengthen self-criticism, self-criticism does not promote people. Senior cadres more demanding, the underlying milder. Cognitive qualifications and fictitious profits and reasonable method to evaluate cadres. Small improvements, big reward. The process is advanced to the contribution rate in order to evaluate the project in order to change the contribution rate to assess. Fossil magic template for all employees quickly manage rapid progress.
All employees are considered, if one day, the company's sales decline, falling profits and even bankruptcy, how do we do? Our company Taiping too long, in peacetime liter officer too much, maybe that is our disaster . Titanic is out in cheers in the sea. And I believe this day will surely come. Faced with this future, how do we deal with, we are not thinking too. We have a lot of employees blind pride, blind optimism, if thought about too few people, perhaps fast approaching. Prepared, not alarmist.
When I visit to Germany, after World War II saw the German recovery so fast, I was very moved. They were workers unite, proposed to drop wages, no increase in wages, thus speeding up economic development, so the post-war German economy is growing rapidly. If Huawei is really the crisis hit, is not wages by half, we rely a little cabbage, pumpkin live, you can line? Or if we cut half the people will be able to save the company. If this is on the line, then the danger is not dangerous. Because the risk of a past, we can gradually make it up wages, or increase sales, will be forced to lay off people, please come back. This is nothing crisis. If both are carried out, can not save the company, I thought not.
Ten years I think every day is a failure, turn a blind eye to the success, there is no sense of honor, pride, but a sense of crisis. Maybe so only survived for ten years. We must all work together to think, how to live, perhaps live a long life in order to save some of the. Failure is the day will surely come, we have to prepare for, this is my unwavering view, this is the law of history.
Huawei old cry wolf, cry more, and some people do not believe. But the wolf really came. This year we should extensively discuss the crisis, Huawei to discuss what the crisis, your department have any crisis, your department have any crisis, that some of your processes What crisis . But also to improve it? But also to improve it? But also improve the per capita benefits it? If the discussion is clear, that we may not die, we continue our lives. How to improve management efficiency, we write every year a number of management points, these points can improve some of your work, if a little improvement, we will move on.
Balanced development is to focus on a short piece of wood
How can we survive. Comrades, you have to think about, if you per year per capita production increased by 15%, you could just hold wages unchanged or possibly decline slightly. Electronic products price decline year also more than 15% of it. We sell more and more, but less and less profit, if we do a little much, we could not hold today, let alone a raise. We can not rely on endless overtime, so be sure to improve our management .
In management improvement, we must improve our emphasis on the shortest piece of wood. All departments and sections, each process the main leaders are grasping the weak link. To adhere to balanced development, we continue to strengthen the process type and time type as the leading building management system, in line with the overall condition of the company to enhance the core competitiveness, and constantly optimize your work, increase the contribution rate.
The whole company must establish a unified value evaluation system, a unified evaluation system, in order to make it possible to staff in internal flow and balance . For example, some people say I am doing research and innovation is very powerful, but how to reflect the value of innovation, innovation must become a commodity through transformation, in order to generate value. We attach importance to technology, attention to marketing, which I do not object, but each chain is very important. R & D is relatively user, a service engineer with the same level of research and development personnel may be greater than the integrated treatment capacity is also stronger. So if we do not give recognition of the service system, then this system will never be composed by the best people. Not organized by the good people, is costly organization . As he flew past the machine repair, a trip to fix it, fix it and fly past, flew past and fix it. We pay all the sponsors to civil aviation. If we can once repaired, and even do not have in the past, with remote guidance can be repaired, how much it costs we will save ah! Therefore, we would like to emphasize a balanced development, not always to emphasize a particular aspect.
On the matter of human responsibility and accountability of the difference, it is the expansion of a system, a convergence system
Why do we want to emphasize process-oriented and time-oriented type of system do? Now the operation of the cadres of the process, they are also accustomed to everything superiors. This is wrong, there are already provisions, practices or become something, do not have to consult, should quickly let it go by. The execution flow of people, is responsible for what, this is the responsibility of the matter. Everything to consult, is the person responsible for the system, it is convergent . We want to reduce unnecessary confirmation of what, in the management to reduce unnecessary, unimportant links, otherwise the company how to run it efficiently? We now have considerable authority sector and considerable preparation, in the manufacture of "junk" jobs, then turn into the garbage sorting, cleaning, manufacturing some people. Manufacturing these complex documents, engage in some complex procedures and unnecessary statements, documents, to feed some of the unnecessary feed of cadres, cadres can not produce value-added behavior. We must be under the effective monitoring of conditions, try to streamline the agency.
Marketing agencies are incompetent. Daily paper snowflakes as Fly, are to report to the office every day, today this report tomorrow to the report, which is incompetent cadres. Office every month to fill all of the data in a table, into the database, the data on to the authorities to find the database. Starting tomorrow, the extra marketing cadres team a database, all the data can only be to the team, not to the Office, the Office must give authority score, you do not give them so good points, so that they eat a little loss, or they would not understand this, it will not serve you, and you fight strong.
In our own work, we must dare to responsibility, to make the process faster, on the self-preservation of the people must be clear .
Huawei has given a very good employee benefits, so some people say do not lose this seat, do not lose this benefit. Those who want to protect their own interests people, to be relieved of his duties, he has been a stumbling block to change. In the last year, if the behavior does not improve, even once the error not committed, no improvement work, is not relieved of his duties in place. Per capita benefit his department did not improve, he became the chief can not. He said he did not make a mistake, ah, did not make a mistake you can do as a cadre? Some people have not committed a mistake, because one thing he did not do. And some people made some mistakes on the job, but he managed a large department to enhance the per capita benefits, I think that cadres would use. For neither made mistakes, and no improvement can be removed from office cadres.
Self-criticism is ideological, moral, quality, excellent skills and innovative tools
We must implement organizational transformation and optimization activities to self-criticism centered. Criticism and self-criticism is not criticism, nor is it to completely deny and criticize, but to optimize and construction and criticism. The overall goal is to enhance the company's overall core competitiveness.
Why the emphasis on self-criticism?
We advocate self-criticism, but do not advocate mutual criticism, because criticism is not good grasp of moderation, if critique strong smell of gunpowder, it is easy to cause conflict between the teams. While they criticize ourselves, people do not violently under their own, on their own will be lenient. That is a slap on the use feather duster, than do not play well, play more years, you will be a tempered into a steel. Self-criticism is not only a personal self-criticism, but also organize their own self-criticism. By self-criticism, the backbone of all levels should strive to create their own, gradually moving towards professionalization, internationalization. Company believes that self-criticism is a good way to personal improvement, employees can not grasp this weapon, we do not want them at all levels promoted again. Two years later, still can not grasp and use of this weapon is to reduce the use of cadres. Job reign of cadres to the endless struggle, progressive than.
Officials should have professionalism, dedication, responsibility, sense of mission. We do not make demands on the dedication of ordinary workers, they should pay for their labor, to obtain a reasonable remuneration. Members work only requires a dedicated , they will develop into cadres. In addition, we carry out strict requirements for senior cadres , cadres are not generally implemented strict requirements. Because both the implementation of strict requirements, we manage costs too much. Because the pipe he must spend money ah, do not fight the things we want less food dry. So we have different requirements for different levels of cadres, who can not use the self-criticism of the cadres and weapons can not be promoted.
Self-criticism from senior cadres began, senior cadres of democratic life every year, to raise this issue at the meeting of democratic life is very sharp.
Some people believe that after listening to the company's internal struggle really intense, you see them talking very sharp questions, but they are not yet finished shaking hands fight go? I hope that this spirit has been able to pass down below but also a democratic life, we must put forward their views to each other, must be sweetness and light when mutual comments. I think, to criticize others should be a dinner party, it should be painting, embroidery, to make Wenliang Gong. Be sure not to become democratic life became a meeting inside the smell of gunpowder, a number of senior cadres sharp, they are high quality, the more to the grassroots level should be more moderate . Things can not be expected once finished, not one year, two years can progress three years too late. I hope that cadres at all levels of the organization in meeting the democratic life of the self-criticism, be sure to grasp the scale. I think people are afraid of the pain, too much pain not very good, like painting, embroidery, like, thin-induced cause to help people analyze his shortcomings, suggest improvements, the sweetness and light style best.
The qualifications and fictitious profit law is to promote the company's reasonable evaluation of cadres and orderly, effective system
We must unswervingly continue to implement qualification management systems. The only way to change the past rating Monte estimated state. Will make contributing, responsible people to grow up as quickly as possible. Incentives should be conducive to a comprehensive strategy to expand the company's core competitiveness, but also conducive to the recent growing core competitiveness.
What is leadership? What is the politicians? The Israeli elections, let us see the short-sighted Jews. Rabin realized that Israel is a small country, surrounded by hundreds of millions of Arabs in the middle, although several Middle East war, Israel defeated, but can not say 50 years, 100 years later, the Arabs will not develop. Today, not land for peace, demarcation of the border with neighboring live in peace, then once the Arabs stronger, they will re-displacement. If so few Jews in 2000 has come back not to return, it might not be. Most people only care about immediate interests Sharon is hardliners will win the recent benefit for the Jewish people support him. I finally saw a Jew like us short-sighted. Our leaders do not have to cater to the masses, but to promote organizational purposes, pay attention to methods of work.
Officials should have professionalism, dedication, responsibility and mission. A difference of cadres is not a good cadre, is not loyal, there are four criteria:
First , you have no professionalism , whether work seriously improved, but also to improve it? You can then improve it? That's your job professionalism.
Second , you have no dedication , do not care about our value assessment system can not be absolutely fair. If the qualifications to be evaluated by the method of Cao Chong said the elephant, then it is certainly fair. But if the precision scales to evaluate, it is certainly not fair. We want to be absolutely fair is impossible. I think dedication is a very important factor in the assessment of cadres. A cadre if too preoccupied with this cadres absolutely do not, you men have a lot of soldiers, you selfish, preoccupied, your people can work with you good? No dedicated people do not do cadres, cadres must be done dedication.
The third and fourth points , is to have a sense of responsibility and mission . Our staff is not there a sense of responsibility and sense of mission? If there is no sense of responsibility and mission, why do you want to be cadres. If you feel that you still have a little sense of responsibility and mission, to improve quickly, otherwise you should eventually go free.
Do not blindly innovative in order to reduce the huge organ
Smaller temple, the abbot minus a few, little by little monk, is one such reform institutions. The general principle is that we must compress organs, and why? Because we built IT. Why build IT? To Dr., steel rail system to master, paving the road to undergraduate design . But the road repaired fork, do not pull such a high degree, and who otherwise would Zuobu Qi this train. So when building up our organization system and process system, do not so much high-level cadres, abbot less.
We should adhere to the "small improvements, big reward" .
"Small improvements, big reward" is our long-term persistence of the modified policy. It should be improved on the basis of small, constantly summarized, analyzed. In line with the company's overall research objective processes, in harmony with the surrounding process, to simplify, optimize, and then cured. Whether this process advanced, in order to increase the contribution rate to be evaluated . I know a young age Hua's words, the "magic of the Yi is smooth, easy to mention the lack of magic." Some of our staff, give him one thing out of ten things he able to, you do not need this kind of innovation, is incapable of performance. This is spamming, to reduce the use of these employees. There are so many changes this year projects, but each project must change in order to assess the contribution rate . It is necessary to achieve rapid growth, but also to expand at the same time the management of change, intricate, walks with difficulty, long way to go. Cadres at all levels to have a sense of mission and sense of responsibility, to warm and calm, intense but orderly. "Governing a large country such as cooking a small fish," we do any little thing to be careful not at liberty to undermine the process, chain error.
Standardized management itself inclusive of monitoring , its purpose is the effective and efficient service to business needs
We must continue to adhere to business-oriented, accounting for the supervision of the construction of the macro-management of the system. What is business-oriented, is to dare to create and guide the demand, made "window of opportunity" profits. Also good at seizing the opportunity to close the gap, the company synchronized to the world and to survive. What is accounting for the supervision, to provide standardized financial services for the protection of business to achieve standardization can be fast, accurate and orderly, the accounting low maintenance cost. Normalization is a sieve in the service of process also completed supervision. Should melt into service and monitoring the whole process. We also carry out reverse audits, retroactive liability, and found outstanding cadres, eradicate sediment layer .
Face of change to have a sense of balance, there must be subjected to psychological quality change
We should take the right attitude to face change. What is the change? It is to re-distribution of benefits. Redistribution of interests is a major event, not trivial. At this time there must be a strong regulatory agency, in order to re-distribution of benefits, the reform in order to run. In the process of reform, balance the distribution of benefits from the old gradually moving towards a new equilibrium distribution of benefits. This balanced cycle, is to promote the core competitiveness of enterprises and enhance the benefits of growth must be. But the distribution of benefits will always be unbalanced. We also have interests change during the post redistribution, such as large abbot became abbot small, your temple demolished, no matter what, must have a correct attitude to treatment. Without a proper state of mind, our reform is not successful, it can not be accepted. Especially with the gradual completion of IT systems, the previous administrative transfer and multi-layer management system will be more flat. Accompanied by the disappearance of the middle layer, a large number of cadres will become a surplus, the surplus of cadres of the major departments to promptly delivered to the new jobs go up in a timely manner to ease the excessive cuts will avoid later. I, at the time, and IBM, Cisco, Lucent and several other leading companies in the United States when it comes to discussing the issue, what IT IS? They say, IT is layoffs, layoffs, layoffs again . Electronic flow to replace manual operations to reduce operating costs and enhance their competitiveness. We will also face this problem. With the IPD, ISC, finance four unity, support of IT networks gradually spread and build the middle layer disappears. We expect much of our cadres laid off some time in 2003 or 2004.
To see this situation today, we are now expanding, there are many new jobs, we have to hurry to occupy these new positions, to avoid being laid off. Whether cadres and ordinary employees, layoffs are inevitable. We never promised, like Japan to perform lifetime employment system. We created the company from the beginning is to emphasize the freedom of movement. Internal flow is very important, of course, the flow of ups and downs, as long as the company's core competitiveness, and personal rise, then why not drop it? "Not pleased, not to have compassion". So today, we truly care cadres at all levels, not to keep him, but to divert him, to ease out.
Templated all employees to quickly manage the progress of magic
A new employee, understand the template, the template will do the press, it has been international, professional, educational level now, three months to master. And this is the template of previous decades to fumble fumble out, you do not have to fumble. Each process management, rationalization of management, must guide all kinds has been optimized, has proven effective working templated . Clear process, repeated running processes, work must be templated. A task to achieve the same performance, less labor, and less time, this describes the management progress. In our view, to seize the main template construction, but also make the process of linking together related templates, will make IT a reality . In this issue, we should strengthen the construction.
Huawei's crisis and decline, bankruptcy will come
Now it is spring, but winter is not far off, we remembered in the spring and summer to winter problems. Winter IT industry for other companies is not necessarily a winter, while Huawei may be winter. Huawei's winter may come colder, colder. We are also too tender, the successful development of our company after a decade of not experienced setbacks, without setbacks, do not know how in the right way . Suffering is an asset, but we did not go through the ordeal, and this is our greatest weakness. We did not adapt do not develop mental preparation and skills to prepare.
The arrival of the crisis was unwittingly, I believe that all employees can not stand on their own perspective to the problem position. If you do not have a broad mind, it is impossible to properly deal with change. If you can not properly deal with change, resistance to change, the company will die. In this process, we should strive to enhance their own hand, on the one hand and to unite the good comrades, improve organizational efficiency and their own cadres sent to other departments, so that their subordinates have the opportunity to upgrade. You reduce the preparation to avoid layoffs, compression. In the reform process, many changes will always touch some of the benefits of certain employees and contradictions that we should not complain, saying strange words, especially our cadres to self-discipline, do not spread gossip.
Talk quietly deal with the outside world
Attitude towards the media, we hope all the staff have a low profile, because we are not a listed company, so we do not need publicity society. We are mainly responsible government, responsible for the effective operation of the enterprise. The government's duty is to abide by the law, we handed over to the country last year, VAT, income tax was 18 million tariff is 9 million, add up to a total of 27 million. We estimate this year is likely to add seventy to eighty percent in taxes, may give the country submitted more than 40 million. We have a socially responsible. Media have their own operating rules, we do not want to participate, some of our staff to debate the Internet, it is to help the company disservice.
I think that every employee should use their jobs to focus up, only their own work done to bring greater benefits to improve you. Subject National tube countries, the government of the subject of government control, social subject matter of social control, as long as we make a law-abiding citizen, completed our responsibility to society. Only in this way can our security and stability. Regardless of any problems, our employees must unswervingly keep quiet, listen to the party, go with the government. Strict self-discipline, not to say do not talk nonsense. Especially cadres to themselves and their families. Our people are very Huawei etiquette of people. When the community simply did not recognize who you are when Huawei, Huawei person you are; when you recognize this community when people are Huawei, Huawei is not you, because your practice is not home.
Shen Zhou thousands of junks sail past the million trees ahead of the spring wood. Internet stocks plunge, it is bound to have an impact on two, three years after the expected construction, manufacturing time on inertia into contraction. In front of prosperity is the result of the inertia of previous years, Internet stocks rose. Remember saying: "extremes meet" This is a network equipment supply in the winter, it will be like hot people do not understand the same, surprisingly cold. Did not foresee, not prevention, it will freeze to death. At that time, who cotton, whoever survived.