How to make cadres "mobile"

The policy of changing jobs in enterprises is to train cadres to take the road of "intellectual" development. In this changeable season, how to make enterprise cadres move as soon as possible is the full responsibility of enterprise managers. Especially in the period of organizational change, the high cost of communication and coordination makes the communicator more invisible. Every time I go to this site, I will revisit Huawei's road to training "intelligent" cadres. Today, my colleague just sent me Hu Hou, the boss and rotating CEO of Huawei.

Speech by Huawei founder Ren at the company's internal meeting on June 27th. Ren's "Film Association" refers to Huawei's district joint meeting. According to Huawei's official statement, it is a specialized agency that coordinates supervision and cadre management on behalf of the company, an organizer and supervisor of global regional strategy formulation and implementation, and a manager of regional platform construction and organization and operation. The content of the speech is as follows:

First, the Film Association is an important organization of the company. We should act as soon as possible, shoulder the heavy responsibility of history and promote the circular flow of cadres.

Even if the Film Federation holds its inaugural meeting today! Although no banners were hung, no champagne was opened, and no Japanese Lamian Noodles was sent, it was established anyway. Before, the Film Association felt that the positioning was unclear and wanted to find a perfect document, but it started and acted too slowly. The circular flow of responsible cadres of the Film Association is a new thing, and no one can plan it clearly and accurately. So it's perfect to walk and watch. It is not a first-level tandem organization, and chaos will not affect the company's process operation; It is outside the process, parallel to the process operation, and activates the process of the process. I never pursue perfection, first exist, then perfect!

The people in the film association are all experienced, and most of them have been presidents of regional departments. What is a senior? Is prestige. I believe that some children in their twenties are smarter than us old people. Why don't we choose the smartest child to lead the film association? He can't be. Technology has no life, and cleverness can play; But you can't afford to play with people. You have to be qualified and experienced. The Film Association is a very important organization of Huawei, which is to promote the circular flow of cadres. When I chatted with Hu, I talked about the growth of cadres. He said that there is a shortcoming in the growth of our cadres. They all come from the grassroots. They are easy to stare down and like to grasp concrete things. When they grab something in the sky, they will feel lost and powerless. This is the feeling of the film association now. We believe that the Film Association should make a historic contribution in this historical period.

The Film Federation should shoulder the historical responsibility, strengthen the construction of the tortuous growth system of cadres, persist in selecting outstanding cadres from successful practices, and get rid of localism and departmental interests. One of the reasons why talents can't flow these years is localism and the obstruction of departmental interests. This culture disconnects the organization from the scene. If two classes are formed, Huawei will split sooner or later and the company's future will be delayed. To break the deadlock, we must strengthen the flow of cadres, which is an important task, and the Film Association should undertake this task in this historical period.

Recently, the selection of Chinese aircraft carriers has given me a lot of inspiration. People who choose Chinese aircraft carriers are "crazy", not "crazy", but people who love aircraft carriers all their lives and have dedication. Otherwise, after working for ten years, you will quit your job, and it is useless to train the experience of burning so much oil. The choice of an aircraft carrier captain by the United States must have been tortuous. Our company should strengthen system construction and insist on selecting outstanding cadres from successful practices. The purpose of cadre mobility is to form a powerful combat group and select outstanding talents for the battlefield.

We give each rotating CEO 50 nomination rights every year, but the real cadre qualification certification is still approved according to the original approval process. There is no limit to the total number of nominations. If you propose outside the process, you must get approval through the process. If you don't approve, you can choose to raise it again or give it up, but it will definitely activate the evaluation. Of course, it's not that you can mention who you want to be the monitor of cooking. Entering the process discussion, everyone said that after you turned him into a monitor, people around you would be unbearable. He is a lieutenant general, so much money, I am at least a major general. The purpose of promoting a person is to activate a large area. I hope you want to be a major general. If you want to be a major general, you must take out the conditions of a major general. A person's life is only a few decades, and you can only train yourself to be an aircraft carrier captain in this short time. Seeing a cadre depends on whether this person's contribution has reached the goal. I don't envy young people getting high salaries, but only by making great contributions can they get such high salaries. We will further implement this new salary reform. We have overcome the uneven road in the past twenty years, and when we embark on a new road, we need new conditions. Three people take four people's money and do five people's work. This is our expectation for the future. After this change, Huawei will stand out.

When I talked with Zhu Haogang and Han Shuo, I said that where there are achievements, there must be talents. At present, 30% of small countries are still losing money. Do you think that a small country with a profit of 70% can bring up a small country with a loss of 30%, and excellent personnel can transfer him to a small country with a loss? Let's turn these 30% small countries into profits first, and then make horizontal adjustment of cadres. Let's adjust outstanding cadres to suitable posts as soon as possible. Of course, I advocate endogenous cadres. Although some small countries have made little progress, their supervisors are already changing, so we should give them a chance. In this way, everyone says that they want to make achievements and want to carry explosives, which will be beneficial in the future and make the company's team full of vitality.

Therefore, we should speed up the selection and mobility of cadres, avoid selfish departmentalism and avoid chimneys. Why are there many chimney cadres in BG? If you don't give him a cadre, he will fight, and he can only find it from the recruits. Ding Yun said that 30% of the heavy brigade where he works is an employee of 13-14, and 50% has no overseas experience. These people fly to Latin America. First, they don't know how to shoot, because the technology is not good. The second mouth can't be opened, and English is not good. As a result, the cost is high. It is necessary to intensify efforts to let these outstanding young people go to the front line and go to actual combat, bring back people with actual combat experience and revitalize the human resources team. The reason why he can be selected from the recruits, cooks, guards and stretcher bearers is that he is an excellent young man who has been on the battlefield and has grown into a small tree in two or three years.

Second, when inspecting cadres, we should select cadres with fighting spirit from major festivals, look at the long-term nature of cadres, and don't be obsessed with shortcomings; At the same time, cadres should restrain themselves and strictly control their desires.

The most important task of the Film Association is to inspect cadres. We have 6.5438+0.5 million employees, but many of the power to select cadres lies with the standing board of directors. The meeting of the Standing Committee is held at home, and whoever writes well will be promoted, which will easily cause everyone to concentrate on filming. Now it is necessary to strengthen face-to-face exchanges and inspections of outstanding cadres.

We are in a new era that changes with each passing day, and it is impossible to stick to the rules in the use of cadres for a long time. This year, Hu told me that he asked the enterprise network whether it could discharge 25% excellent institutions by the end of this year. Since there are 25% excellent institutions, let this 25% take over the last 25% in the world, come out 25% next year, and then take over the last 25%. In this way, after three to five years, who else will be in this world besides us?

What do Forbes and several famous American magazines say about Huawei's threat to the United States? Why is the United States so afraid of Huawei? Because American companies pursue short-term interests, Huawei can control people's desires and greed, so it can develop for a long time. Hu's "collection and sharing system" has several characteristics. The first feature is that it should be inclusive rather than oppressive, and it should include the interests of customers and employees, as well as the interests of capital and various elements (such as intellectual property rights). This mechanism can exist forever. We should adhere to this distribution system and cadre system, gradually rectify it and strive to improve it. There is no need to increase the manpower of 1/5 in the future. Our business is likely to double. Therefore, we should not stick to a model when choosing talents.

Selecting talents pays attention to people's big festival, that is, we must dare to struggle, not afraid of hardship, and be safe if we are not rich. Some people in the company are short-sighted. After earning two dollars, they immigrated to Canada. He has no ambition. Why did you choose him as a cadre? There are not even cadres who complain bitterly. As soon as the US Intelligence Committee document came out, a few people complained bitterly that his project was affected so quickly? How is that possible? Why use this useless coward who is afraid of death?

The method of selecting cadres must be changed. On the one hand, organizations should see the long-term nature of cadres, do not always grasp shortcomings, and give them the opportunity to correct them. On the other hand, cadres should strictly control their own desires and look at long-term interests instead of petty profits. In the past, we demanded perfection and did not understand cadres with shortcomings. Now shortcomings belong to shortcomings, and achievements belong to achievements. Don't forgive shortcomings just because you have achievements, let alone choose because you have shortcomings. At the beginning of the year, we announced eight cadres, and we will issue them in July and August. Let cadres at different levels discuss it first, and use the eight-month buffer time to let everyone learn these eight regulations and correct your problems. In the company for so many years, so many bad contracts are training fees for cadres. It is not worth replacing you with a bottle of wine and a pack of cigarettes. But if it is not replaced, it is not appropriate to follow the trend according to the law. You change the problem now, and if someone has a problem with you in the future, we will say it is a historical problem and deal with it in a historical way. The brothers refused to spare you, so you paid some money and came over. After efforts to rectify, the team will glow with combat effectiveness.

Third, the administrative reform, first built and then changed, should pay attention to the selection of administrative service managers, balanced development.

The selection of administrative service managers is also very important. We have to pay 20 billion administrative expenses every year, but the low level and quality of personnel will cause great waste.

Build first and then change. In my opinion, in administrative management, it is not to simplify administration, but to build the system first, and then establish it first. On this issue, the Film Federation should coordinate with the administration to transfer some management cadres who are capable and can handle a large amount of money from combat troops to administrative posts, rather than saying that those who are now in administrative posts must be promoted. Of course, people with ability should be mentioned. The current post personnel have worked for many years, have the ability and can be promoted to this level. In the past, we only paid attention to customer relationship and R&D, but neglected GTS and administration. We should develop in an all-round and balanced way in the future.

Li Jie and Ren Shulu were promoted to 15 executive.

Fourth, we should race with bulls, dare to struggle and dare to lead.

We should fully understand the rotating CEO system. The rotating CEO is the highest-ranking leader of Huawei during the rotating period. The chairman and I are the actual leaders, exercising the veto power. We don't exercise decision-making power, which is the standing board of directors under the leadership of the rotating CEO. Of course, the structure of the board of directors is still not perfect, and we will change it to perfection in three to five years. At the IAC meeting led by Guo Ping, the rotating CEO system was fully affirmed, and the protection of outstanding cadres was superior to the role of individual decision-making bodies in the West. The rotating CEO system is on the right track and fully protects cadres. If you change the CEO several times like western companies, you will take away a group of cadres every time, and the brain drain will definitely lead to the company's bankruptcy.

Huawei is full of vigor and vitality, and the three rotating CEOs are also very excited every day, because they know what Huawei will look like after three to five years, so they are particularly confident! You should read my four-point statement carefully. First, it is far-sighted to control the value evaluation system. In addition to the sharing system, there are many things including investment in R&D and recognition of intellectual property rights, which are all changes in value evaluation. The second is to control the business ecological environment. Now we are very keen on project management and business. Because we have the right, it is boring to do business ecological environment, which is also a disadvantage. The third is the technical level, and the fourth is the simplification of management, with the emphasis on the word "simplification".

Fei Min has many worries, especially that the United States is too powerful, saying that you should not sing so many songs, at least not anti-American songs. The United States is afraid of singing those songs. His American classmates don't buy China mobile phones or Huawei mobile phones. At this time, Xu Zhijun put forward the "race with the bull". Dare to surpass American companies and lose at most once. Huawei has made such a great contribution, and we don't regret its bankruptcy. As long as we work hard, we can run with the bulls, and we should dare to work hard. The big era has changed too fast, and Huawei's late-comer advantage has begun to appear. We should dare to lead, surpass and control this era. The United States is afraid that it makes sense because it really understands Huawei.

We are now in a spontaneous and good historical stage. Without a good adjustment or promotion, it is possible that we will decline. After 3-5 years of rectification, if we can really activate the team, Huawei will be very strong in five years. This strength proves that Huawei "has gone through a period of chic time". We said, "I bet my life on tomorrow, and I trade my youth for my life." I don't die in silence, I explode in silence. " Why not race with the bull?