Corporate management and military model

First, military management has a lot of reference and reference value for enterprise management;

The first is the efficiency of unconditional execution. Obedience is the soul of the army, and obedience is the bounden duty of a soldier. The army received orders and must carry them out unconditionally, without making any excuses. Obedience and resolute execution are the concentrated expression of combat effectiveness. This is the performance of liquidity and efficiency in enterprises. As an enterprise, it should be able to achieve the same combat effectiveness and execution as the army by establishing a strict management system.

The second is the training of turning civilians into heroes. The army is a place where people can be completely transformed. From slaves to generals, from civilians to heroes, the army has created one miracle after another. Enterprises are faced with employees with different qualities. How to turn them into efficient organization members, who can work together in the same system according to unified standards? I believe that the training mode of the army will inspire people.

The third is the strategy and tactics of winning by competition. Shopping malls are like battlefields, and some military strategies and tactics have already been applied to commercial warfare practice. In the war, ignorance of the use of strategy and tactics led to devastating results. Therefore, in the actual distance of commercial competition, the application of some mature military strategic technologies will play a very important role in the operation of enterprises, especially small and medium-sized enterprises.

Of course, the management of the army has more contents, and a comprehensive analysis of the management of the army can get more enlightenment.

B, modern warfare and enterprise management:

Characteristics of modern combat mode;

First, model innovation: the high dependence on the entire combat system far exceeds the dependence on individual capabilities. Traditional operations are highly dependent on soldiers' individual combat capability, and this new combat mode is a high-tech combat capability based on a large amount of long-term investment, and it is a combat mode based on the high efficiency of the whole system. This new combat mode is an "impossible task" in countries with backward economy and technology. This highly innovative combat mode has widened the combat effectiveness gap between the two sides from the beginning. This is a kind of competitiveness based on system. If I show you, I'll tell you that you can't learn and can't do it, but you can only look at the ocean and sigh. In a word, it is the core competitiveness of the system and the advantage of leading the battlefield.

Second, full and strict training for individual soldiers can improve the quality of individual soldiers, thus improving the "return on investment", reducing consumption and improving efficiency. In this new mode, more money and time should be invested in a soldier, so that they can receive much stricter training than before, so that soldiers can master more knowledge and skills, have a compound knowledge structure and technical ability, and of course, give them higher wages and benefits. On the surface, it seems that this has increased the individual cost of the combat unit, as if the advantage is not worth it. However, because the final determinant of a war is people, if the quality of each member is greatly improved, the possibility of winning a war with less consumption, lower losses and costs will be substantially improved. Moreover, from the perspective of each member's reward of destroying each other, saving himself and winning victory, the "return on investment" of each individual member has been greatly improved, thus reducing consumption (cost) and improving efficiency (effectiveness) as a whole.

These two characteristics of the modern new combat mode are two indispensable sides of a coin, which are interdependent, set off and promote each other.

This is actually a new model of the combat effectiveness of human social organizations. This new model exists not only in military organizations, but also in the management of multinational corporations. We can also see the "battlefield version" of this new model.

Worldwide, multinational companies attach great importance to investing in corporate resources, including investing in their own internal funds, personnel and time, and hiring specialized outsiders-law firms, accounting firms, management consulting companies, software outsourcing companies, investment banks, advertising companies, public relations companies, etc. -Establish the system core competence of the whole company. The establishment of this systematic core competence is manifested in the establishment of global unified ERP system, CRM system and SCM system within the company, and also in the establishment of global unified supplier system, partner alliance, key customer service system, patent sharing and exchange system and brand management system outside the company. The final result of this concentration and investment is that the company's system resources are more and more powerful, and its dependence on employees, including the chairman and CEO, is less and less, making the whole company a big platform with sound management and perfect system, and it will still operate as usual. Moreover, the improvement of this management platform is continuous, with a budget every year. It can really be said that it has achieved the degree of "annual change, monthly change and daily change". Over time, you will eventually form your own core competence: I tell you, you can't learn or do well.

Multinational companies attach great importance to the cultivation of talents, which begins with the construction of corporate brands on university campuses. Among the foreign companies in China, there is a foreign company, Procter & Gamble, which has done a very good job in recruitment. This foreign-funded enterprise, from the perspective of talent recruitment, recruited all the best students from the 22-year-old college students and 25-year-old master students who graduated that year. So how was it recruited? Advertising is to use the best printed matter; People who go to speak take luxury cars (although they may be rented); The interview is to charter a car to the most upscale hotel near the school; The starting salary of entering the company is 20%-30% higher than that of ordinary college students; After coming to the company, centralized and unified strict training; Obviously, it is the rotation of ordinary employees between different internal departments and different positions, but it may give you the title of "management trainee" and give college students a sense of honor; I'll buy you some new shampoo every three days and take it home for you to honor your parents ―― how much is it worth? In fact, this is also a company that produces the most commonly used daily chemical products, and the industry entry threshold is very low.

These two points are just a weakness of Chinese enterprises, and they are also a direction to study hard and improve continuously in the future.

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