Huawei's winter by fdjerue7eeu


									Huawei's winter
????This is a popular article in the IT industry, many company bosses
are recommended reading to subordinates, Lenovo Group Chairman Yang is
the positive recommendation by the paper. Some people think that this
is Zhengfei the alarm sounded for the IT industry, some say Zhengfei a
"show", there is speculation that Huawei to personnel
changes in public opinion. As the veterans of Huawei Ren Zhengfei
seldom deal with the media, so we can not know the true background of
this article, however, Huawei fiscal 2000 annual sales of 22 billion
yuan, profits to 2,900,000,000 yuan ranked first in the National
Electronic hundred When talking about the crisis and failure Ren
Zhengfei, really thought-provoking.
Huawei's winter
????All employees are considered, if one day decline in sales, profit
decline even insolvency, how do we do? Peace in our company too long,
the official rise in times of peace too much, and maybe that is our
disaster. Titanic is in the midst of cheers from the sea. And I
believe that this day will come. The face of such a future, how we
deal, we are not thinking too. We are proud of a lot of blind
employees, blindly optimistic, if enough people thought, maybe not
happy. Be prepared, not alarmist talk.

When I went to study in Germany, see Germany's recovery after World
War II, so fast, was very moved. They were the workers unite, we need
to lower wages, does not increase wages in order to accelerate
economic development, economic growth in Germany so soon after the
war. If Huawei is really a crisis coming, is not wages by half, we
rely on a little cabbage, pumpkin live, you can row? Or we can cut
half of it to save the company. If this is on the line, the danger is
not dangerous. Because the risk of a past, we can gradually fill back
wages, or sales growth, will be forced to cut them, please come back.
This is nothing the crisis. If both are carried out, can not save the
company, thought not.

Every day I think ten years is the failure of the successful turn a
blind eye, there is no sense of honor, pride, but the sense of crisis.
Only in this way may survive for a decade. We all want to come to, how
to live, perhaps to keep live a long life of some. Failure of this day
will certainly come, we must prepare for, this is my view from the
unwavering, This is a historical law.

Huawei old cry wolf, cry more, we do not believe there was. But the
wolf really came. This year we will extensively discuss the crisis to
start to discuss what Huawei's crisis, what crisis your department,
your department have any crisis, the process you what a crisis point.
Can improve it? Can improve it? Also increase the per capita
efficiency? If the discussion clear, we may not die, we continue our
lives. How to improve management efficiency, we have been writing a
number of management points, these points can not be improved on some
of your work, if improvement that we will move on.

A balanced development is to focus on short piece of wood

How can we survive. Comrades, you have to think about, if you each
year 15% increase in per capita output, you might hold the same or
possibly slightly wages down. Electronic product prices drop more than
15% a year it also. We sell more and more, while the profits are less
and less, if we do not dried that we may retain his job today, let
alone get a raise. Can not rely on endless overtime, so we must
improve our management.

Improvement in the management, we must emphasize that improving our
shortest piece of wood. All departments and sections, the processes
are the main leaders should pay attention to weak links. Should adhere
to a balanced development, Buduan to strengthen in order to process
type and the aging type is the leading management systems so as to
subject the company Zhengti Core Competence of the conditions,
continually optimize your work and raising the contribution factor.

All companies must establish a uniform valuation system, a unified
evaluation system in order to enable staff in the internal flows and
balance possible. For example some people say that I am engaged in
research and innovation is very powerful, but how to embody the value
of innovation, innovation must be transformed into a commodity through
in order to generate value. We focus on technology, attention to
marketing, which I do not object, but each chain is very important. R
& D relative use of services, the same level of a service engineer
can use the integrated processing capability than the R & D is
also strong number. So if we agree on the service system is not to,
then this system will never be not the best person to composition. Not
the best person to organize, is the high cost of the organization.
Repair the machine as he flew past, a trip to fix it, fix it flew
past, they fly in the past they fix it. We pay all the sponsors for
civil aviation. If we can fix one, or simply do not have in the past,
using remote guidance can be repaired, we will be much the cost of
provincial ah! Therefore, we should stress balanced development can
not always emphasized a particular aspect.

Second, to the matter of human responsibility and accountability are
essential differences, one is the expansion system, a system is

Why do we have to emphasize process-based and time-based system led
it? Now the operation of the cadres on the process, they also used to
everything, consult higher authorities. This is wrong, there are
already provisions, practices or become something, do not consult, it
should be quickly passed to. Implementation of the process who is
responsible for this, this is responsibility on the matter. Consult
everything that is human responsibility, it is convergent. We want to
reduce unnecessary confirmation of things, to reduce unnecessary in
the management, important links, or else how can we efficiently
running? We now have considerable authority departments and
considerable preparation, in the manufacture of refuse, and then
entered the garbage sorting, cleaning, manufacturing some jobs.
Manufacture of these complex documents, conduct a number of complex
procedures and unnecessary statements, documents, to support
unnecessary to feed the organs and cadres, cadres can not produce
value-added behavior. We have to monitor the effective conditions, try
to streamline the body.

Marketing agencies are incompetent. The daily paper, such as Fly Like
snowflakes, every day to report to the office today to this report,
that report tomorrow, which is incompetent cadres. Office every month
to fill a table of all the data, into the database, the authorities
should look for the data to the database. Beginning tomorrow,
marketing the extra group of cadres to form a database, all data can
only be to the team and can not be to the Office, the Office must give
authority scoring, you do not give them to play such good points, so
that They eat a little loss, otherwise they will not understand this
and will not serve you and make you fight strong.

In her own work, we must dare to responsible, to make the process
faster, and play it safe the people must be removed. Huawei gives
employees good benefits, so some people say not to lose this seat, do
not lose the benefits. Those who want to protect their own interests
who want to remove him from office, he had a change of the stumbling
block. In the last year, if the behavior does not improve, or even
committed an error did not work and no improvement, you can not remove
him from office on the spot. His department did not raise the per
capita benefits, he became the chief could not. He said he did not err
ah, no mistakes can be when the cadres? Some people are not committed
an error, because he not doing a thing. Some people at work made some
mistakes, but he managed to optimize the benefits department per
capita great, I think that cadres would use. On neither made mistakes,
no improvement can be removed from office cadres.

Third, self-critical, ideological, moral, qualities, skills,
innovation and good tools

We must implement self-criticism as the center of the organization
transformation and optimization activities. Criticism and
self-criticism is not to criticize, but not for the full negative
criticism, but to optimize and build the critical. The overall goal is
to improve the overall competitiveness of the core.

Why is a self-critical? We advocate self-criticism, but not to promote
mutual criticism, because criticism of moderate poor grasp, if very
strong criticism of gunpowder, it is easy to cause conflict between
the teams. The criticism of its own it, people will not, under its own
fiercely, sought to impose their will. That is a slap on the use
feather duster, than do not play well, an extra few years, you will
tempered into a steel up. Self-criticism is not only individual
self-critical, organizations need their own self-criticism. Through
self-criticism, the backbone of all levels should strive to shape
their move towards professionalism, and globalize. Companies that
self-criticism is a good way of personal progress, still can not grasp
the arms of staff at all levels not want them promoted again. Two
years later, still unable to grasp and use of this weapon to reduce
the use of the cadres. Job incumbent cadres Mideast aggressive than.

Officials should have the professionalism, dedication, responsibility,
sense of mission. We have no dedicated general staff requirements,
that they should pay for their labor, reasonable remuneration. Only a
dedicated member of the operational requirements of their trained
cadres. In addition, we implement strict requirements on the
high-ranking officials, not ordinary cadres and strict requirements.
Because both the implementation of strict requirements, we manage our
costs too much. He has to spend money because pipe ah, do not fight
our food less dry. We therefore cadres of different levels have
different requirements, all self-criticism can not use this weapon can
not be promoted cadres.

Self-criticism from high-ranking officials began high-ranking every
year, democratic life and democratic life at the mention of the
problem is very acute. After listening to that was really intense
internal struggle, look at the problem they are talking about to very
sharp, but they do not they finish shaking hands to fight it? I hope
that this spirit has been able to pass down, the following must also
be democratic life, we must put forward their views with each other,
when expressing their ideas with each other must be sweetness and
light. I think the criticism of others should be the dinner party,
should be painting, embroidery, should Wenliang Gong so. Certainly not
to the internal democratic life may become a smell of gunpowder in the
meeting, a number of senior cadres sharp, their quality is high, the
more grass-roots level should be more moderate. Do not expect a
finish, not do a year or two years may, not later than three years of
advances. I hope that cadres at all levels in the organization of
democratic life, self-criticism session, be sure to grasp the scale. I
think people are afraid of the pain, the pain is not too good, like
painting, embroidery, like thin To cause to help people of his
shortcomings, make improvements to, sweetness and style best.

IV qualifications and fictitious profit law is to promote the
company's reasonable assessment of cadres, orderly and effective

We must unswervingly continue the qualification management system. The
only way to change the status of the evaluation mon gout. Will make
contributions, responsible person as quickly as possible. Incentives
should be beneficial to the company's core competitive strategy in
full swing, but also conducive to the recent increasing core

What is leadership? What politicians? The Israeli election, let us see
the shortsightedness of the Jews. Rabin realized that a small country
of Israel, hundreds of millions of Arabs in the siege, despite the war
in the Middle East several times all over Israel, but can not say 50
years, 100 years later, the Arabs will not develop. Today is not land
for peace, demarcation of the border, and the surrounding peaceful
coexistence, then stand up when the Arabs, they will re-displaced. If
so few Jews back in 2000 has not come back, might not be. Most people,
they focus on the immediate interests of the hardline Sharon is, will
win the recent interest of the Jewish people support him. I finally
see a Jew like us also short-sighted. Our leaders are not to cater to
the masses, but the purpose of promoting the organization, to pay
attention to methods of work.

Officials should have the professionalism, dedication, responsibility
and mission. Difference between a cadre is not a good cadres, is not
loyal, the standard four: first, you have dedication, the work is
seriously improved but also to improve it? Can further improve it?
This is the professionalism of your work. Second, you have no
dedication, not to trifle, the value of our evaluation system could
not be absolutely fair. If Cao Chong said the approach to serve as
qualified to evaluate it, it is certainly fair. However, if evaluated
with a precision balance, then certainly not fair. If we want to be
absolutely fair to be impossible. I think that dedication is a very
important assessment factor of cadres. If you are too preoccupied with
a cadre, the cadres can not do it, you men have a lot of soldiers, you
selfish, preoccupied with your hands can work with you good? No
dedicated cadres who do not do, do cadres must have dedication. The
third and fourth point is to have a sense of responsibility and
mission. Our staff has a sense of responsibility and mission is not?
If there is no sense of responsibility and the mission, why do you
want as a cadre. If you feel or you have a little sense of
responsibility and mission, and quickly improve, or ultimately make
you free go on.

Fifth, innovation is not blind to narrow the huge body

Smaller temple, the abbot by a few, less monks, authorities reform is
like that. The general principle is that we must be compressed body,
and why? Because we have built IT. Why should we build IT? Dr. when
road design, steel rail system to master, paving the way to
undergraduates. But the fork in the road repaired, do not pull such a
high degree, or else no one Zuo Buqi the train. So when our
organization system and procedures system up time, do not so many
high-level cadres, abbots reduced.

We should adhere to the "small improvements, big reward."
"Small improvements, big reward" is our long-term
persistence of the improvement approach. Should be based on small
improvements, continue to draw conclusions, a comprehensive analysis.
The overall objective of the process with the company line, and the
harmony of the surrounding flow, to simplify, optimize, re-solidified.
This process is advanced to increase the contribution rate to be
evaluated. When I was young to know that Hua's word, "magic of
trade is smooth sailing, easy enough to mention of magic." Some
of our staff, give him one thing, out of 10 things he able to, such
innovations do not need to, is incapable of performance. This is a
waste, to reduce the use of such employees. So this year, many changes
in the project, but each project must be to change the contribution
rate for assessment. It is necessary to achieve high growth, but also
simultaneously the management of change, complex, with difficulty,
long way to go. Cadres at all levels should have high sense of mission
and responsibility, to warm and calm, intense but orderly.
"Governing a large country like cooking a small dish," we
should be careful to do any little thing, do not free to flow
destroyed, a chain of errors.

6, monitor included in the standardized management itself, its purpose
is the effective and efficient services to business needs

We remain committed to business-oriented, accounting for the overall
management and supervision system of the building. What is
business-oriented, is to dare to demand the creation and guidance made
"opportunity window" of the profits. Should be good at
seizing opportunities, narrow the gap, the company simultaneously in
the world to survive. What is accounting for the supervision and
implementation is to provide standardized services for the protection
of the financial services, standardization can be fast, accurate and
orderly, so that accounts and low maintenance cost. Normalization is a
sieve, in the service also completed the process of supervision. The
provision of services and monitor the whole process of melting into.
We have to reverse the implementation of audit, retrospective,
discover outstanding cadres, eliminate sedimentation layer.
Seven, in the face to have a sense of balance changes, psychological
changes have to bear

We must face the changes in the right state of mind. What is the
change? Is the redistribution of benefits. Interests of the
re-allocation is a major event, is not trivial. This time must have a
strong regulatory body to carry out the redistribution of benefits,
reforms to run. In the course of reform, the distribution of benefits
from the old equilibrium gradually allocate the new balance of
interests. The balance of the cycle is to promote core competitiveness
of enterprises to enhance growth and efficiency. However, the
distribution of benefits will always be uneven. We also have interests
change during post redistribution, such as large abbot into a small
hermits, you demolished the temple in addition to, regardless of what
is called, must have a correct attitude to treatment. If you do not
have a correct attitude, our reform is not successful, can not be
accepted. IT system, especially with the gradual completion of the
previous layers of administrative transfer and management system will
be more flat. With the disappearance of the middle layer, a large
number of cadres will become surplus, the surplus of the cadres of
various departments to timely delivery to the new jobs go up in a
timely manner and persuasion, will avoid the excessive redundancy. I
am in the United States, in, and IBM, Cisco, Lucent, and several other
large companies to discuss issues about leadership, IT what? They
said, IT is the job cuts, layoffs, more layoffs. Electronic flow to
replace manual operations to reduce operating costs and enhance
competitiveness. We will also face this problem. With IPD, ISC,
finance four unity, support the gradual roll out IT's network and the
establishment of the middle layer disappears. We expect that we cut a
lot of time around cadres in 2003 or 2004.

To see the situation today, we are now expanding, and many new jobs,
we have to quickly occupy the new post, to avoid being laid off. Both
the cadres and ordinary staff, layoffs are unavoidable. We never
promised as the same implementation of the lifetime employment system
in Japan. Our company is emphasized from the beginning to create
freedom of movement. Internal flow is very important, of course, the
flow rise or fall, as long as the company's core competitiveness has
improved, individuals and Lowering no harm done? "Do not Matter
happy and sad not to have." So today, we really care at all
levels of cadres is not to keep him, but to divert him, to ease out.

8, template management is the rapid progress of all employees magic

A new employee, read the template, the template will do, already
international, professional, current educational level, three on the
master. And this template is to explore several years to explore their
predecessors out, you do not go exploring. The process management
department, the rationalization of management departments must guide
all been optimized, the work has proved effective templating. Clear
process, repeat the process to run, work must be templated. A task to
achieve the same performance, less labor, but also less time This
shows management progress. We believe that, tackle the main template
construction, but also to make the process of template-related links
up, will make IT a reality. In this issue, we should strengthen the

9, Huawei's crisis and the shrinking of bankruptcy will certainly come

Now it is spring, but winter is not far off, we should be thinking
about spring and summer, winter issue. IT industry for the winter on
the other companies may not be winter, but for Huawei may be winter.
Huawei may come colder winter, colder. We also too tender, after ten
years our company has not experienced smooth development of setbacks,
without frustration, do not know how to correct path. Suffering is an
asset, and we have not been suffering, this is our greatest weakness.
We are not prepared to adapt to non-development and skills to prepare.

The arrival of the crisis is unwittingly, I think all the employees
can not stand in the position to question their own point of view. If
you do not have a broad mind, changes can not be treated correctly. If
you can not correctly 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 the unity of good comrades and improve
organizational efficiency, and to their own cadres sent to another
department, so that their subordinates have the opportunity to
upgrade. You reduce the establishment, to avoid redundancy,
compression. In the reform process, many changes will always touch
some of the staff some of the benefits and contradictions that we
should not grumble, saying strange words, especially to our cadres to
exercise self-discipline, not to spread gossip.

10 silence, and to respond to outside comments

Attitude towards the media, hope the staff have a low profile, because
we are not listed companies, so we do not need publicity community. We
are mainly responsible government, the effective operation of the
enterprises responsible. Government's duty is to abide by the law,
last year we handed over to the State VAT, income tax is 18 million,
the tariff is 9 million, combined total of 27 million. Estimated that
this year is likely to rise in the tax eighty seven per cent could
give the country handed over 40 million. We have a social
responsibility. The operation of the media have their own laws, we
should not go to participate in some of our staff to online debate, is
to help the company a disservice.

I think every employee should work up to their own energy use, and
only had to do their jobs for the greater benefit you to improve.
State of the reasons the national control, the subject of government
control government, the subject matter of social control of society,
we make a law-abiding citizens as long as, the completion of our
social responsibility. Only in this way can our security and
stability. Regardless of any problems, our employees should
steadfastly keep quiet, listen to the party, with the Government to
go. Strict self-discipline, not to say it should not make
irresponsible remarks. Especially cadres, to manage their families.
Our people are very Huawei etiquette people. When the community simply
do not recognize who you are when Huawei, Huawei who you are; when the
community will recognize who you are when Huawei, Huawei you are not,
because your practice is not home.

Shen Zhou thousands of junks sail past the million trees ahead of the
spring wood. Internet stocks plunge, is bound to two or three years
after the construction is expected to impact, when the manufacturing
sector has entered a contraction of inertia. Prosperity in front of
Internet stocks rose a few years ago the result of inertia. Remember:
"extremes meet", a network equipment supply this winter,
would like it hot, like people do not understand the cold,
surprisingly. Did not foresee, not prevention, it will freeze to
death. At that time, who coat, whoever survived.

Ren Zhengfei

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