VIEWS: 7 PAGES: 11 POSTED ON: 9/28/2010
Reproduced in the winter of Huawei Ren All employees are considered, and if one day the company's sales decline, falling profits or even bankruptcy, how do we do? Peace in our company too long, the official rise in times of peace too much, 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 do we deal with, we are not thinking too. We are proud of a lot of blind people, blind optimism, if thought about too few people, perhaps soon arrived. Be prepared, not alarmist. When I went to study in Germany, see Germany after World War II, recovered so quickly, was very moved. They were the workers to unite and proposed to lower wages, no increase in wages, thus speeding up economic development, so the post-war German economy is growing rapidly. If Huawei's really a crisis comes, is not wages and salaries by half, we rely on a little cabbage, pumpkin live, you can line? Or whether we will be able to lay off half of the rescue company. If this is on the line, then risk is not dangerous. Because the risk of a past, we can gradually fill back wages, or sales growth, will be forced to lay off people, please come back. This is nothing crisis. If both are carried out, can not save the company, thought not. I think ten years is a failure every day, turn a blind eye to the success, there is no sense of honor, pride, but the sense of crisis. Only in this way may survive for a decade. We must all work together to think, how to live, and perhaps live longer to save up some. Failure is the day will surely come, we have to prepare, this is my unwavering view from it is the law of history. Huawei old crying wolf, cry more, we do not believe there was. But the wolf really came. This year we have to start widespread discussion of the crisis, what crisis Huawei discussion, your department have any crisis, any crisis in your department, your processes, what crisis point. Can improve it? Can improve it? Can increase the per capita efficiency? If the discussion is clear, that we might die to extend 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 go on. First, balanced development, is to grasp a short piece of wood How can we survive. Comrades, you have to think about, if your output per capita per year, an increase of 15%, you may only hold the same or may pay slightly decreased. Year decline in prices of electronic products has more than 15% of it. We sell more and more, but profits less and less, if we do a little small, we may not hold today, let alone a raise. Can not rely on endless overtime, so be sure to improve our management. Improvements in the management, we must emphasize that improve our shortest piece of wood. All departments and sections, the main leaders of the process are necessary to grasp the weak link. To adhere to the balanced development, continue to strengthen the process type and time-based management system led by construction, in line with the company to enhance the core competitiveness of the overall conditions, to optimize your work, increase the contribution rate. All companies must establish a uniform value evaluation system, a unified evaluation system in order to enable staff mobility and balance in the internal as possible. For example some people say that I am engaged in research and innovation is very powerful, but how to display the value of innovation, innovation must be transformed into commodities in order to produce value. We focus on technology, attention to marketing, which I do not object, but each chain is very important. R & D relative to use of services, the same level of a service engineer may be greater than the integrated treatment of R & D capabilities also stronger. So if we agree on the service system does not give, then this system will never not the best people to form the. Not by the best people to organize, is the high cost of organization. Repair the machine as he flew past, a trip to fix it, fix it and fly past, but also flying in the past and fix it. We pay all of the sponsors to civil aviation. If we can fix one, or simply do not have in the past, using remote guidance can be repaired, we will save how much ah! Therefore, we should emphasize a balanced development can not be dwelling on one aspect. Second, to do with the people responsible for the accountability system is essentially different, one is the expansion system, a system is convergent Why do we have to emphasize process-oriented model and time-based system? Now the cadres operating on the process, they used everything superiors. This is wrong, there are already provisions, or a practice, do not bother to consult, should be quick to let it pass. Execution flow of people, is to be responsible, and this is what accountability. Consult everything is on human responsibility, it is convergent. We want to reduce unnecessary confirmation of things, to reduce unnecessary in the management, important links, otherwise how could the company run efficiently it? We now have considerable authority departments and a considerable establishment, in the manufacture of garbage, and then entered the garbage sorting, cleaning, manufacture of some jobs. Manufacture of these complex documents, engage in a number of complex procedures and unnecessary statements, documents, to feed some unnecessary to feed the cadres, cadres can not produce value-added behavior. We have to monitor the effective conditions, try to streamline the agency. Marketing agencies are incompetent. The daily paper like snowflakes, like Fly, to report to the Office every day, this report today and tomorrow to the report, 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. Starting tomorrow, the extra marketing database to form a group of cadres, all data can only be to the team, not to the office to the office must give authority score, you do not give them to play so good points, so They eat a little loss, otherwise they will not understand this truth, they will not serve you, make you a strong fight. In their own work, we must dare to responsible, to make the process faster, for self-preservation of the people must be removed. Huawei gives employees good benefits, so some people say do not lose this seat, do not lose the benefits. Those who want to protect their own interests people, to remove him from office, he was a stumbling block to change. In the last year, if the behavior does not improve, or even have not committed an error, the work has not improved, is not to remove him from office in place. His department did not raise the per capita benefits, he became the chief can not. He said he did not make a mistake, ah, did not make a mistake you can as a cadre? Some people are not committed an error because he did not do a thing. And some people at work made some mistakes, but he managed a large department to enhance the per capita benefits, I think that cadres would use. On neither made mistakes, and no improvement can be locally removed cadres. Third, self-criticism, thought, character, qualities, skills, innovation and good tools We must implement the self-critical as the center of organizational transformation and optimization activities. Criticism of self-criticism is not as critical, but not for the full negative criticism, but to optimize and construction and criticism. The overall goal is to enhance the core competitiveness of the company as a whole. Why should emphasize self-critical? We advocate self-criticism, but does not promote mutual criticism, because criticism is not good grasp of appropriate, if the criticism is very strong smell of gunpowder, it is easy to cause conflict between the teams. While he does criticize their own people do not own under the uncompromised, would mercy of their own. That the use of lightly beat the feather duster, than do not play well, play more years, you will be tempered into a steel out. Self-criticism self-criticism is not only individuals, organizations have their own self-criticism. Through self-criticism, the backbone at all levels should strive to shape their own, gradually moving towards professionalism, to the international. Companies that self-criticism is a good way of personal improvement, this weapon can not grasp the staff at all levels do not wish to be promoted to them. Two years later, still can not grasp and use of this weapon to reduce the use of cadres. The reign of cadres working endless struggle, progress is more than. Officials should have the professionalism, dedication, responsibility, sense of mission. We have no dedicated general staff requirements, they should pay for their labor, to obtain a reasonable return. Only a dedicated member of the operational requirements of their trained cadres. In addition, we implement strict requirements of the senior cadres, cadres generally not strict requirements. Have implemented strict requirements for our administration costs too high. He has to spend money because the tube ah, do not fight the things we want less grain dry. Therefore our cadres at different levels have different requirements, those who can not use the self-critical cadres of this weapon can not be promoted. Senior cadres from the beginning self-critical, high-ranking cadres of democratic life every year, at the mention of the issue of democratic life is very sharp. After listening, that was really intense internal struggle, you see, they spoke very sharp questions, but they are not finished shaking hands and fight go? 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, each must be sweetness and light when the comments. I think the criticism of others should be a dinner party, should be painting, embroidery, to Wenliang Gong so. Must not become the internal democratic life became a militant of the meeting, senior officials pointed some of their high quality, more to the grassroots level should be more moderate. Do not expect a finished, not a year or two years may, not later than three years of the progress. I hope that cadres at all levels in the organization of democratic 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 weaknesses, suggest improvements, the sweetness and style best. Fourth, qualifications and fictitious profit law is a reasonable assessment of cadres to promote the company's orderly, efficient system We must unswervingly continue to implement the qualification management system. The only way to change the assessment status evaluation of Mongolia. Will make contributions to, and responsible people to grow up as soon as possible. Incentives should be beneficial to the company's core competitive strategy in full swing, but also conducive to the core competitiveness of the recent growing. What is leadership? What is a politician? The Israeli elections, let us see the shortsightedness of the Jews. Rabin realized that a small country of Israel, hundreds of millions of Arabs in the siege, although several have defeated the Israeli war in the Middle East, 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 peace, then once the Arabs strong, they will re-displaced. If so few Jews back in 2000 has not come back, might not be. And most people only care about immediate benefits, Sharon was the hard-liners, the recent win for the interests of Jewish people support him. I finally see a Jew like us the same short-sighted. Do not our leaders to meet people, but the purpose of promoting the organization, pay attention to methods of work. Officials should have the professionalism, dedication, responsibility and mission. Difference between a cadre is not a good cadre, is not loyal, there are four criteria: First, you have dedication, the seriousness of the work improved, but also to improve it? Could be better? This is the professionalism of your work. Second, you have dedication, do not care too much about our value assessment system can not be absolutely fair. Cao Chong said, as if the method to be used to evaluate the qualifications, then it is certainly fair. However, if evaluated with a precision balance, it is certainly not fair. We want to be absolutely fair is impossible. I think that dedication is the assessment of cadres, a very important factor. If you are too preoccupied with a cadre, the cadres is absolutely done, you men have a lot of soldiers, you selfish, preoccupied, your people can work with you good? No dedicated people not to do cadres, cadres must have to do the dedication. The third and fourth point is to have sense of responsibility and mission. Our staff all have 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 or do you have some sense of responsibility and mission, up to improve, otherwise you will eventually want to go on free. Fifth, do not blindly innovative in order to reduce the huge organ Smaller temple, the abbot by a few, less monks, is one such reform bodies. The general principle is that we must be compressed bodies, and why? Because we have built a IT. Why should we build IT? Dr. when road design, steel rail system to master, to pave the way to undergraduate students. Fork in the road repaired, but do not pull such a high degree, or else no one Zuo Buqi the train. So when our organization system and process system up, do not so much high-level cadres, the abbot for less. We should adhere to the "small improvements, big reward." "Small improvements, big reward" is our long-term persistence of the modified approach. Improvement should be based on small, constantly sum, a comprehensive analysis. The overall objective of the process with the company in line, the harmony with the surrounding flow, to simplify, optimize, and then curing. This process is advanced, it is necessary to increase the contribution rate to evaluate. When I was young to know that Hua's words, "the magic of easy to be smooth and easy to mention lack of magic." Some of our staff, give him one thing out of ten things he was able to, this innovation do not need to, is incapable of performance. This is the waste we produce, to reduce the use of such employees. So many changes this year, the project, but each item must be to change the contribution rate to assess. It is necessary to achieve high growth, but also simultaneously the management of change, complexity, walks with difficulty, long way to go. Cadres at all levels have a high 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 must be careful to do any little thing, do not arbitrarily destroy the process, a chain of errors. VI, inclusive of standardized management of their control, its purpose is the effective and efficient services to business needs We must continue to adhere to the business-led, accounting for the supervision and macro-management methods and system construction. What is business-led, is to dare to demand creation and lead to obtain the "opportunity window" of the profits. Also good at seizing opportunities, narrow the gap, the company simultaneously in the world to survive. What is accounting for the supervision, is provided for the protection of the business to achieve the standardization of financial services, standardized to be fast, accurate and orderly, so that account maintenance costs low. Normalization is a sieve, in the service also completed the process of supervision. Services and monitoring should melt into the whole process. We have to reverse the implementation of the audit, retrospective, discover outstanding cadres, eradicate precipitation 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, not a trivial matter. At this time there must be a strong governing body is required for the redistribution of benefits, the reform in order to run. In the reform process, from the old balance of the distribution of benefits and gradually moving toward a new equilibrium distribution of benefits. 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 the post redistribution, such as large abbot into a small hermits, you demolished the temple, what is more, should have a correct attitude to treatment. If you do not have a right attitude, our reform is not successful, can not be accepted. IT system, especially with the gradual completion of the previous delivery and management of multi-layer administration system will be more flat. With the disappearance of the middle layer, a large number of cadres will become redundant, the major sectors of the cadres to timely delivery of the surplus to the new jobs go up in a timely manner and persuasion, will avoid the excessive layoffs. I am in the United States, in and IBM, Cisco, Lucent, and several other large companies to discuss issues about leadership, IT is what? They say, IT is the job cuts, layoffs, and then laid off. The electron flow to replace manual operations to reduce operating costs and enhance competitiveness. We will also face this problem. With IPD, ISC, finance four reunification, support the gradual roll out IT's network and the establishment of the middle layer disappears. We expect much of our time to cut some cadres in 2003 or 2004. To see the situation today, we are now expanding, and many new jobs, we have to hurry to occupy the new post, to avoid being laid off. Regardless of cadres and ordinary employees, layoffs are inevitable. We never promised, like Japan, the implementation of lifetime employment. Our company is emphasized from the beginning to create freedom of movement. Internal flow is very important, of course, the current rise and fall, as long as the company's core competitiveness has improved, the individual up, down and then? "Not pleased, not to have compassion." So today, we have a real concern for cadres at all levels, not to keep him, but to divert him, to ease out. VIII, template management of rapid progress in all the magic staff A new employee, read the template, the template will be done by, to have international, professional, educational level now, three months to master. And this template is to explore the previous decades to come explore, and you do not have to explore. The process management, rationalization of management, all types has been optimized to be good at guiding, and has proven to be effective the work of the templating. Clear process, repeat the process to run, work must be templated. A work to achieve the same performance, less labor, and less time, this description of management progress. We believe that the main template to seize the building, and the associated process template link up, will make IT a reality. On this issue, we must strengthen the construction. September, Huawei's crisis and decline, bankruptcy will definitely come It is spring now, but winter is not far off, and we remembered in the spring and summer to the winter issue. IT industry, the winter is not necessarily for other companies in winter, while Huawei may be winter. Huawei colder winter may come, colder. We also too tender, our company after years of setbacks have not experienced smooth development, without setbacks, do not know how to correct path. Suffering is an asset, and we have not been suffering, this is our greatest weakness. We simply can not adapt to the mental preparation and not to develop skills in preparation. The arrival of the crisis is unwittingly, I think all the employees can not stand to stand on our own point of view the problem. If you do not have a broad mind, we can not correctly deal with change. If you can not correctly deal with change, resist 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 to other departments to make their subordinates have the opportunity to improve. You reduce the establishment, to avoid layoffs, compressed. In the reform process, many changes will always touch some of the benefits of certain employees and contradictions that we should not complain, saying blame if our cadres in particular, to exercise restraint, do not spread gossip. X. talk quietly deal with the outside world Attitude towards the media, I hope all the staff have a low profile, because we are not a listed company, so we do not need publicity community. We are mainly responsible government, responsible for the effective operation of the enterprise. Government's duty is to abide by the law, last year to the State VAT, income tax is 18 million, the tariff is 9 million, add up to a total of 27 million. This year, we estimated the possible further increase in the tax eighty seven per cent could give the state more than 40 million handed. We have a social responsibility. The operation of the media have their own laws, we do not go in, some of our staff to online debate is to help the company a disservice. I think every employee should use their own work up the energy, only their own work well, you can bring greater efficiency to improve. The subject matter of national regulatory state, the subject of government control government and social reasons of social control, we just want to make a law-abiding citizens, to complete our understanding of social responsibility. Only in this way can our security, and stability. Regardless of any problems, our staff have steadfastly keep quiet, listen to the party, go with the government. Strict self-discipline, should not say do not talk nonsense. Especially the cadres themselves and their families. We are all very ceremonial Huawei people. When the community did not recognize you, Huawei, you are Huawei; when the community will recognize when you are Huawei, Huawei, you're not, because you do not practice at 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 have an impact, then entered the contraction of the manufacturing sector to the inertia. Boom in front of Internet stocks rose a few years ago the inertia of the results. Remember that word: "extremes meet", a network equipment supply this winter will be like people do not understand it as hot, cold surprise. Did not foresee, not prevention, it will freeze to death. At that time, who cotton, whoever survived. Ren
"Reproduced in the winter of Huawei Ren"