The first thousand one hundred and seventy-five chapters of the basic rules of North Industries Group (1)
Liu Lang stayed in the capital for another two days, carefully studying every detail of the plan with Zhou Hu and Kaminsky, listing all the possible accidents that he could think of, and then formulating countermeasures one by one. He didn't let go until he thought everything was safe.
Come.
When Liu Lang returned to Fucheng, it was already the end of January 1992. There was only one week left before the Spring Festival, and every household began to prepare New Year's goods.
The two trucks of New Year's goods have been distributed. The employees of Norinco are all beaming with joy, but the joy cannot cover up the working atmosphere. Everyone is still in a very tense environment. They start working at 8:30 in the morning and continue until 5 in the afternoon.
At half past one, it can be said that the workload is quite heavy.
For other factories, they would not have much thought on work during the period of only one week before the Spring Festival, but the employees of Norinco are different. Even though their wages are high and their work is tiring, they never
No one complained about this.
In the past few years, fraternal units from all over the country come to inspect and study every year. Of course, the number of times is not many, and only five places are given each year. Only Liu Lang dares to make such a request, and the country also obeys it honestly.
Moreover, Liu Lang never showed up when these companies came to visit. He made a fuss and just asked Jun Song or Lin Hai to receive them, and then stayed in the cafeteria for a meal at noon. Liu told them to get out of here.
Every company that comes to NORINCO for inspection and study always focuses on NORINCO's advanced equipment and the level of its workers. Of course, this is indeed the focus of everyone's attention, but few people pay attention to this phenomenon.
That is because the workers' fighting spirit is always so high, and it seems that they naturally like to work.
Even if some people see this, they don't think deeply. They think it's because Liu Lang's salary is high, and many people think that as long as their boss gives them the same salary, they can do it too.
Is this the case? Of course not. In economics, there is a concept of marginal cost. This concept was originally used in cost-effectiveness, but it is also common in human society.
When a person's monthly salary is one hundred yuan, if he is given an increase of fifty yuan, he will gain a great sense of accomplishment and work more vigorously. If he is given an increase of one hundred yuan, he will forget to eat and sleep.
Hoping to be worthy of the salary, he keeps raising his salary like this. Once a limit is exceeded, his enthusiasm for work will take a sharp turn.
For example, when his salary is increased from 1,000 yuan to 1,200 yuan, it is obviously the largest one-time increase, but he is no longer as passionate as before. This means that the marginal cost is getting higher and higher.
If you just use salary increases to keep employees motivated all the time, this approach can only be said to be the lowest level and cannot be sustained for a long time. Only by establishing a good corporate culture can the company be dynamic.
Corporate culture must be established by modern enterprises. In China in the early 1990s, few people were aware of this.
Gemei Air Conditioning Factory was the first company to establish its own corporate culture. Chairman Sun Mingfan would always mention Liu Lang's name every time he was interviewed to talk about his experience, so Liu Lang became the first person in China to propose the concept of corporate culture.
people.
It is not easy to establish a corporate culture. It requires finding the company's own positioning, but this is not the most difficult thing. The most difficult thing is to get all employees to recognize this culture and strive for the corporate culture. This is the most difficult thing.
Norinco has initially established its own corporate culture, which is "use technology to transform the world and use technology to conquer the world!"
This corporate culture reflects Liu Lang's "ambition" and tells everyone that technology is the primary productive force, and then it is necessary to make all employees truly strive for this goal, which is extremely difficult for others.
, in an era when Chinese people were still struggling to fill their stomachs
It sounds a little funny to give people the idea of ​​conquering the world, but with Liu Lang's financial resources and his almost "brainwashing" indoctrination of his employees, everyone firmly believes that this goal can be achieved. Because of this, Northern
Industrial groups have shown their super fighting power.
But Liu Lang is not satisfied. He also wants to improve the company's culture so that everyone has both lofty ideals and tangible traces. A two-pronged approach can make further progress.
Liu Lang decided to launch Norinco's own corporate basic law, whose full name is "Norinco Basic Law". This basic law will lead the company to the future and glory.
There are nine "Norinco Basic Rules" in total.
Rule 1: Focus on the long term, and the future is our goal.
In the past, this rule was empty and seemed to be just a good wish hanging on the wall for employees to look forward to, but this time Liu Lang gave an explanation.
The explanation of this law includes a short-time working system, which is a new concept proposed by Liu Lang. It means that companies work with employees through measures such as shortening working hours, temporarily reducing wages, arranging training or vacations, etc. to tide over the crisis and avoid layoffs as much as possible.
To be honest, layoffs are a very "reactionary" topic in China today. If you want to lay off people, aren't you seeking death? Even Wang Zhendong didn't recommend writing this down clearly, but Liu Lang still insisted on writing it down. It's very simple.
, in the near future, many workers will feel the pain of unemployment.
In a market economy, unemployment is a part of an enterprise. Any enterprise has experienced the pain of layoffs, especially in Western countries. Layoffs are commonplace. Once the market changes, not to mention employees, even the enterprise will be eliminated and laid off.
These workers can save labor costs, but the loss of employees takes away not only costs, but also skills, so layoffs are also a huge harm to the company, and they will not be done unless it is a last resort.
Therefore, the hourly labor system is not only a system to reduce costs and retain employees, but also a requirement for managers. In order to keep up with the progress of the times and the requirements of the market, managers must take a long-term view. With the help of this system, companies can
Establishing a long-term talent reserve also saves the cost of re-recruitment and training after business recovery.
This system allows employees to not worry about losing their jobs even when the general environment is not good or the company's operating performance is poor. This sense of security is rewarded by employees' absolute loyalty to the company and full devotion to work.
Rule 2: Lead the market with innovation.
Many companies will regard this as a rule, but they do not have a specific action plan and it is completely written on the wall.
Norinco has a detailed explanation of this rule. If you can only copy and paste, your company will never succeed. Norinco's main selling point is technology and innovation and the value it provides, not low prices.
Continuous technological innovation is the root of the long-lasting prosperity of manufacturing enterprises. In the eyes of many people, innovation seems mysterious and out of reach, but in fact, product quality is achieved through continuous, small-scale process and product improvement.
The improvement is a more realistic innovation.
Therefore, Norinco Group encourages everyone to put forward their own ideas in details, and design awards, and conducts evaluations every quarter. Inventions recognized by the group will receive awards of 10,000 to 5,000 yuan, and there will be an annual evaluation at the end of each year.
The first place in the competition will receive a reward of 50,000 yuan.