“The company is developing too fast, and a large number of newly promoted leading cadres are too young, inexperienced, and not decisive enough!
Take the case of Sun Zhiming from Company 13, for example. Falling into someone else's trap is just an inducement. The fundamental reason is that he is not capable of making the best decisions on his own. He panics first when something happens and lets others guide him!
Now that I think about it, it’s really ridiculous. A general manager of a company can’t tell the difference between the serious and the serious. On the one hand, the punishment is internal reporting and demerits at most, and on the other hand, there is an abyss, but he just chose the abyss!
"
Yu Qingyang was sincerely sorry for Sun Zhiming and others' arrival, but no matter how regretful it was, they had violated party discipline and state law and could only accept the punishment they deserved.
The company will definitely be fired, and then Sun Zhiming and others will be punished by law for accepting bribes, lowering the quality of the project, etc.
It can be said that the lives of Sun Zhiming and others were basically ruined.
Regardless of whether they will go to jail for these things in the end, in the engineering and construction industry, they have been blacklisted and can no longer engage in related jobs.
I can't even find any other decent jobs.
What makes Yu Qingyang sad the most is the employees who were dragged down by Sun Zhiming. They all had a good future, but they went astray because of Sun Zhiming.
"Regarding the treatment of Company 13, there cannot be a one-size-fits-all approach. Some who have violated the law and the circumstances are serious should be expelled and fired, and should be handed over to the court. For some cases where the circumstances are minor, or where mistakes have been made under orders from superiors, internal notifications can be given.
, punishments such as deducting the full-year bonus and not being promoted within a few years, instead of direct dismissal!" Yu Qingyang set the tone for handling this incident.
"Secretary Zhenyao, the company's party-building activities must continue to be strengthened, intensify efforts, and conduct more party-building activities!
With the new secretary in mind, your discipline inspection and supervision team must keep up with the work!
With the rapid development of the company, the temptation of various interests can easily induce crime!
Your disciplinary inspection and supervision team is the guide and corrective device to ensure that the company develops rapidly and does not derail.
Don’t wait for the incident to happen before you deal with it, think of ways to do more warnings and publicity, in short, if you need people, I will give them, if you need money, I will give you money! Try to nip all kinds of job-related crimes in the bud!”
“As the company develops, the role of labor unions will become more and more important!
Comrade Wang Hongbo serves as the general manager of Huayu International Development Group, and the chairman of the labor union will definitely not be able to take care of him!
Therefore, I propose that Wang Hongbo be removed from his position as trade union chairman and Comrade Yu Chuanwu be appointed as trade union chairman!"
After setting the tone, it is time to adjust personnel, including the appointment of the chairman of the labor union, the general manager of Huayu Thirteenth Construction Engineering Co., Ltd., the chief engineer, and the director of the engineering department.
It's Yu Qingyang's usual style, most of the time he talks and others listen.
As for discussion, it must be discussed, but the content of the discussion has also been designated by him.
Keep a firm grasp of the rhythm and direction of the meeting.
In short, it is just one sentence to discuss small matters and make decisions on major matters.
This is similar to what later generations summarized on the Internet, small meetings are held for big things and big meetings are held for small things.
The main purpose of today's enlarged meeting is education, and through the incident of Sun Zhiming of Company 13, it can serve as a wake-up call for everyone.
As Yu Qingyang said before, Huayu's rapid development has led to a huge chain of interests.
Tens of thousands of construction teams, suppliers, and millions of migrant workers followed Hua Yu for meals.
Yu Qingyang knew how much interests were exchanged and exported behind this, but he couldn't put an end to this problem.
If the water is clear, there will be no fish. Once all the profit chains are cut off, the entire Huayu industry will be almost paralyzed.
He could only continue to hammer out some things so that they would not go too far.
The meeting was held for one day. Yu Qingyang finished speaking, Zhong Zhenyao spoke, Zhong Zhenyao finished speaking, and Wang Nianxin spoke.
The content of the lecture was very boring. It was all about ideological education such as dedication and dedication. Even Yu Qingyang almost fell asleep. If it weren't for the fact that he was sitting in the middle of the rostrum with hundreds of senior executives looking at him, he would have fallen asleep.
I forced myself to finish the meeting.
The next day, Yu Qingyang began to convene senior executives of each company individually to hold small meetings to lay out strategic development tasks for the next few years.
Now that Huayu has also received national support policies, naturally the previous five-year development plan is no longer appropriate, and the development plan for the next few years must be revised.
The first person called to the office by Yu Qingyang was HR Director Qian Haiyan.
The problem with Sun Zhiming of Thirteen Engineering Company this time also means that there are still loopholes in the personnel inspection, or that the personnel department did not inspect the cadres' quality comprehensively enough when inspecting the cadres.
"Chairman! I admit my mistake to you. It was my lax control that made Sun Zhiming obviously unfit to be the person in charge of the company..." Qian Haiyan was the first to admit her mistake as soon as she entered the office.
"Okay, I didn't call you here to criticize you! Let alone hold you accountable!
There is an old saying in China that it is difficult to draw the bones when painting a dragon or a tiger. You know the person but not the heart.
People's hearts are changing at any time. You can't completely deny your achievements just because of Sun Zhiming's incident!
I asked you to come here because I have a more important task for you.
The national leaders have fully affirmed our Huayu, and various support policies will be indispensable in the future. This is a great development opportunity for our Huayu!
Whether we can seize this big opportunity, I think the most critical thing is talent reserve!
Without sufficient talent reserves, no matter how good the policy is, it will be nothing!
Therefore, in the next few years, the work pressure of your human resources department will be very high!
Not only must we conduct follow-up inspections of all management and employees of the company, but we must also increase our efforts in external recruitment!”
Huayu's industry has now been divided into several parallel group companies.
But many business departments still have the same team.
For example, the Finance Department, the Human Resources Department, the Audit and Supervision Department, the Disciplinary Inspection and Supervision Department, the Quality Inspection and Supervision Department, etc. are all one horse with multiple saddles.
Now each subsidiary has its own human resources department, and the recruitment of fresh graduates has been delegated to the human resources department of each subsidiary.
The Group's Human Resources Department is only responsible for the inspection of management cadres of each subsidiary and branch, as well as the recruitment of senior talents.
Use headhunting companies or other methods to recruit people.
"Chairman, if you want to increase the intensity of poaching people, I can still do it. However, tracking and inspecting all management cadres of the group will require too much manpower and material resources..."
“If you want money, give money, if you want people, hire them yourself!
However, I require that every management cadre must be documented, tracked and inspected, and scored based on their performance at work!
By the way, regarding scoring, your Human Resources Department should study it and come up with a set of quantitative scoring standards for employees!
From now on, it will be used as a reference for employee promotion and appointment!"