Seeing that 1986 is coming to an end, all the major groups under the Li Group are very busy, making the final sprint for the year's performance.
Xiangyu Culture Group has also started a road show for listing. On December 16, in Tokyo, Japan, Le Yiling personally attended the road show.
At present, it is just a non-trading road show. After the completion of the round, the road show IPO will be carried out in February, as well as the subsequent pricing. On February 13, it will be officially listed on the Hong Kong Stock Exchange.
On the contrary, the Xinghong Sports Group in the United States is much faster than the Xiangyu Culture Group. There is no non-trading road show at all. Goldman Sachs, Tianyu Investment Company, and Merrill Lynch serve as underwriters and directly start a period of
A one-week road show for the IPO was held to determine the final pricing. The one-week road show started on January 3, and the company was officially listed on the New York Stock Exchange on January 12.
Although the relationship between Li Guangyu and the American consortium is not very good, for the sake of profit, they can still cooperate on this. Merrill Lynch and Goldman Sachs will naturally not refuse such cooperation. They will not push out things that can make money. This time it is a
A win-win situation.
Since several teams under Xinghong Sports Group are either on the road to defending the championship or are good contenders, and the four teams in the United States all play their home games in Los Angeles, they have a very strong influence in the United States. Last year, the group
Net profit exceeded US$100 million, and several major institutions valued Xinghong Sports Group at between US$1.2 billion and US$1.3 billion.
Xinghong Sports Group has a total of 1 billion shares and will offer 200 million shares to the public. Goldman Sachs and Merrill Lynch will each take over 80 million shares at a price of US$1.2 per share. The final pricing will need to be determined through this road show.
The influence of Tianyu Investment Company in the United States is far less than that of Goldman Sachs and Merrill Lynch, so this time Tianyu Investment Company itself underwrote only 40 million shares.
Li Guangyu didn't ask too much about this situation. He often stayed at Hengyu Supermarket Group these days, discussing the system reform of Hengyu Supermarket Group with Zhou Xiaoning, Qinghong, Chen Dong, Du Yuemei, Gan Qin and others.
problem.
In the conference room, Li Guangyu said: "We have emphasized the issues of competitiveness and rate of return in the system. When employees cannot adapt to their positions, our group must also make arrangements for training and re-employment. We cannot fail to fulfill our responsibility."
Simply dismissing the employee is not in compliance with the labor laws of various countries."
Nowadays, Li Guangyu is quite satisfied with the competition regulations. The era of big pot rice is gone forever. There will be competition and assessment for many positions. The year-end rewards of each store are also based on the profit of the store. The bonuses of the staff of each store are
No more equal signs.
Du Yuemei said: "Li Sheng, we have also thought of some ways in this regard. The group will set up a laid-off training department to retrain these people for employment. If the employees are still unable to adapt to the group's positions, we can only fire them. This
The implementation of this set of plans can continuously add fresh blood to our group and make the group full of vitality at all times."
In the past, front-line employees were paid almost the same if they earned more or less. Fortunately, Hengyu Supermarket has expanded rapidly in recent years and requires a lot of managers. Only these employees can have the spirit of hard work and progress. Hengyu Supermarket Group has not yet emerged as a big company.
problem.
Once the momentum of rapid expansion of Hengyu Supermarket Group ends, it will inevitably make many employees and middle- and lower-level managers feel slack and inert.
Now that this set of rules is implemented, no matter front-line employees or middle- and lower-level managers, they will definitely work hard in order to get more wages. In order to avoid themselves being fired, and in order to obtain more generous returns, the management will also devote themselves to
Put yourself into the work so that Hengyu Supermarket Group can form a virtuous cycle.
There are also some regulations for senior management here. Now senior management may not necessarily be able to work in the Li Group until old age. Once they do not comply with the above regulations, the senior management will also be fired.
The rapid expansion of the Li Group has ended. Now is the time to practice internal strength. Each major group will formulate a corporate culture that suits its own group. While enhancing the external competitiveness of the company, it must also increase the internal competition mechanism of the group. Only such a group can
can develop in the long run.
Li Guangyu said: "We recruit fresh graduates regularly every year. These are our preparation talents for middle and lower management, and they will become the backbone of our group in the future. Whether a store can develop well mainly depends on our managers and store managers.
We must pay more attention to this aspect.”
Li Guangyu knows very well that whether a store's performance is good or not, with product quality and price controlled by the headquarters, service is the main factor in their performance, and this aspect requires the daily management of the manager or store manager.
"Li Sheng, we have always attached great importance to the construction and training of store managers and managers. Our Hengyu Supermarket Group is service-oriented and provides customers with high-quality services and shopping environment. We will increase training in this aspect in the future.
, and also increase the construction of our corporate culture.”
Chen Linwen is under a lot of pressure now. As the first group under the Li Group to undergo institutional reform, Hengyu Supermarket Group has attracted the attention of senior executives of the Li Group. Whether this plan can be implemented smoothly and whether Hengyu Supermarket Group can develop
Even better, this is still unknown. If something goes wrong along the way, he will definitely become the scapegoat for this reform.
Hengyu Supermarket Group has a very great influence. Once something goes wrong, in order to give an explanation to all walks of life and calm external public opinion, Chen Linwen can only choose to leave his current position late.
After this reform, the management of Hengyu Supermarket Group below the eleventh level has completely abolished the treatment of equal pay and bonus for equal work. From now on, the salary will be the basic salary plus performance. The more you work, the more you will get. The more profits you make for the group, the more performance rewards you will receive.
.
Hengyu Supermarket Group currently owns nearly 700 supermarkets and more than 1,400 convenience stores. Together with its transportation companies, this reform involves the interests of tens of thousands of employees. This is not just talk.
Zhou Xiaoning said: "Li Sheng, we have made calculations. As long as they work normally, their wages can reach the current level. If the employees work harder, they can get more rewards. We have some people who are just dawdling.
It’s useless to keep them, this time we can just get rid of a group of people who are of no use to the group.”
This time, Zhou Xiaoning mobilized elites from the Accounting Firm and conducted a lot of calculations. He also conducted multiple surveys and checks in some areas before completing the new salary system of Hengyu Supermarket Group.
As long as employees work hard, it is impossible to get lower wages than they are now. With the development of Hengyu Supermarket Group, if they work harder, wages can rise a lot.
Li Guangyu said: "New Year's Day is only half a month away. You must carefully review these regulations to see if there are any loopholes in these regulations to ensure that our new system can be implemented smoothly in Hengyu Supermarket Group.
At the same time, Uncle Chen will dispatch personnel from the accounting firm, law firm and review department to form an inspection team to inspect the Hengyu Supermarket Group in the next year to ensure the implementation of the system and identify problems, and provide timely feedback to the group
Senior management and the group must rectify the problems in a timely manner."
Li Guangyu is very clear that the implementation of a system cannot be without problems, which requires the group's top management to discover and make adjustments in time to optimize the system, so as to ensure that the group's development does not cause chaos.
Now that Chen Dong's affairs are not as busy as before, it is very suitable to do such a thing.
Du Yuemei said: "These days, our supermarket group needs to explain the system clearly to all employees of the group, and during the first month of trial period, explain to them that before wages are paid in February, employees will vote, and more than 2/3 of the employees will
If you support the new system, we will fully implement it. If any employee does not accept it, he can choose to leave at that time."
Du Yuemei is still very confident about this. He believes that the vast majority of the group's employees support this new salary system. After all, no one wants to receive such a dead salary. As long as these employees work hard, their January wages will definitely increase.
higher than before.
Li Guangyu strongly supported Du Yuemei's approach. He said: "Linwen, your group's administrative department must make arrangements in this regard and must convey the system to every employee. What our group needs is people with a fighting spirit. Those who
Those who hope to live and support themselves in the group, we must resolutely ask them to leave."