Tao Wuming, president of the First Business Department, replied: "Boss Bai, let me give you a suggestion. Because this microphone is not enough, I suggest that two people can be reduced.
The problem basically does not involve the securities department, so the general manager of the securities department can relax a little.
The representative of the vice president of production and the representative of the project manager are close to each other, and the conflicts and problems in the project department are definitely the most common.
Representatives of the Vice President of Production will not be assigned for the time being.
This will reduce the two microphones.”
Bai Qingting: "I mean it means or all the students, isn't it just a matter of missing two microphones?
Let’s all start immediately and move the front meeting table position. The nine positions are formed to surround you, and the people you participated in the discussion sit together. I still wrote everyone’s conclusions on the whiteboard on the podium.
In this case, 7 microphones are enough for 9 people who sit close to it."
Tao Wuming, president of the First Business Department, arranged: "Some brothers come up and help set up the conference table."
In a few minutes, more than a dozen people from the First Business Department went to help pull the conference table open and set up a seat under Bai Qingting's guidance.
Bai Qingting: "Now, please invite the presidents of three business units, Feng Shilan, head of the financial center, Ma Wenxuan, head of the cost center, Wen Pingmin, general manager of the securities department, Zhao Manfu, deputy director of production, and Zhang Yunqing, head of the district business, and Zhang Yunqing, project manager
Send a representative Peng Siyuan to come up and sit down to participate in the discussion of these 25 issues on the spot.”
Bai Qingting: "Mr. Tao has 25 questions. First of all, the presidents of your three business units expressed their opinions, and the remaining six people expressed their opinions at random.
All participants should pay attention to it. If you have better opinions, you must take the initiative to mention them after these 9 people have finished speaking. This is not only for the company but also for everyone's good.
I will write the results of the discussion on this whiteboard.”
Bai Qingting: "1, Supplier resource sharing
Mr. Tao, how did you consider this issue?"
Tao Wuming, President of the First Business Department: "This issue of supplier resource sharing has been implemented in this way within our First Business Department.
All supplier resources of the project department are reported to the Ministry of Commerce of the business department, and the Minister of Commerce arranges the questionnaire and selects them.
These Curry suppliers are divided into ABCD level 4.
Level A is the most obedient and capable person. He works well and can help the company advance funds.
Level B is obedient, capable, and has done a good job, but has no ability to advance funds, or is unwilling to advance funds for the company.
Level C is just obedient, average strength, and average work.
D, because of various reasons, it is unpleasant to cooperate with the company and needs to cut off the suppliers they cooperate with.
If the company wants to decide to adopt this supplier resource sharing model, the First Business Department can provide strong support.
First, provide existing supplier databases for companies to use.
The second is to provide people who manage supplier databases for companies to use.
Boss Bai, I'm finished speaking."
Bai Qingting: "Mr. Tao, what do you mean is that a business unit already has a supplier database, can it be shared?"
Tao Wuming, President of the First Business Department: "Yes, Boss Bai."
Bai Qingting: "Okay.
Please ask Lei Chun, President of the Second Business Department, to express his opinions on the first issue of supplier resource sharing."
Lei Chun, President of the Second Business Department: "Boss Bai, our second business department has few projects and the management has not been able to keep up. We need to learn more like Mr. Tao.
Thanks to Mr. Tao for providing the existing supplier library for sharing and use by other business units.
I can also report the current supply resources of the business department to the company under the unified guidance of the company and submit them to the company for unified allocation and use."
Bai Qingting: "Okay, please tell me what you think about Article 1 Supplier Resource Sharing."
Song Zhiyuan, President of the Fifth Business Department: "Boss Bai, it is true that Mr. Tao of the First Business Department is doing a good job in management. He has established the supplier resource library, and during the use process, I have to admire it.
At present, our fifth business department only verbally requires that the supplier database resources in each province must be shared, and that the bidding shortlist should be given more fresh blood and avoid bidding to the greatest extent.
My suggestion is to focus on the management of the supplier database of the first business department, so that they can provide services to Ma Wenxuan, the head of the cost center, and refer to the supplier database of the entire company first.
The method of doing it as fast as possible.”
Bai Qingting: "Is this what I mean by borrowing a business unit supplier system?"
Song Zhiyuan, president of the Fifth Business Unit: "That's what it means."
Bai Qingting: "Supplier resource sharing should be established, accept Song Zhiyuan's suggestion, and borrow the supplier system of Mr. Tao, president of the First Business Department, to Ma Wenxuan of the Cost Center.
Mr. Tao, do you have no objection?
Support it?"
Tao Wuming, President of the First Business Department: "Boss Bai, I agree with and support it with both hands and feet."
Bai Qingting: "Okay, thanks to Mr. Tao for your support.
Mr. Ma Wenxuan, you should contact Mr. Tao as soon as possible, and start the matter of sharing supplier resources in the cost center and promote it across the company.
How long does it take for you?”
Ma Wenxuan, head of the cost center: "Boss Bai, as long as you have the strong support of Mr. Tao, I promise to establish this supplier resource library within one month and let him share it across the company."
Bai Qingting: "Okay, I like Ma Wenxuan to be decisive and clear in his work.
In one month, we have achieved results.”
Ma Wenxuan, head of the cost center: "Boss Bai, I promise to complete the establishment of the supplier resource sharing library on time and let him use it normally."
Bai Qingting: "The second problem is that the management personnel are not evenly configured. How can we solve this problem? Mr. Tao."
Tao Wuming, president of the First Business Department: "Boss Bai, this matter is indeed difficult to crack.
In our northeast, we follow our elder brother.
In the project department with few people, the eldest brother is not good at treating people well, so the person slowly ran away.
With a large number of people, the elder brother treats people well and cannot even be driven away by people.
If people in places with a large population are forced to be transferred to places with a small population to work, the transferred person is likely to resign because of this.
It's not worth the loss."
Bai Qingting: "I can't understand your big brother culture very much.
They are all serving the same company, and changing the project department will do the same thing. The salary has not been reduced, and the bonus may increase.
Why are you so stubborn?
Is there no way to crack it?"
Tao Wuming, president of the First Business Department: "There are methods to crack it, but the effect is not very good.
For example: if people from the south are transferred to places with fewer people in the project department, this problem is not that prominent.
For example, reduce the amount of projects allocated to projects with fewer people in the project department.
Let the project department have more people to undertake the project management work.”
Bai Qingting: "There are fewer people and fewer projects, and the number of people increases projects.
OK, Lei Chun, president of the Second Business Department.”
Lei Chun, president of the Second Business Department: "Boss Bai, the areas I manage do not have these bad habits. As long as you need it at work, you can adjust whoever you want. If you don't listen to hello, you can get out.
Simple and crude, direct and efficient.”
Bai Qingting: "Okay, please transfer according to work needs. Song Zhiyuan, president of the Fifth Business Department, will talk about it."
President of the Fifth Business Department: "The problem of uneven management personnel allocation is essentially closely related to the tightness and tightness of the project department's work.
When work is tight, there will be insufficient staff, and when work is relaxed, there will be too many staff.
When doing engineering, I face the ever-changing changes every day.
Maybe the management staff is not missing today, but tomorrow I am urged by Party A to rush to work, so the management staff will be missing soon.
Our employees of the fifth business unit say hello when recruiting. No matter how you used to be, now when you are in the fifth business unit, you must obey the hello and obey the arrangements.
You are not allowed to choose sides or form gangs.
When the management staffing of the project department is uneven, it is best to adjust personnel in the area to solve the problem, and secondly, it can adjust personnel across the area to solve the problem."
Bai Qingting: "Mr. Song, what do you mean is to adjust the staffing configuration as needed?"
Song Zhiyuan, president of the Fifth Business Department: "Boss Bai, you have summarized it well. I have said so much. You can solve it clearly by adjusting the staffing configuration as needed."
Bai Qingting: "Are there any additional issues regarding the second issue of uneven management staffing?
If not, the third question will come to the third question.
The employee upgrade mechanism is opaque.
Mr. Tao.”
Tao Wuming, President of the First Business Department: "In our Northeast China, the problem may be more serious. Whoever my brother likes will be easier to reuse. I have no good solution to this problem and think it is normal.
In addition, the company itself has not developed this transparent employee upgrade mechanism."
Lei Chun, president of the Second Business Department: "The problem of opaque employee upgrade mechanism is that it lacks some corresponding rules and systems.
It is recommended that the human resources manager Zhou Nan take the lead in improving a salary system and write this employee upgrade mechanism into the document, and each newcomer will send one copy when he comes."
Bai Qingting: "Improve a salary system. Mr. Zhou Nan of the human resources, what about your opinions?"
Zhou Nan, the head of human resources: "Boss Bai, I think Mr. Lei's opinions are very accurate. After I get to know, I will arrange to rectify our salary system. After finding out the faults, I will form a solution and submit it to the company for approval."
Bai Qingting: "Mr. Song, the issue of opaque employee upgrade mechanism."
Song Zhiyuan, president of the Fifth Business Unit: "Everyone said just now that we should re-form a new salary system.
Here is a suggestion to clarify what kind of performance teams can achieve how many jobs and salary increases.
This team can be a production area or a business unit.
In short, we must avoid the problem of eating big pots. We must not engage in egalitarianism in the matter of giving jobs and pay increases. We must give jobs and pay increases to those who have made outstanding contributions.”
Bai Qingting: "Don't eat big pot rice.
Zhao Manfu, how do you solve the problem of opaque employee upgrade mechanism?”
Zhao Manfu, production manager of Nanhai District, Fifth Business Department: "The employee upgrade mechanism is not transparent, which is still relatively vague. I think the employee upgrade mechanism needs to have a quantitative standard, otherwise the mechanism will be transparent in time, which will make employees complain.
.
For example: Project manager, the quantitative standard is how much output value has been completed and how much money has been recovered?
For example: the business manager in the area, each person manages how many project departments, how much output value is there, how much payment is received, how much payment is there, whether it is positive cash flow or negative cash flow, whether there is a settlement with the upper hand, whether it is done or not
, what is the result of the process? The gross profit margin of the target assessment has been reduced and has not waited.
Is there any settlement review and what is the accuracy?
Have you been reported? What are the results found after being reported?
Have you trained new business personnel, etc.
So, what are the scores of these assessment indicators? Design the weight of each score.
In this way, the assessment indicators of a district business manager can be fully quantified and calculated based on scores. Those with high scores have the right to participate in the promotion and salary increase."
Bai Qingting: "What you said is so complicated.
You summarize it into a few words and try it.”
Zhao Manfu: "Boss Bai, summarized it as: Quantifying the upgrade standards of employees, do you think, is it feasible?"
Bai Qingting: "It is feasible to quantify employee upgrade standards."
Bai Qingting: "Okay.
The fourth question is, the bonus distribution mechanism is opaque.
Mr. Tao, please give your solution.”
Tao Wuming, President of the First Business Department: "Boss Bai, our previous prizes were the output value award, collection award, settlement award, and excess gross profit award, these items.
The company has set standards for these bonus ratios.
The reason why it is reflected is that some people say that the bonus allocation mechanism is opaque. It may be that the bonus allocation ratio has not been refined to everyone's head, so there are always people who think that their bonus is allocated less.
How to solve this problem?
Taking the project department as an example, if the project department’s bonus is 100%, then the project manager’s bonus is set to be a proportion, for example, 30%, the business manager’s bonus is set to be a proportion, for example, 25%, the production manager’s bonus is set to be a proportion.
The proportion, for example, is 15%, and the other people are divided according to the system, for example, business accounts for 15%, and production accounts for 15%.
Bai Qingting: "Corresize the bonus allocation ratio.
Mr. Lei. You have a comment on the opaque bonus distribution mechanism.”
Lei Chun, president of the Second Business Department: "I think Mr. Tao's ideas are too advanced. I completely agree with them and didn't think of a better way."
Bai Qingting: "Song Zhiyuan, have you not thought of a solution?"
Song Zhiyuan, president of the Fifth Business Unit: "I didn't think of a better way than what Mr. Tao proposed.
But I have a little comment on the method proposed by Mr. Tao.
If all the bonus allocation ratios are determined in advance, it will look transparent and fair.
In this way, as long as the person who occupies that position has a lot of bonuses, our policy may breed new problems and prevent things from being truly solved.
So, I want to add another restriction on the basis of setting the bonus allocation ratio.
That is, people below the project manager, the project manager has the right to adjust their fixed bonus allocation ratio. For example, this right can be designed to be plus or minus 30%. This ratio will be discussed and discussed after the meeting. Here is only one
Example.
In this case, whoever is lazy and does not work or does not do well will have the right to distribute his bonus to other people who do better.
So who controls the project manager?
The deputy director of production in the area controls the proportion of project manager's bonus fluctuations.
At the same time, the deputy director of the district production has the right to control the up and down ratio of bonuses of the district business manager.
The business manager in the area has the right to control the up and down ratio of the bonuses of the business personnel in charge."
Bai Qingting: "Mr. Song, please summarize a few words, please extract the keywords."
Song Zhiyuan, president of the Fifth Business Unit: "The bonus is allowed to fluctuate."
Bai Qingting: "Zhao Manfu, opinions on the opaque bonus distribution mechanism."
Zhao Manfu: "Boss Bai, it is recommended that the total amount of bonus allocated is based on the project department, but the production manager in the area should be allowed to allocate the bonuses appropriately between project departments when necessary."
Bai Qingting: "In principle, the bonuses of each project department are allocated by themselves, so why should they be allocated across projects?"
Zhao Manfu: "Because in the same area, there will be some easy-to-do projects with considerable gross profits; of course, there will also be some difficult projects.
This allows the production manager in the area to allocate bonuses between project departments when necessary, which will help arrange project managers to go to the appropriate project at any time."
Bai Qingting: "Tell me first, I think it's difficult to adjust the bonus between project departments.
After all, for employees, there must be times when they encounter good projects and bad projects.
Of course, if you say that you encounter bad projects every time, then we should pay attention to such people, use less or no such people, why?
It is because his luck is too bad, and it may even implicate the company."
Bai Qingting:
2. The subject qualifications of the incentive target
According to the relevant documents provided by the company and the appropriate verification by our lawyers, the incentive objects are all Chinese nationality and have full civil capacity; the incentive objects do not have the circumstances in which they have been publicly condemned or declared as inappropriate persons by the stock exchange within the past three years, and do not have it
In the past three years, when the China Securities Regulatory Commission has imposed administrative penalties on major illegal and irregular acts, there is no situation where the company is not allowed to serve as a director, supervisor or senior management as stipulated in the Company Law; the incentive targets do not include independent directors and supervisors of the Company, and do not
Including major shareholders or actual controllers who hold more than 5% of the company's shares.
According to the written documents provided by the company and the appropriate verification by our lawyers, the incentive targets did not participate in the stock option incentive plan of any listed company other than the company.
In summary, the confirmation and verification methods of incentive objects and incentive objects comply with the provisions of Article 8 of the "Management Measures", Article 2 and Article 7 of "Memorandum No. 1" and Article 1 of "Memorandum No. 2".
(III) Source of funds for incentive targets
According to the "Incentive Plan (Draft)", the incentive object shall raise funds for self-raised funds in accordance with the exercise funds stipulated in this incentive plan. The company shall not obtain loans and any other forms of financial services for the incentive object based on the stock option incentive plan.
Funding, including guarantees for their loans.
Based on this, the source of funds for incentive targets determined by this incentive plan complies with Article 10 of the "Management Measures".
(IV) The source and number of stocks involved in this incentive plan
According to the "Incentive Plan (Draft)", the company awarded incentive targets 2 million.