"Huaishang Daily" has launched a special page. In a prominent column position, it has recently published many major developments about Enyuan Group.
Among them were several articles signed by special commentators named Simon, touching on the sensitive issue of personnel system reform.
Anyone who has read these articles generally feels that the author's writing style is rigorous and his language is vivid. It not only has a strong impact and shocking power, but also can talk to readers sincerely and thoughtfully. He considers everything in a grand manner.
The title of the first article is "Break through the obstruction of power, and the use of personnel should not be based on background." The point of view is profound and direct:
It is necessary to establish an open and transparent leadership and personnel management system in Enyuan Group, so that those comrades who have a solid style of work, are deeply trusted by the masses, have quality, understanding, and ability can take up key positions. Personnel promotion is not only about diplomas, not just political achievements, but also I won’t tell you what the origin of it is.
The article said that those with shady backgrounds and those who rely on connections for promotion and appointment should be removed from the system.
The title of the second article is "Update the Rules of the Game, No Adjustment of Personnel Positions", and it is pointedly and frankly stated:
We must aim to improve the credibility, efficiency, and pragmatism of leaders at all levels, and improve the rational distribution of human resources. The allocation of leadership teams at all levels must be lean and efficient, and clean and tidy work must not be done indiscriminately. In particular, leaders must be well-directed. Channels for personnel to "remove" from their positions.
The article said that it is necessary to streamline the bloated and cumbersome administrative agencies and strictly control the number of leadership personnel.
The title of the third article is "Abolish seniority, choosing the right leader is the key", and it is stated openly and unabashedly:
The key to evaluating the success of this personnel reform and adjustment of Enyuan Group is the quality of the selection and use of top leaders in the headquarters and grassroots leaders. Leaders in the top positions must be passionate, resilient, and courageous, and the candidates must be cautious. , the best among the best, and no ranking based on seniority.
The article said that the current incompetent top personnel leaders must be eliminated and replaced.
The above-mentioned three special commentator articles signed by Simon suddenly appeared in Huaishang's political newspaper. Careful people quickly thought of Enyuan Group, which was currently considering the personnel adjustment plan, and began to try their best to capture the information released in the articles. Some kind of signal comes out.
Some people speculate that these articles were written by pseudonyms from the organizational departments of Huaishang and Enyuan Group. Others speculate that they formed a large writing team in conjunction with the newspaper.
Some people even suspected that famous literary experts were invited from the capital or other places, such as a university.
Because most people believe that in the history of Huaishang and Enyuan Group, no one has yet been able to write such a clear-cut and distinct style of political commentary that is vivid and flesh-and-blood.
Chen Hongjuan left a message to Hua Nianping on QQ, saying that she had received an admission notice from a fashion college in Tokyo. She spent more than ten days studying Japanese in a crash course, for more than ten hours a day. She apologized for being in a hurry every few days. The genius could spare some time and log into QQ to say a few words to Hua Nianping.
She said that a good female colleague at the TV station sent her three articles recently published by special commentators in "Huaishang Daily" through NetEase email, asking her to appreciate and comment on the articles from the perspective of a program host, and judge the source of the articles. What kind of literati's pen?
Chen Hongjuan quickly left a message to Hua Nianping saying that according to these three articles, Enyuan Group would challenge the traditional personnel management system and set the precedent for prefecture-level departments in the country to use personnel management for division-level leaders. She believed that Huaishan City and
In the Enshi Group, there is currently only one special person who dares to publicly disclose his true thoughts and views in newspapers, unless it is Hua Nianping.
Moreover, these comments are written with quick thinking, without any trace of artificiality, and they do not change their original intention. They are a language style that she is very familiar with.
Therefore, Chen Hongjuan boldly asserted to her female colleague that these three special commentator articles signed by Simon were the masterpieces of Comrade Hua Nianping, the current main leader of Enyuan Group.
Hua Nianping was quite surprised, because the only people who really knew the origin of these three articles were Huang Chunrong, Fu Jinhe and the editor-in-chief of "Huaishang Daily". He really didn't expect that Chen Hongjuan was so familiar with him, so she had to leave a message on QQ
I confessed my work to Chen Hongjuan.
Chen Hongjuan also said that she would like to chat online with Hua Nianping at the same time on the night of the Mid-Autumn Festival.
Hua Nianping happily agreed to her.
In mid-September, Enyuan Group, chaired by Hua Nianping, held a meeting on personnel work to study the reform and adjustment plan for the division-level leadership personnel system submitted by Executive Deputy General Manager Huang Chunrong.
Hua Nianping said seriously that this was the first time since he took office as the head of Enyuan Group that he proposed to adjust all division-level leadership personnel, especially the key positions involving top leaders, which must be re-screened.
His goal is to fundamentally stimulate the vitality of the personnel team and strive to create an efficient, sunny, valuable and righteous leadership team at all levels of Enyuan Group.
Huang Chunrong said that the completed personnel system reform and adjustment plan will be a sudden change in Enyuan Group's personnel system management, and the content mainly includes three aspects:
First, all appointments of leadership personnel in the future, regardless of level, will be announced through the group's internal and external websites, television, and newspapers, and submitted to the Employees' Congress to conduct performance evaluations of the appointed candidates every year, and the scoring results will be announced to the public;
The second is to reduce the number of department-level leadership positions and reorganize the organization. The group will only be equipped with one secretary-general. Each deputy general manager will no longer be assigned a deputy department-level full-time secretary. The number of department-level leaders in second-level units will be limited to three to five people.
This will reduce the current department-level personnel establishment by one-third;
The third is the allocation of top leaders in various departments and units. Regardless of whether they are promoted or promoted, after the probation period of three months, public opinion surveys will be organized immediately. If any leaders are found to be incompetent and the masses are dissatisfied, they will be removed from their posts and become ordinary staff on the spot.
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Hua Nianping revealed to the participants his three bottom lines for bad leadership:
First, he has a serious bureaucratic mentality and has been aloof from the people for a long time. Second, he has a serious formalist style, his work is wandering, and he often engages in fraud. Third, he blindly pursues short-term political achievements, has no awareness of the overall situation, and never dares to take responsibility.
He asked the Group's Human Resources and Management Department to develop and establish a personnel management network computer application system. The first is the basic personnel information module, including education level, family members, and previous positions; the second is the personnel assessment information module, including mass evaluation, organizational performance, and integrity construction.
; Others include leave management, training management, job appointment and dismissal status modules, etc.
The fact that Hua Nianping and Huang Chunrong spoke in the same tone showed that their calculations had been accurate. All other participants had a premonition that the Enyuan Group's personnel system would inevitably set off an unprecedented storm.