On November 27, Huawei's Voice Community released Ren Zhengfei's recent speech at the Human Resources Management Conference 2.0 Communication Conference.
For team management, Ren Zhengfei said that cadres should have a sense of mission and responsibility, they should possess strategic insight capability, decision-making power, rich campaign control capability, advocate the will of fighting and self-sacrifice, and the top cadres of the company should look more to the stars, Think more about the strategic direction of the company: For example, Samsung CEO, for example, has six months of the year in the world to communicate with others and communicate with others to determine the strategic direction of Samsung through strategic insight. We still have a certain gap between them.We have made achievements, but still at a low level to catch up with strategic layout is not enough.
At the same time, he also mentioned: 'low-performance workers still have to insist on the gradual dismissal of the way, but can get together and scattered. Dismissed, but also affirmed the merits of others, you can open a farewell party, like sending friends, let people Leave a comment and welcome them to come back and play often.
The following is the Huawei CEO Hu Houkun, Huawei senior vice president Luc modified reorganization speech:
First, the company's future value creation should focus on customers, focus on the advantages of all-things interconnection (ICT infrastructure and smart terminals), bring together excellent internal and external value chain resources and become the enablers and promoters of smart society.
We want to be an enabler and facilitator of smart society, we must insist on focusing, not doing anything. All things interconnected we should dare to lead, continue to expand the advantage .All things we only focus on the part of the perception of all things is the sensor, not us Of the business areas, we only focus on the connectivity and edge computing, distributed computing, continuous construction and consolidation of the advantages of the terminal has a perceived part, but it is more a terminal, pipe, cloud complex, not just a network monitor .
Everything is the result of a combination of industry knowledge and information technology, which is the business area of all walks of life, and the data is privacy-protected and difficult to deal with. The ICT industry enables businesses of all kinds to intelligently and intelligently It is also our long-term opportunity, but we insist on 'do not apply, do not touch data, do not make equity investment', we focus on cloud computing and big data artificial intelligence platform, So that all walks of life to achieve their own intelligence easier and easier, but also for our own internal management of intelligence, so that our own internal management more simple and efficient.Is also used for existing products and services, intelligent, Such as GTS, consumer cloud services, the use of new intelligent technologies to existing customers, the existing network to create new value.We want to limit our areas, first, limited capacity; the second is that these data privacy protection, we have to deal with this issue , To reassure customers, partners rest assured that as long as we deal with this issue, under the authorization of customers, focusing on ICT infrastructure and intelligent terminals, is To have as a strategic do not diverge, ICT infrastructure and intelligent terminal has a large and complex business.
The future value creation source is 'Dual-wheel drive based on customer needs and technological innovation', and I agree. Business model innovation is a tool that aims to meet customer needs. First of all, we must continue to form the right direction and the organization is full of vitality. Can not win.If the direction is not correct, it is not worth the value, the organization is also difficult to full of vitality.Lead the correct direction is the leader element.Leader element is the direction of a right protection, the organization is full of vitality to become another roughly the same direction of security The dynamic organization should not only be able to implement the roughly correct direction, but also be good at self-criticism, so that once the direction is largely correct, it can be rectified in time.With the explosion of knowledge and the rapidly changing industry, Leaders hear voices from all levels and absorb the best of the organization to ensure that the right direction is maintained.
Huawei's future value-recycling platform is also the value creation and sharing of the whole industry chain, including the external value chain and the internal value chain. This platform should have the direction and business goals, and must be bundled with the best internal and external resources. The value chain is to stimulate the vitality of the organization and employees and enhance the opportunities and outputs of each organization and employee in the value creation. The external value chains are bundles of all excellent resources and resources to form a collection of quality resources to enhance our overall competitiveness ability.
Second, the company's future mode of operation is to differentiate its operations / regions under the support of common values and under the common platform. It is a change from 'one big tree' to 'one forest', and it is necessary to unite our thinking but be patient Improved.
The change in the company's operating model from now to the future is a change from 'a big tree' to 'a forest', which is very vivid.First, we must seriously summarize how to grow a big tree in the past 30 years History of the extension line to inspire us, how to plant a good forest. 'A forest' bear the company's common values; Here are the common platform support, like a piece of land, planting a variety of crops; the middle is a differentiated business system .
Common values, is the basis for common development; with the basic understanding of common development, it is possible for the business characteristics of differentiated management; common platform support is our differentiated business management, protection of the common values of protection The 'day' and the 'earth' are the rulers of the common values. The differentiation of the intermediary business is the dividing line that promotes the effective growth of the business.
First, the ideal of our company is still to have a place in this world. Therefore, to focus on a narrow waterway and run faster than the rest of the world, we can now emphasize that the waterway is slightly wider but still focused on the main waterway Our overall business direction and the technology we carry are fairly consistent.
Second, how to form a common foundation? We need to have the common ideological foundation of value creation and value distribution.Customer service is our common values and the long-term and short-term incentive mechanism supporting this value is a powerful measure to achieve this goal. To lead the struggle, the material incentives should be directed to the productive grain .Our long-term incentive is the value distribution of the employees' contributions and sustainable contributions. This is also the common basis and the common ideal, which is the unshakable idea. Short-term incentives, Is the distribution of contributions to the current period, taking into account its invisible efforts to increase the long-term fertility of the land, which is the direction in which we strive to improve.
Third, the common platform has a central platform and a front platform, and the central platform needs to be simplified and shouldered with the responsibility of serving and supervising. Although it does not participate in the first-line specific operational decisions, it has the responsibility of supervising the overall quality of operations. , Granted to go is the right to decision-making, retained is the right to supervision.The central platform at the same time to assume the role of global strategic decision-making, responsible for strategic insight, the overall strategy formulation and support for key major campaigns.At the same time as a group capacity center, focus, absorb the most Good front-line experience, ability to hatch, and a broad range of front-line support.Front platform, according to different countries, different conditions, the front of the platform to follow the business differentiation, regional differentiation and build.Difference platform for the functions carried by the service The construction of the object traction platform function can be more flexible and flexible under the conditions of internal and external compliance. Some of the front-line data can no longer upload, but not upload does not mean that the central platform can not control, the data should be transparent. Is to divide the power and the central platform should carry out effective supervision over the power granted.
Fourth, in Siberia, the Amazon grows forests, grass and deserts in Inner Mongolia and Kazakhstan, and we have more than 100 offices, more than 100 platforms, and consumer and network operations There is a big difference between ... ..., business differentiation, regional differentiation is bound to exist, we allow the target of differentiation, assessment of differentiation, the operation of the difference, but the rules of the operating data can not be differentiated.Differentiation of the target, Differentiation of assessment, the operation of the difference is to allow combat groups to make rapid decisions in actual combat, seize the opportunity. Operating rules of the data can not be differentiated, otherwise we can not see the real business of each business unit.Therefore, Differentiation can only be created in the common 'heaven' and 'earth', must be 'indifferent', open in the middle, so that we can activate the creative force of each module based on our common value.Common value, What is differentiation, we will clearly indicate in the future.
Fifth, differentiated management means fully authorizing and effectively exercising the powers within the boundaries of internal and external compliance. The three centrally centralized (fund management, account management, and audit) Layer of business until the end, to achieve effective supervision.Other management power, is the central platform down granted the power of various business activities, by the grassroots officials, staff responsibility.Outside the monitoring power is still in the hands of the central platform.Management of the border, let go Internal vitality, keep internal and external compliance boundaries, within the border, you can fly freely, the flexibility of the operation mode by the grassroots masters as the supervisory authority and individuals, to assume the responsibility of supervision, to be courageous and business Departments fight together, but also dare to raise their hands to reflect the problem up.With the decision-making grass-roots combat chief officer, to dare to make decisions, take responsibility, as long as the heartfelt willingness to grow, exercise is the best opportunity we will not picky, No perfect person in the world, any one person will make mistakes, work has its own natural and clear.
We must have a unified thinking, but also have the patience to improve, thinking can go in front of the loose.In the future, the central government is mainly strategic insight, rule-making, appointment and supervision of key cadres.Corporate platform more emphasis on construction rather than on the operation; Front platform re-implementation, service, support and supervision; front-line combatant commanders should go to the main official responsibility for the way, with a single eye on the victory, how to command the victory by the staff and team of experts to support the realization of this decision. Uncertainty matters bear the responsibility for decision-making.Administers responsible for certain things, you can implement the chief responsibility system to improve operational efficiency.
Our current organ platform is convergence, aggregation, and then forwarded in the future to change the power distribution, service and support, the role of the platform will be down, service capabilities will go up. Achieve the goal, human resources management framework 2.0 can take 10 years to gradually achieve.
Third, the company insists on selecting cadres from successful practices. The ranks of cadres must have a sense of mission and responsibility. They must possess strategic insight and decision-making power, have rich managerial control over battles, and should advocate the will to fight and the spirit of self-sacrifice.
The top cadres in the company should look to the stars more and think more about the strategic direction of the company. Senior cadres must not only have business insight and decision making power, but also emphasize their vision, knowledge and knowledge. "Albert Einstein told Zhou Youguang: 'Differences in life In the amateur ', we actually can enhance a lot of ideas in spare time.For example, Samsung Electronics CEO, a year half a year in the world to do with others to communicate, communicate, through the strategic insight to determine the strategic direction of Samsung in strategy Insight, we have a certain gap with it.We have made achievements, but still in the low-level catch-up, the strategic layout is not enough.For example, the procurement is now based in Shenzhen, the Chinese people as the center, A Why do not we set up a center of competence in the procurement center and why we do not need local people? I think we do not require grassroots cadres to do strategic layout of these things. However, our top cadres should look up at the stars and look at the world otherwise it is easy Lost the road, the wrong direction may lead to the collapse of the entire company.
We also emphasize that cadres should sacrifice themselves. Otherwise, how to unite people? The system of selecting and selecting people should always be adhered to. This is a truth. We must formulate the practical experience and requirements of cadres at all levels. Without this experience, we can no longer go one higher level Promotion, can not form a lot of 'Air Force' commander in the white paper which must be reflected in the exclusion of the conditions of the cadres should be recycled, and then come up, and we have new people to be promoted, do not be too worried about a person resignation, the move backward. But also to boldly widen the gap between next year focus on 15, 16, significantly widening the gap between outstanding personnel should also pay attention to the 17, 18, 19 in the special outstanding personnel quickly take to the post.
Cadres can be divided into two layers of management, the user has the right to propose, the upper management has the power to approve, not necessarily too much level to examine the cadres.Operational unit chief officer in charge of cadres, cadres use the right to propose, HR to provide support services. HR director should also be the outstanding staff of this business background. Recruiting the selection of the main job officer should take more responsibility, HR should be more secretarial role of the operational command center if there is no power to select cadres, how to organize the operation unit?
If the formation of gangs, small groups, out of platform management, we can intervene, do not always be afraid to form a small group.
Fourth, carry out the two-wheel drive of material and spiritual civilization construction, use sense of honor to inspire sense of responsibility, combine the company's vision mission and staff motivation, trust the staff on the basis of the rules and regulations, and inspire the staff to work hard.
Material and spiritual coexistence, Lei Feng is an example of the spirit, but at the same time must give the responsibility of the 'Lei Feng' a reasonable outcome of the material contribution to the reward of not only material, employees not only to work hard for money, to give employees a sense of honor The honorary medal of the company is very beautiful, and now the society reflects very well.I used to oppose the form, and I have a lot of restrictions on hiring and I hope it will be simpler.However, let's take a look at the naval officers and soldiers who pay attention to the ceremony, With the sword, inspired the officers and men's life efforts. Ceremony and medal to create a sense of glory, sense of glory can inspire a greater sense of responsibility and mission, so a little ceremony at the time of the award-winning ceremony, a little formal, a little bright, Life memories. Take a photo may feel very solemn, and this is the sense of encouragement, so he felt responsible for the future we can continue to study the various activities of the ceremony, the venue costs the company can subsidize some, the other part of crowdfunding. We pursue Is a spirit of unity, not too much to pursue the appearance of the same.We are not the military, they are more consistent pace to make them more The external and internal management of the grid.We are more the pursuit of a wide range of consistent, the spirit of a wide range of consistent, therefore, we do not excessive pursuit of clothing uniform, colorful and more creative.
The mission of the company is to enable smart social transformation, create value for customers and contribute to the society, and employees' goal is to achieve high-quality work for the organization's mission. As a result, in the future, we must understand clearly the motives of different missions of middle-level and senior-level cadres and top leaders and differentiate them for identification and planning. If it is a mission from the top to the bottom, it is not correct and grassroots organizations do not have to shoulder such a heavy burden Different values, different staff have different motives and requirements.Leader, chief officer, executive from different angles, on the same event have different views, is correct, is consistent with the philosophy of social development.
Experts should circulate vertically and constantly absorb practical things; the main officer should cross the field horizontally and spirally.
In the future, we should manage based on trust. If we are not trusted, it will result in the pressure of reporting PPO, engaging in promises and using KPIs. In fact, our early start-up was based on mutual trust and everyone was energetic and helpful. The company's rules, systems, etc. have been established, this time to talk about trust management, should be able to simplify the assessment.
Five, to lead the responsibility to simplify the KPI assessment results.
First, the reform of our KPI assessment is to guide the results of the responsibility within the internal and external compliance borders and to reduce the number of process-related acts of appraisal. The assessment is the result of being held accountable and accountable. When aiming at the assessment of results, we To simplify the KPI, not complicated. KPI a simple, all people's goals are also clear.
Second, the assessment should form a common spirit of struggle, like our past victory is toast toast, or to save the enemy from collapsing. "As a unit of the movie" Top Secret 543 " Shot down four U2 aircraft, but also the world's first missile shotdown aircraft model.) Now due to the KPI test unreasonable, so that the common struggle to weaken the spirit of selfishness, this environment has restricted the struggle of groups, the wolf Group tactics culture, so we have to control the boundaries, simplify the assessment, results-oriented, reshape the spirit of Huawei's past, 'victory is toast toast, defeat is desperate to death' spirit is very good, everyone It is valuable to say that you have problems with your products and are there to help you.At that time, although our products are not good enough, we can help each other and trust each other.
Low-performance staff should still adhere to the gradual dismissal of the way, but can get together and scattered. Dismissed, but also to affirm the merits of others, you can open a farewell party, like sending friends, let others leave a message. It 's ok to have a farewell party and eat meals, and they are welcome to come back and play.
Sixth, the operation center of gravity move forward, comb the reverse, and gradually streamline the institutions to strengthen the movement of personnel.
We support the mature business contracts concluded in the representative office, the conditions are not enough, you can also be concluded in the project.We will grasp this pilot, and further expand the front line rights, through the pilot to explore experience and gradually promote. Responsibility forward, from the cycle of practice Selection, and gradually produce a commander in chief.
The contract is concluded on the first line, the agency is the platform for service and support, manufacture and supply of 'cannonballs.' Now frontline complained to the authorities, saying we are streamlined, why the agency is not streamlined? Command of combat forward after the move, and then see what organs, To vote for the line, we do not vote for the organs, it is necessary to streamline, merge, reduce the management level, retain the function into the relevant departments.Functional representative offices do not need, the natural person will be gradually reduced.
For example, if the platform sends a mail asking the representative office to make a statistical report, the representative office may not answer the question, and the number of refusals is too large. The authority department is superfluous because you are interfering with the frontline, otherwise the agency will never be able to streamline. Department, then you can not make an order, go directly to produce food.
VII. On the basis of persisting in the core values and the result-oriented orientation, we should gradually construct a future-oriented human resources management framework by opening up the process of iteration and gathering wisdom.
The overall outline of Human Resources Program reported in this report is consistent with the big structure is correct. The general outline of the future to follow, sub-volume is to provide a way to go to the reference, to differentiate the implementation.
The outline must be adhered to the core concept of success. First of all, 'customer-centered, struggle-oriented, long-term hard work' can not be changed. We must correctly take the customer as the center, otherwise we will take the leadership as the center, If we do not stress hard work, to a certain extent, everyone may be lazy, and we must uphold the principle of responsibility-oriented evaluation, which has the basis on which business can be differentially managed.
Open crowdfunding, flashing hiring of top scientists and managers to form the world's leading ability to continue the process of iteration to develop a compendium Outline version and structure Just like Andrews system, Andrews is open source, free to use , But we talk to it in the opposite direction, and it constantly absorbs. Let's discuss it, the people are smart, allowing everyone and each group to output a version and structure. In the future a variety of versions, the outline group to absorb the future precipitation Purification, the outline is also more and more perfect to generate the final version of all the drafters of the document, there must be successful grass-roots practical experience, except secretarial.In the open discussion, in fact, it will complete the thought of everyone, the company out of the official version When he is willing to read the second time is equivalent to reading the correct version into the process of philosophy in the seminar outline, we continue to output only words, to slowly guide to allow cross-cutting and diversified exchanges.
Submission: Board members, members of the board of supervisors
The main delivery: all staff, all open
November 27, 2017