Talk to ren zhengfei Huawei s culture selected cadres have a four point

"Editor's note": ren once said: "all the world's resources is likely to dry up, there is only one resource can be endless, that is cultural. "Let us look at Huawei's culture. Deamo IT times, authors to ren zhengfei, Huawei's founder. This article describes in detail the principle of Huawei and Huawei culture: Huawei first cadres are not lifelong; Secondly, Huawei will not accommodate anyone; the third was at the cadre level, traditional performance appraisal system of eliminating the finally demoted officials do not worry about, suffer injustice.

Huawei officials not tenure

Huawei insists the "sandwich class" destroyed, this is my summary out of the painful lessons from Apple. The "sandwich class" refers to those who have neither experience nor understand Huawei's corporate culture, and placed them in high positions on the staff. The "sandwich class" will form a bad culture, this culture will finally cause the company to fail. To them, to grass-roots pressure to exercise, be natural leaders so as to establish their position in the company.

Huawei to permit of permanent high speed and quality for everyone, personal learning level of effort, transformative abilities are great, how is it possible to move the company forward in step. At least, I can't see Huawei, long-term prospects for the future. So, we can't relax, cadres must become a permanent institution, became the company's fine tradition.

The company must remove the sediment layer is, the eradication of backward, the eradication of irresponsible people, be sure to straighten out bureaucracy. To the positions of an irresponsible and in person, make sure you removed his Chief, until a new Chief is here, deputies cannot let him do. Is not responsible for the person in the position for a long time, can be dismissed immediately. If it is not dismissed, the team what hope is there? if you do not recognize this problem, you have little hope. Not a good cadre, an enterprise must die.

You cannot sit down to discuss building the contingent of cadres should be adjusted in the war, is not appropriate should be down, including all the senior cadres, we Viper, tree shade is not good. Cadre rectification the purpose of company is to live forever. If you want to live, only that impeded the development of the company go down, or complete elimination of that style is not conducive to the development of our company in order to survive. This is the purpose of our reform.

Our cadres are not tenure, senior cadres should be ready. During their term, cadres should, through their own report, as well as the next phase of Office applications, recipient organizations and the masses, and to reopen salary. Waves pushing waves of the Yangtze River, no metabolism, no life. Necessary culling needed, tenure is a mild way.

Every generation has its hero, going from generation to generation to consolidate. Cannot say that every cadre is sustainable development in the post, the older generation is normal to go back. So, we created a mechanism, that is to say you can't keep up with the body die, post adjustment, your stock will not move.

If we cannot form an enabling mechanism for talented people to grow, cannot have upper and lower speed trains, the train cannot be separated from the bondage of life, we will walk on the way prosperity will decline. To strengthen the promotion of new cadres, particularly in hardship areas, new cadres promotion, our business model will continue to go down.

Company will not give anyone

We can go up or down, in the ebb in practice, we need to have as comrades in post, regardless of his qualifications. We are going to have a hope of cadre training, to be able to take greater responsibility. We also remain committed to eliminate misfit. In order to protect the high efficiency, we are not soft hearted, soft. Comrades of all progress, only fighting one's way.

In the rapid development of all sectors in the adjustment, consolidation, enrichment and enhance. All adjustments have to be around to do it. Be sure to clean up some of the cadres of various departments, starting from cadres senior than Division. Should have a strong sense of responsibility and mission, to be responsible, practical efforts, company benefits, good solidarity comrade cadres to come up. Muddling along, don't understand the principles, abuse, does not make the cadre withdrawn, this is being taken seriously, resolutely implement the elimination mechanism. Only the soil, to development.

To maintain the long-term stability of the company, is to maintain the correct mechanism of cadres. Whether you are a senior cadre was founder, are likely to be phased out, including me, or the company have little hope. Companies do not give anyone, why can't senior general staff? so, tired old senior cadres, can be switched over to general staff, they live without drift.

To strictly to determine process accountability, full mobilization in the lower must bear responsibility, in terms range within right timely decision; put cannot bear responsibility, can't bear responsibility of cadres, adjustment to operation post up; put self-preservation or skills insufficient of cadres from management post Shang for down; to removal seniority, put responsible, and capacity, and character and interpersonal communication capacity, and team organization coordination capacity...... As a cadre of orientation.

Performance appraisal eliminating daily

Putting finality to daily performance appraisal system, achieving elimination of daily. Cadres who had demoted, promoted a years use, cannot be used across sectors to promote, we want to prevent the "unrelated" crony in the breeze. A year later distinguished achievement to strict examination. For two consecutive years performances could not meet required Department/team, not just used boss demoted all subordinate officers and employees should be held jointly and severally liable. Kenzo france

Bottom clean unqualified cadres must not only remain competent at the grass-roots level, for unqualified high-level cadres in the same serious, and carry out the elimination, elimination rates for each level not qualified cadres to reach 10%, unfinished task Department or team of the year, officials also may be appropriate to further increase the proportion of finality.

The finality of the company focuses on administrative, rather than employees. To strengthen the implementation of cadre group grading of elimination at this stage will focus on the annual ranking in 10% after the Elimination of the local managers in. Not suitable for personnel for management positions, work on can be adjusted to fit the business position.

Unqualified cadres cleaning and elimination of employees to form systems and quantitative methods, based on the performance data. For the future, to gradually qualified cadres not cleaning and elimination of employees work into everyday performance management system, to form the integration mode, rather than working independently.

Huawei will continue to adhere to the growth, profit, cash flow, increase per capita benefits for the beginning of the examination that failed to achieve performance improvements above the average per capita, systems team leader, regional, product lines, sectors, regions, representative offices and other top leaders at all levels should be accountable. Beyond the authorities above the average, to the positive earnings, positive cash flow, achieve the sort of strategic objectives, and resolutely eliminating the senior management cadre. Kenzo iPhone 6 plus

We continue to adhere to the "customer-centric, struggle for the" cultural values. Does not struggle we have no way out, the company must forward, let those inappropriate adjustment of cadres to suitable jobs. We on 12 level and the following personnel of assessment do has change, is absolute assessment, but on 13 level and the above of "struggle who", we implemented relative assessment, especially served as administration positions of people, we to firm to implemented last eliminated business, not eliminated you on can get more of interests, we cannot let you sit, responsibility and power, contribution and interests is peer of, impossible only interests no contribution.

The finality is to learn from the West Point Military Academy, it is used for the purpose of squeezing teams, active organizations, encourage advanced push backward to form a way of selecting leaders. Top leader of the employees are going to do, made him good and even better, it is painful. Do not place a great man? first frustrates. Leaders of grass-roots workers cannot be expected to do it all at once, to allow them to work in a relaxed state, creating performance, more revenue.

Testing should be simple, clear guidance, only the standard baseline, no people and their relative proportions. Our ABC one of the objectives of the evaluation is to select leaders not to select leaders and full compression. Our 360 degree feedback is also looking for Garcia, looking for contributors to find striver's, how can be specialized to find weaknesses? we're not her mother-in-law. Our grass-roots staff management method and management method for high-end employees there must be a difference between grass-roots employees first of all to their distribution according to work and earn more.

Burn dead birds is the Phoenix

In order to meet the market, research, large structures, large scale system development needs, the market whole day to submit a progress report at the same time, all submitted resignation, accepted the Organization's review, the performance of the dauntless heroism. In China's telecommunications market is so complex and difficult period of development, this initiative is shaking zzzzzzzzz, will shake the whole of China. "The rotting bones", I would like to thank those in the history of the company, strong cross the dadu River, climb the snow mountain and grassland, yet unsung heroes and heroines.

We ask the demotion of cadres, and to change their attitude, correct reflection, in the new job to cheer up, instead of feeling sorry for, not complaining. Where where you fell you climb. In particular who have been aggrieved and demotion of cadres going to continue their efforts to take concrete actions to prove himself, these people are the valuable wealth, is the future reunification of the following valuable talent. Organizations also make mistakes, there is unfair to a person for the time being.

There will always be some aggrieved, proper treatment of these people would give us 10 times the power of progress. Because you deal with, but also to the Organization to provide you with greater confidence in the future support. Real is absolutely fair and there is no, you can't expect too much in this respect. But in the face of efforts, equality of opportunity, as long as your tireless efforts, your supervisor will know you. To afford to do the things they were wronged.

"Burning dead birds is a Phoenix", this is Huawei people treat grievances and frustrations of attitudes and guidelines for selecting cadres. No capacity to beam can be done in the future. In fact a person's fate, is in their hands. Evaluation of life, there will be errors, but never as black and white, poor away. Convinced that Huawei is the Sun will rise, even if it's below the horizon at the moment.

Cadre should be in a normal position adjustment due to change, and to take the interests of. Cleanup officials do not worry about, you can create the new achievement in grass-roots posts, you're welcome to rise to you qualified for the post. Go on, do not replace those who do well under, or team all messed up. Has the right team cannot move.

Organization location well, after the process is working well, according to the processes of job conditions to reselect the cadres. Regardless of the sector, as long as not compatible with process requirements, restructuring, and then to locate what kinds of cadres. Cadre should be ready, inappropriate cadres to be transferred to him for the post, if he thinks not fit to resign.