Seeing that the 86 years are coming to an end, the major groups under the Li consortium are very busy, making the final sprint for the year's performance.

Xiangyu Culture Group also started the roadshow for listing, and on December 16, in Tokyo, Japan, Le Yiling personally attended the roadshow.

At present, it is only a non-trading roadshow, and after the completion of a round, in February, the roadshow will be carried out, and the subsequent pricing, on February 13, it will be officially listed on the Hong Kong Stock Exchange.

On the contrary, the United States side of Xinghong Sports Group is much faster than Xiangyu Culture Group, there is no non-trading roadshow at all, by Goldman Sachs, Tianyu Investment Company, Merrill Lynch Securities Company three as underwriters, directly start a week-long roadshow IPO, determine the final pricing, starting from January 3, a week-long roadshow, on January 12 officially listed on the New York Stock Exchange.

Although the relationship between Li Guangyu and the American consortium is not very good, but for the sake of interests, it is still possible to cooperate on this, Merrill Lynch and Goldman Sachs will naturally not refuse such cooperation, and they will not push things that can make money, this time it is a win-win situation.

Because several teams under Xinghong Sports Group are either on the way to defend the championship, or they are favorable contenders, and the four teams in the United States are home in Los Angeles, the influence in the United States is very large, the group's net profit exceeded 100 million US dollars last year, and several major institutions valued Xinghong Sports Group between 1.2 billion and 1.3 billion US dollars.

Xinghong Sports Group has a total of 1 billion shares, 200 million shares are offered to the public, and Goldman Sachs and Merrill Lynch each undertake 80 million shares at a price of $1.2 per share.

Tianyu Investment Company's influence in the United States is far less than that of Goldman Sachs and Merrill Lynch, so this time Tianyu Investment Company itself only underwrote 40 million shares.

Li Guangyu did not inquire too much about this situation, and in the past few days, he has often stayed in Hengyu Supermarket Group, and discussed with Zhou Xiaoning, Qinghong, Chen Dong, Du Yuemei, Gan Qin and others about the reform of the Hengyu Supermarket Group system.

In the conference room, Li Guangyu said: "We emphasize the problem of competitiveness and return rate in the system, when employees can not adapt to their positions, our group must also make arrangements for training and reemployment, we can not simply dismiss irresponsibly, which is also not in line with the provisions of labor laws of various countries." ”

Now the competition stipulates that Li Guangyu is still more satisfied, the era of big pot rice is gone, there will be competition and assessment in many positions, and the year-end rewards of each store should also be based on the profits of the store, and the staff bonuses of each store are no longer equal.

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, for these people to carry out employment retraining, if the employees are still not able to adapt to the group's position, we can only dismiss, the implementation of this program, can continue to increase the fresh blood of our group, so that the group is always full of vitality." ”

In the past, the front-line staff were treated similarly, but fortunately, Hengyu supermarket has expanded rapidly over the years, and a lot of management personnel are needed, so that these employees can have the spirit of hard work and progress, and Hengyu supermarket group has not had too many problems.

Once the momentum of rapid expansion of Hengyu Supermarket Group ends, this will inevitably make many employees and middle and lower management slack and inert.

Now that this set of rules is implemented, whether it is a front-line employee or a middle and lower level management, in order to get more wages, they will definitely work hard, and the management will devote themselves to their work in order to avoid their dismissal and to obtain better returns, so that Hengyu Supermarket Group can form a virtuous circle.

There are also some regulations for the high-level here, and now the high-level may not be able to work in the Li Consortium until they are old, and once they do not meet the above regulations, the high-level will also be dismissed.

The rapid expansion of the Li consortium has ended, and now is the time to cultivate internal strength, and the major groups will formulate a corporate culture that conforms to their own groups, and at the same time enhance the external competitiveness of the enterprises, they must also increase the competition mechanism within the group, so that the group can develop in the long run.

Li Guangyu said: "We regularly recruit fresh graduates every year, these are our middle and lower management talents, and will become the backbone of our group in the future. ”

Li Guangyu knows very well that whether a store's performance is good or not, under the control of product quality and price headquarters, service is the main factor for them to win performance, and this aspect requires the manager to live is the store manager's daily management.

"Li Sheng, we have always attached great importance to the construction and training of store managers and managers, we Hengyu Supermarket Group is service-oriented, to provide customers with high-quality services and shopping environment, in the future we will increase training efforts in this regard, but also increase our corporate culture construction. ”

Chen Linwen is now under pressure is not small, Hengyu Supermarket Group as the first group under the Li consortium to reform the system, by the Li consortium of the major high-level attention, whether this plan can be successfully implemented, whether Hengyu Supermarket Group can develop better, this is still unknown, once there is something wrong halfway, he will definitely become the scapegoat of the reform.

Hengyu Supermarket Group has a very big impact, once there is any problem, in order to give an explanation to all walks of life and calm down external public opinion, he Chen Linwen can only choose to delay his current position.

After this reform, Hengyu supermarket group below the eleventh level of management has completely canceled the treatment of equal pay and equal bonuses for equal work, and the salary will be basic salary plus performance, more work, more work and more rewards, the more profits for the group, the more performance rewards will be obtained.

Hengyu Supermarket Group now has nearly 700 supermarkets and more than 1,400 convenience stores, plus its transportation companies, this reform involves the interests of tens of thousands of employees, which is not just talking.

Zhou Xiaoning said: "Li Sheng, we have done a good calculation, as long as they work normally, their wages can reach the current level, if the employees work harder, they can get more returns, some people we raise useless, this time we can also know a group of people who are not useful to the group." ”

This time, Zhou Xiaoning transferred the elite of the Huiji Office to come over, made a lot of calculations on this, and also conducted research and verification in some areas many times before completing the new salary system of Hengyu Supermarket Group.

As long as employees work hard, it is impossible to lower wages than now, with the development of Hengyu Supermarket Group, if they work hard, wages can rise a lot.

Li Guangyu said: "It's only half a month before New Year's Day, and you have to carefully review whether there are any loopholes in these regulations these days to ensure that our new system can be successfully implemented in Hengyu Supermarket Group."

At the same time, Uncle Chen dispatched personnel from accounting firms, law firms and audit departments to form an inspection team to inspect Hengyu Supermarket Group in the next year to ensure the implementation of the system and find problems, and timely feedback to the group's senior management, and the group should rectify the problems in a timely manner. ”

Li Guangyu knows very well that the implementation of a system cannot be without problems in the middle, which requires the senior management of the group to find and make adjustments in time to optimize the system, so as to ensure that the development of the group does not appear chaotic.

Now that Chen Dong's affairs are not as busy as before, it is very appropriate to do such a thing.

Du Yuemei said: "These days, our supermarket group should make the system clear to all employees of the group, and the first month of the trial period, to explain to them that before the salary is paid in February, the employees will vote, more than 2/3 of the employees support the new system, we will fully implement it, and if the employees do not accept it, then he can choose to leave at that time." ”

Du Yuemei is still very confident in this, he believes that the vast majority of the group's employees support this new treatment system, after all, no one wants to take this dead salary, only these employees work hard, their wages in January will definitely be higher than before.

Li Guangyu is very supportive of Du Yuemei's approach, he said: "Linwen, your group's administrative department should make arrangements in this regard, and must convey the system to every employee. ”

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