"Sixth, I suggest that a relevant performance evaluation mechanism should be introduced according to the responsibilities of each department. Pen Fun Pavilion wWw. ｂiquge。 infoA clear performance appraisal mechanism can give employees a clear idea of what to do, so that they don't have to think wildly. ”

Tan Zongqin explained: "I used to work in a private company, but they didn't have a clear performance evaluation mechanism, and the promotion of employees was completely based on the personal judgment of the boss. Of course, the boss felt that his judgment was correct and reasonable, but he did not take into account the psychological state of the employees. In this case, even if the boss is meritocracy, the employees will imagine it as cronyism. ”

"Because they don't know the person and don't know how the boss judges, they will inevitably be suspicious. If the employees are full of doubts about the company and the boss, how can they work together, let alone be motivated. This is a lesson I have learned from my personnel work over the years, and clear regulations may be a bit rigid, but they cannot be ignored. ”

The ordinance is dead, and man is alive, and it is necessary to combine life and death.

This degree is difficult to grasp, the more dead it is, the less power it is, and the more alive it is, the greater the power of leadership.

The problem of Jiang Yan's company is too lively, because the company's scale and institutionalization are not enough, and many things are Hang Yu's words. Tan Zongqin is aware of this problem and hopes to limit his personal power.

Hang Yu also doesn't mind the restriction of management rights, because what he values most is not management, but development. The management is handed over to the management below, and since it is to be managed by others, it is natural to hand over some of the power.

That's what it means to put power in the cage of the system.

"Yes, you write a charter and show it to Mr. Yang when the time comes. Hang Yu said.

"Seventh, I think the company's salary system is not scientific enough, obviously higher than the salary level of companies in the same industry and size, and the gap between the salaries of superiors and subordinates is unreasonable. The company will have financial problems, and the salary system has a credit, but it is not a good thing to know that the basic salary is too high, and it is easy to make employees feel comfortable and lack of initiative. Therefore, I think we should re-evaluate the salary level of this industry, and the difference factors between various positions in the company, and try to distribute according to work, and take as much as you do. Tan Zongqin said.

"If the salary level of the company is indeed too high, what should I do, is it possible to lower the level?" Hang Yu felt that this was not good, he did not want to cause turmoil among all the employees of the company.

In the past, Hang Yu paid such a high salary, purely because he wanted to be better to the staff, but he didn't think about it so much. Because the company used to have few people and the start-ups were passionate, even if the salary level was not very reasonable, it did not cause much problems.

However, with a large number of employees, and later employees do not have the passion for start-ups, a reasonable salary system is very important.

"It's not easy to lower, but you also have to make a form, at least you have a bottom in your heart. In the future, the company will have to raise salaries, and this form can be used as a reference to avoid becoming more and more unreasonable. Tan Zongqin said.

"Well, you go for it. Hang Yu said.

"The eighth point is about the honorary award, which I don't think is institutionalized enough. Tan Zongqin said.

"Then institutionalize. Hang Yu said.

How to get the honorary award, and how much the award, it was all up to Hang Yu and Yang to have the final say.

It's also because the company has few people, so it doesn't matter much.

But there are a lot of people, some small staff make some small contributions, and people also want to win awards, and a few hundred yuan is fine. However, it is difficult for Hang Yu and Yang to pay attention to the small contributions of small staff, so institutionalization is still necessary.

To put it bluntly, it is to popularize this honorary award a little, and it is no longer limited to high-level awards.

Speaking of now, there are already a lot of questions raised, so Tan Zongqin took a look at Hang Yu's face and saw that he didn't show impatience, and then continued: "The ninth point is about the personnel of the procurement department, I found that the number of employees in the procurement department accounts for 34% of the company's total, which is a very unreasonable ratio. Moreover, the purchasing department is overseas, and it is not convenient to manage, is it within the management scope of my personnel department?"

"As long as it is an employee of the company, no matter how far or south, it is under the management of the personnel department. Hang Yu didn't expect him to take the initiative to bring it up, so he followed his topic and said: "I also understand the truth that the emperor is far away, and the members of the company must establish a sense of trust among themselves, but they must not lack a management and supervision system." ”

"I think so too, especially since the function of the procurement department is important and involves a lot of capital flow, and it should not be taken lightly. Tan Zongqin said solemnly, he was relieved to see that Hang Yu attached importance to this issue.

"Do you have any good advice, tell me about it. Hang Yu said.

"I suggest that personnel and finance should be set up in several relatively large procurement points, and dual sub-departments should be set up to directly manage personnel and funds of the procurement department, and at the same time play a certain supervisory role. Tan Zongqin said.

"This will increase the number of people. Hang Yu said.

"It's worth the manpower burden compared to the flow of money. Tan Zongqin said.

"Well, do you plan to go there yourself or send a reliable person to do it?" Hang Yu asked.

"To be honest, the HR department is all new employees, and I can't say a very reliable candidate for the time being. The purchasing department is the only problem I have seen but not touched so far, so I wanted to touch it myself. Tan Zongqin said.

"Won't it delay the work here?" asked Hang Yu.

If Tan Zongqin hadn't summarized it for him, Hang Yu really didn't expect that the company would have so many personnel problems.

At this time, when Tan Zongqin was asked to go on a business trip, Hang Yu felt that the time was too tight.

"It won't be very tight, the affairs here can be handed over to the supervisor to do, and Director Xu's work ability is still very strong. What's more, now that communication is so developed, I am familiar with some problems, and remote control can also be done. Tan Zongqin said.

"I'll give you a week to lay the foundation for the affairs here first, and then go abroad after handing over the tasks. Hang Yu said.

"Okay, I see. Tan Zongqin nodded, a week is enough.

Of course, Tan Zongqin did not do all the questions mentioned before, but submitted them to Hang Yu for approval, and then handed them over to the people below to investigate and count the regulations. So even if he goes abroad, Tan Zongqin can grasp these problems, because he is already familiar with the routines.

This is the benefit of rich work experience, and a young personnel manager will definitely not dare to take care of both, and he will not be able to take care of it.

After returning home from work, Tan Zongqin told his wife about a business trip in a week.

"How long have you been on the job, what are you doing on a business trip from the HR department? "Duan Li is six years younger than Tan Zongqin, she is already three months pregnant, and she has to bring a six-year-old daughter, so she is a housewife at home.

When she was pregnant, she needed the most care, so Tan Zongqin resigned from a large company and chose to work in Jiangyan Company, which was closer to home. Because Jiang Yan's company is not only relatively close to his home, but also the salary is not low, it can be said that it is very in line with Tan Zongqin's requirements.

"Our company has a lot of purchasing departments overseas, and the personnel management there is not good, so I want to go and see it myself. Tan Zongqin said.

"It's so troublesome, it's better not to resign, the small company doesn't even have five insurances and one housing fund, and there is no year-end bonus. Duan Li complained, she regretted a little that she didn't let Tan Zongqin wear a condom at the beginning, she was still pregnant at the age of thirty-three, and she didn't need to be so cautious when she was younger.

"I didn't expect Jiangyan Company to have such a department, but this company is not small, it has expanded to more than 200 people, and the development potential is not small. In addition, I told the chairman of the board of directors about the five insurances and one housing fund today, saying that it will come out at the end of the year, and I will handle it anyway if it is handed over to the personnel department. Tan Zongqin said.

"That's okay, at least the base salary is a little higher. Duan Li said.

Tan Zongqin hesitated, and didn't dare to say that he and Hang Yu had raised the base salary too high, otherwise Duan Li would definitely say that he was stupid.

Because Duan Li's family is relatively wealthy, and she is six years younger than him, she can be said to be young and beautiful, but she follows him, a poor boy. has worked hard all the way to the present, Duan Li has suffered a lot with him, and Tan Zongqin feels that he owes her a lot.

After talking about the company's affairs, Tan Zongqin put down the affairs in his heart and took on the roles of husband and father at home. When Tan Zongqin didn't talk about business, he had a gentle smile on his face, and he was a good husband in Duan Li's mind.