It was the first time that Ma Guangming had participated in the discussion of the company's development plan on such a small scale and so deeply. He thinks what Zhao Qingmin said just now is very good, the level is quite high, and he has reached the key point. He has long found that many leaders' private conversations are very incisive, but public, especially at meetings, is like chewing wax. This is probably also the sadness of the system. Just like Zhao Qingmin, if he was at the meeting, he would never say what he just said.

But Red Star's party and government leaders made frank exchanges on the company's personnel issues without avoiding themselves, which of course made him happy, which at least showed that Tao Tang regarded him as a reliable partner. Therefore, he pricked up his ears to listen to Tao Tang's high opinion.

As if he had guessed his thoughts, Tao Tang said, "I don't really have any high opinions about the development of the company." Enterprises have their own laws of development, and the predecessors have summarized it very well, but it is just a good team, a good team, a good mechanism, and a good product. Just now, Lao Ma thought that the system and mechanism were the most critical, and he was actually right. The secretary believes that the key is the two-level team, and the role of the middle level of the two-level team is more important, and it is also important for the ......"

Zhao Qingmin smiled, "This is not your style of speaking......"

"It's sincere. In fact, many things are one and two, two and one things. Without a good team, there will be no good mechanism and system, and even if there is, it is just written on paper. On the other hand, without good mechanisms and systems, good teams will soon deteriorate...... But I still tend to start with people, and the key to the success or failure of my career is people. It makes sense for the secretary to value the middle level, but I think that if the team is not good, the middle level will not be good. The secretary thinks that the key to the team is the number one, which makes sense, but I don't fully agree with it, there is a saying that is definitely true, there is no perfect individual, but there is a perfect team......"

"Let me say something," seeing Tao Tang stop to drink water, Ma Guangming said, "It's a little offensive, you two are just the opposite, the secretary is ambiguous at the meeting, and the meeting will be quite incisive." And Mr. Tao, you will indeed be crisp and neat, but the small range is ambiguous......"

"Haha," Tao Tang laughed a few times, "yes?" I don't think so. I'm not done yet. Rectifying personnel should be the next step of the company, and what the secretary said, coincides with me. However, personnel issues are a matter of importance, and we cannot turn the pancakes back and forth, and even if they are corrected, the sequelae will definitely exist. Just like Lao Liao, who was exempted from ≠ work-related injuries at the beginning≠ diǎn≠ Xiao ≠ said, .2←3.os_ ★(); There are different opinions in the team, and I later found out that this comrade has a lot of excellent qualities, and he fully possesses the basic qualities of the middle-level administrative leader, so he can only slap himself in the face, and it is better to admit his mistakes than to use strong words. Okay, now I'll talk about my view of diǎn...... First, it is necessary to straighten out the leading groups. How to straighten it out? It is necessary to establish an effective assessment system. What is assessed? Achievement. The indicators listed in the letter of responsibility signed every year are achievements, but they are not enough and need to be further improved. At least add a series of things to the middle-level management guidance, education and assessment of the unit in charge...... The so-called serving as an official for the benefit of one party, in the enterprise, is to ensure the safety of one party. If something goes wrong below, the top will be held accountable without mercy. This responsibility cannot be talked about in general, but must be made clear in general, for example, if the grassroots level fails to meet the target, the leader in charge must take responsibility. The grassroots level is out of the blue, and the leaders in charge must also take responsibility. This requires the company's leaders to sink down, effectively control the grassroots and make suggestions for the grassroots. Now there are people who always sit in the office and give orders, talk rhetorically, and not in the future, and never like that again. ”

Ma Guangming thought, this diǎn has nothing to do with me. Every day when I go to work, I spend at least half of my time in the workshop, and it's not me. Oh, I'm afraid Lao Han is among them......

"What is the assessment linked to? The main thing is to cash in on performance, money, and talk with money. Unless it is a heavy mistake involving the overall situation, the general problem is to talk with money. I'm not afraid of people saying that I'm in the eye of money. Further, if the unit you are in charge of has failed to complete the target and assigned heavy work for two consecutive years, you should consider changing the guard...... I don't have the power to remove you, but I have the power to put you on the cold bench. ”

Zhao Qingmin and Ma Guangming didn't say anything, and listened to Tao Tang quietly.

"There are three key issues at the middle level, the first is to select people, the second is to evaluate the current staff, and the third is to establish an exit mechanism. Recently, I read a material given to me by the Organization Department, our middle-level team has the problem of aging, 33% are over 50 years old, 48% are 40~50 years old, and less than 20% are under 40 years old. It is worth mentioning that among the middle cadres aged 40~50, 70% are over 45 years old. This age structure is clearly unreasonable. The old people used to mention the combination of the old, the middle and the young, and I think it is the absolute truth. The contingent of cadres must establish a rational echelon structure, and there must be no faults. Therefore, it is necessary to increase the selection and appointment of young cadres. However, there is a bigger problem in our cadre team, that is, there are too many people! There are a total of 852 people at the current section level and department level! In any case, it cannot be said to be lean. With such a large middle-level team, it will be even more problematic to vigorously promote young people to replenish fresh blood......

"Where's the more? I think the first is that the organization is bloated, what departments the group has set up, what departments do we correspond to, and even correspond to the local level, such as the armed forces department, isn't it responsible for reserves and recruitment? Is it necessary to have a separate department? Institutions must therefore be streamlined. The second is that there are too many deputy positions, and some branches are even equipped with four deputy positions, and the superfluity of people will inevitably bring about the struggle for power and profit, and the efficiency is low. What to do? It is necessary to establish an exit mechanism. As a matter of fact, we have a stipulation on the length of service of cadres, but unfortunately it is not strictly enforced. This is true not only in cadre management, but also in many aspects. I'm going to pick up the system of retiring from the second line again, how old is the deputy position, how old is the main position, and I will retire when I reach diǎn. Only by letting the old comrades retire can we free up posts and promote the younger comrades. ”

"I'll interject," Zhao Qingmin interrupted Tao Tang, "It's right to quit." But you have to pay attention to the fact that the cadres over the age of 45 mentioned are precisely the main force of the company. Stepping back from the second line according to age is a loss for the company. ”

"You can't have the best of both worlds at any time, you can only choose the lesser of two evils." Tao Tang continued, "The benefits of retiring from active duty due to age are obvious...... The kind of situation you mentioned can be handled flexibly, and if we value the professional ability of some middle-level people, we can establish a re-employment system. Leave those who need it behind.

"Now let me talk about the difficulty of choosing people. After chatting with Peng Yong a few times, and also doing some understanding from other channels, the core of our current or past implementation of the selection system is the number one. Basically, the number one has the final say. For example, if your old horse is in charge of production, and you find that there is a good seedling at the grassroots level, what should you do? The main thing is to recommend to the top leader, and try to persuade the top leader to adopt your opinion. Is that so? Of course, the number one can find talent from other sources, including his wife and children. After handing over these so-called reserve cadres to the Organization Department, they will complete the so-called inspection in accordance with the wishes of the top leaders, and then they will attend the meeting. Can you recall that how many candidates were brushed off during the expedition? How many candidates were rejected? That's the crux of the matter.

"We can't say that any of the previous leaders, including Song Yue, are selfish. I think they all want to do a good job in Red Star, and they all want to select real talents. Of course, the standards for talents are different, and some leaders may pay more attention to their attitudes, and I am definitely an example...... But there is a big problem with this system, and it is very easy to be deceived.

"What to do? I think we need to make a fuss about the system and mechanism. All excellent enterprises must have a set of successful talent selection mechanism. In this regard, I have read some materials, the main approach is to quantify the indicators, treat the talent as a product, organically combine the external things such as age, education, professional title, and resume with the internal things of ability and prestige, delineate the weight, score and score, expand the scope of knowledge, and let more people participate in the selection of talents. I do not want the masses to have the final say, and the principle of the party's management of cadres cannot be changed. But if a cadre is not bought by the masses, who dares to believe that he can do a good job? I have learned a lesson in this regard, and I encountered this situation in Shengdong back then, when a cadre who had a very good impression of the leadership was promoted and was in trouble in the unit, and the masses were very resistant, which made me regret it very much. This person, Tediǎn is the only one, his eyes are only on the leader, he always thinks about the leader's intentions, and can always say what the leader likes, but when it comes to the actual work, there is no way, just rhetoric...... Sometimes, what we see is different from what the masses see......

"Mr. Tao, let me tell you my opinion, it's not necessarily right." Ma Guangming saw Tao Tang stop, so he answered, "First of all, I agree with your idea of reforming and selecting people, but you can't become a fat man by eating in one bite, I'm afraid you have to come step by step." As you said, don't flip the pancakes. Red Star has learned a lesson in personnel management, and in those years it carried out the reform of reducing the personnel of the organs, and it was also a review and an examination, and the toss was very fierce. In the end, 100 people were suppressed, and these people couldn't be separated, and some of them ran to the technical stutter to eat leisure, and I remember that the archives of the technical department alone were divided into more than a dozen, which became a laughing stock. Others ate empty pay and went outside to do their own work. This is a lesson, and it is first of all that the prestige of the number one is damaged. So, I'm going to jog and run, or I'm going to try diǎn ...... first."

"Lao Ma's opinion is very good, don't be in a hurry......" Zhao Qingmin diǎndiǎn head.

"Yes, be careful. Second, I will talk about the assessment of the middle level of the job. First of all, I think that the assessment of in-service cadres is false! Nothing practical! Zhonggan holds a generous annuity, which causes the salary distribution to be unreasonable in fact, but there is no hard indicator constraint? ! Isn't that weird? I asked the organization department, I also asked Lu Qi, and I also looked at their assessment methods, in a word, it's all! Actually, a diǎn effect is not! I think that the first thing that should be reformed is this part, and the method of selecting people can be fully deliberated, and we can first go too far according to the old method, and we should be more cautious, but if we do not really establish an evaluation system for in-service cadres, we will be in great trouble! (To be continued.) )