"Huaishang Daily" launched a special edition, and in a prominent column position, a number of major developments about Enyuan Group have been published recently.

Among them, there are several articles by special commentators signed by Simon, which touch on the sensitive issue of personnel system reform.

Anyone who has read these articles generally feels that the author's style is rigorous, the language is vivid, and it not only has a strong impact and shocking power, but also can be heartfelt and serious with the reader. I think about everything very generously.

The first article is entitled "Breaking through the obstruction of power, and the use of personnel does not talk about the origin", and the point of view is profound and straightforward:

It is necessary to establish an open and transparent leadership and personnel management system in Enyuan Group, so that those comrades who have a solid style, are trusted by the masses, and have quality, understanding and ability can take up key positions.

The article says that it is necessary to remove from the system those who come from improper backgrounds and rely on their connections to promote and appoint people.

The title of the second article is "Updating the Rules of the Game, and the Number of Personnel Positions is Not Adjusted", and the pen is sharp and frank:

It is necessary to take the enhancement of the credibility, efficiency, and pragmatism of leaders at all levels as the goal, improve the rational distribution of personnel resources, and make the allocation of leading bodies at all levels lean and efficient, and the officers must be clean and clean, and they must not be filled with the number of people who are indiscriminately filled.

The article says that it is necessary to streamline the bloated and procrastinating administrative organs and strictly control the number of personnel posts for leaders.

The third article is entitled "Breaking the Seniority Theory, Choosing a Good Leader is the Key", which unabashedly and publicly elaborates:

It is necessary to use the quality of the selection and use of the head of the department organs and grassroots leaders as the key to evaluating the success of the personnel reform and adjustment of the Enyuan Group.

The article says: The existing incompetent personnel leaders must be eliminated and eliminated to make way for them.

The above-mentioned three special commentator articles signed by Simon appeared in the political newspaper of Huai Listing, and careful people quickly thought of Enyuan Group, which is currently considering the introduction of personnel adjustment plans, and began to try their best to capture a certain signal released in the article.

Some people speculate that these articles came from pseudonymous writings by the organization departments of Huai Listing and Enyuan Group, while others speculate that they jointly organized a huge writing team with the newspaper.

Some people even suspect that famous literary masters were invited from the capital or other places, such as a certain university.

Because most people think that in the history of Huai and Enyuan Group, no one has been able to write such a clear-cut, distinctive, and colorful, flesh-and-blood political article.

Chen Hongjuan left a message to Hua Nianping on QQ, saying that she had received an admission letter from a fashion college in Tokyo, and she was making up Japanese in the crash course for more than ten days, up to more than ten hours a day, sorry that she could only spare a little time every few days, and log in to QQ to say a few words to Hua Nianping.

She said that a good female colleague on the TV station sent her three special commentator articles recently published in Huaishang Daily through NetEase email, asking her to appreciate and comment on the articles from the perspective of the program host and judge what kind of literati pen it came from.

Chen Hongjuan quickly left a message to Hua Nianping, saying that according to these three articles, Enyuan Group will challenge the traditional personnel management system, and set a precedent for the use of personnel management at the division level by prefectural and municipal departments across the country.

Moreover, these reviews are quick and thoughtful, without any traces of pretentiousness, and do not change their original intentions, which is a language style that she is very familiar with.

Therefore, Chen Hongjuan boldly asserted to her female colleague that these three articles by the special commentator of the signed author Si Meng are the masterpieces of Comrade Hua Nianping, the current main leader of Enyuan Group.

Hua Nianping was quite surprised in his heart, because the only people who really knew the origin of these three articles were Huang Chunrong, Fu Jinhe and the editor-in-chief of "Huaishang Daily".

Chen Hongjuan also said that she would like to chat online with Hua Nianping at the same time on the night of the Mid-Autumn Festival.

Hua Nianping happily agreed to her.

In mid-September, Enyuan Group, chaired by Hua Nianping, held a meeting on personnel work to study the reform and adjustment plan of the personnel system of the division-level leaders submitted by Huang Chunrong, executive deputy general manager.

Hua Nianping said solemnly that this is the first time since he took office as the head of Enyuan Group that he proposed to adjust all department-level leaders, especially the key positions involving the top leader, which must be re-screened and filtered.

His goal is to fundamentally stimulate the vitality of the personnel team and strive to build an efficient, sunny, valuable and righteous leadership team at all levels of Enyuan Group.

Huang Chunrong said that the personnel system reform and adjustment plan that has been formulated and completed will be a sudden change in the management of the personnel system of Enyuan Group, and there are three main aspects in the content:

First, in the future, the appointment of all leaders, regardless of level, will be publicized through internal and external websites, television, and newspapers, and submitted to the Workers' Congress to score the appointees every year, and the scoring results will be announced to the public;

The second is to reduce the number of division-level leaders, reorganize the organization, the group is only equipped with a secretary-general, no longer allocate a full-time secretary at the deputy division-level for each deputy general manager, and the division-level leaders of the second-level units are controlled at three to five people, so that one-third of the incumbent division-level personnel establishment will be reduced;

Third, the number one leader of each department and unit should be appointed, regardless of whether he was transferred or promoted, and at the end of the three-month probationary period, a public opinion assessment should be organized immediately, and if it is found that there are leaders who are incompetent in their work and the masses are not satisfied, they will all be dismissed from their posts as ordinary staff members on the spot.

Hua Nianping showed the participants the three bottom lines of bad leadership in his heart:

First, the bureaucratic ideology is serious, and it has been high above the masses for a long time, far from the masses; Second, the formalism style is serious, the work is free and floating, and there is often fraud; Third, blindly pursuing short-term political achievements, without a sense of the overall situation, and never daring to take responsibility.

He asked the human resources board of the group to develop and establish a computer application system for personnel management network, one is the basic personnel information module, including education level, family members, and previous positions; the second is the personnel assessment information module, including mass evaluation, organizational performance, and clean government construction; In addition, there are leave management, training management, job appointment and dismissal modules, etc.

Hua Nianping and Huang Chunrong have such the same caliber, it can be seen that they have long been accurate, and all the other participants have a hunch that the personnel system of Enyuan Group will inevitably set off an unprecedented storm.