Countercurrent 1982

Chapter 2148 layoff list
In any case, Duan Yun spent billions in consulting fees to invite IBM's management team, in order to make the company a higher level, and make the company's management structure stable enough for a long time, so from this point of view, any reform brings Duan Yun had to endure the pain.

In addition, Tianyin Group has continued some of Duan Yun’s practices in the early days of his business over the years, that is, new employees only need diplomas, and fresh graduates from Tsinghua University and Peking University can enter a good position as soon as they enter the company. Graduate students need to go through a period of probation, but in fact, many fresh graduates have the problem of high education and low ability, which really affects the fair competition of employees within the company.

In fact, these people know it well, but as a technology company, graduates from top universities have always been the focus of his recruitment. Speaking of which, most of these people are relatively mediocre talents, but as long as there are a few real masters , then Duan Yun is not at a loss.

However, in order to achieve this, Duan Yun must improve his own internal competition system, and the suggestion given by IBM is to implement the elimination system for the bottom of the enterprise department, which is not only aimed at the front-line employees, but also at the backbone of the R&D department Technical staff.

But this point was eventually rejected by Duan Yun, because some companies had done this in previous lives, but the results were not satisfactory. The people who were eliminated at the bottom of the department were always ordinary employees, while those executives who were good at playing tricks There is always peace, but in fact these management leaders are the ones who should be most responsible to the relevant departments.

Therefore, Duan Yun’s idea is that technical employees cannot be easily eliminated or fired, but they can be further refined, clarify the reward and punishment system, set up a special evaluation department in the company, and summarize and evaluate everyone’s workload and work conditions every day, and then At the end of the month, bonuses and wages will be issued according to the evaluation.

As for the evaluation department, in order to prevent the evaluators from colluding with internal personnel, Duan Yun plans to set up this department himself. The person in charge of the department is only responsible to Duan Yun, and the people in this department are not allowed to have any communication or entertainment with other departments. If found, they will be fired.

For this point, the IBM team also expressed their approval. After all, the situation of Tianyin Group and IBM is different. The United States has the most top talents in the world, but in China, there are not many talents with higher education, let alone top talents. Even ordinary college graduates are very rare. After all, Tianyin Group is only a private enterprise, and it cannot be stably assigned to fresh college graduates like some state-owned enterprises.

At the end of the meeting, Duan Yun also made some suggestions to IBM's consulting team, that is, they need to be fully integrated into every department of the company, so that the reform plan can be more detailed and effective. This is a long-term task. , so Duan Yun did not set a deadline for them to submit the next reform plan.

After the meeting, Duan Yun immediately called his assistant Guo Kai and handed him the list of layoffs he had just received.

"This..." After seeing a series of familiar names on the layoff list, Guo Kai was startled, and asked Duan Yun after a while: "Mr. Duan, these are all veterans of our company, and some of them are related departments The main person in charge, if you replace them, it will have a great impact on our company..."

Guo Kai has been in Tianyin Group for six years. He naturally knows everyone on this list. In his opinion, the veterans of these companies have made a lot of contributions to the development of Tianyin Group. , Although there have indeed been some work problems over the years, and the attitude has become lazy, but in any case, if all these people are fired, the impact on the company will be obvious.

"I know what you said. In fact, I am very grateful to these old employees in my heart. Without them, I would not be who I am now." Duan Yun paused, and then said: "But our company is like a fish. If the water is not changed for a long time, the fish pond will turn black and smelly, and the fish in it will not be able to grow healthily. Personally, I am willing to keep them for a lifetime, but for this company, I must Make this decision."

"Understood." Guo Kai nodded lightly, and continued: "Actually, I think it's good to have a few managers here, at least the work attitude is still very good."

"I also know that they have a good working attitude, but this is not the reason why I laid off them, but because their ideas may not be able to keep up with the current domestic business development, that is to say, in many ways, they have fallen behind. And it has been completely solidified, if they really do things according to their thinking, maybe there will be no big mistakes, but it is not conducive to the long-term development of the company, do you understand?"

"Understood." Guo Kai responded, then picked up the list and said, "I will notify them to go through the resignation procedures now."

"I didn't tell you to notify them to resign now." Duan Yun smiled slightly, and then said: "I will give you three days, you have to find management talents who can replace these people within the company, and the requirements are very simple. They are young, capable, and have management experience. It is best not to be over 40 years old, and it is best to be around 35 years old, and then hand over the list to me, and then I will make the next decision."

In fact, in the current Tianyin Group, besides Duan Yun, Guo Kai can be said to be the person who knows the internal personnel situation of the entire group company best, because his daily job is to deal with the managers and employees of various departments, and to deal with the middle and lower management. The staff's understanding is even clearer than Duan Yun's, so it is most appropriate for Duan Yun to ask him to find replacements for these laid-off managers.

Considering that Guo Kai's vision is limited, Duan Yun just asked him to make a replacement list first. After getting this list, Duan Yun will personally observe and assess these people. If they really meet his requirements, Then he can replace the original leadership position.

All in all, company layoffs are also a science. Duan Yun's goal is to complete his reform plan with the minimum cost. It will take some time, but the time will not be long, because before the end of the year, Duan Yun will complete the company's reform plan. Big change plan.

"Ok."

"And I want to remind you that you should not disclose this list of layoffs to anyone, otherwise, the consequences of leaking the secret will be very serious, do you understand?" Duan Yun said solemnly.

"Understood." After Guo Kai responded, he picked up the list and turned to leave the office.

(End of this chapter)