Countercurrent 1982

"What you said makes sense." Hearing this, Duan Yun seemed to wake up.

The situation is just like what Johnson said, when doing business in China, personal contacts and relations at the government level are indeed very important, and can even play a decisive role.The executives of these departments of the group company are excellent people in all aspects, and their work is limited to their own departments, lack of contacts in the business world, and few people have the opportunity to deal with local governments
And experience, so if they are allowed to manage the company alone, there will definitely be many problems.And what is different from the job responsibilities of the department head is that once you become the vice president of the company, you need to be able to replace Duan Yun and go out to discuss business on behalf of the company. The work content has also changed from the daily work management of the department to

All kinds of contacts, entertainment, and social interaction will take up a large proportion of the total work, and these are things that many department managers are not good at.As for recruiting a vice president of the group from the outside through other channels through headhunting, it is not a good choice for Duan Yun. On the one hand, he needs the vice president of his own group company to have a high sense of loyalty to the company; It is difficult for the senior executives to convince the public. Although Tianyin Group is not a state-owned enterprise, there are also situations of seniority ranking within it. In fact, this situation exists in any company, including some top companies in the world.
As a multinational company, executives recruited from outside will not be recognized by insiders if they do not have very dazzling resumes and achievements.As for social training, it doesn’t mean that the executives in these companies don’t have social skills, but that they lack relevant contacts. In addition, when dealing with local governments, they may not be able to adjust their social skills.
One's own position or a bad grasp of some of them may easily lead to some counterproductive results, which is something Duan Yun needs to try his best to avoid.Another point is that after these executives have their own contacts and experience, how to prevent these trained talents from quitting or establishing their own businesses has become a problem that Duan Yun needs to solve. The means are high salaries and benefits, as well as very harsh entry contracts, especially for employees in the core technology department. If they want to leave within the contract period, in addition to repaying a huge amount of
In addition to liquidated damages, it is not allowed to enter a company with related competition after leaving the company. The Tianyin Group's legal department has avoided brain drain to the greatest extent.However, in Duan Yun's view, as long as the company's benefits are high, most employees are still willing to work in the current company for a long time. Judging from the current situation, Tianyin Group's treatment is the lowest in the entire mainland of China.

It is very high, even surpassing most foreign-funded enterprises.So if the vice president is elected this time, Duan Yun will definitely give you a very generous treatment, including super high basic salary, year-end bonus and various benefits, as well as share dividends, and the income must at least be in the group company

Ranked in the top five, leaving other companies that want to poach corners behind. "My suggestion to you is not to determine the candidates for this position in a short period of time. You can train them first, and then implement internal competition. The cycle will take at least three to five months." Johnson thought for a while, and then said: "In the IBM company I worked for, my boss Gerstner also received a period of focused training before becoming the CEO. As the CEO of the company, he needs to maintain the interests of the board of directors and...

The idea is the same, it all took a long time to complete, so I don't think it should be rushed. "

"I understand your suggestion." Duan Yun nodded, and continued: "You can bring the evaluation materials to my office tomorrow, and we will discuss it in detail then."

"Okay," Johnson replied.

Afterwards, the two exchanged a few more words before returning to the wine table to continue today's dinner.Johnson's suggestion gave Duan Yun some inspiration. As Johnson said, Duan Yun should not be too hasty in promoting the vice president of the company.
Select the right candidate.

Early the next morning, when Duan Yun came to the office, he saw that Johnson was already waiting there.

After the two greeted briefly, John immediately took out a CD and handed it to Duan Yun.In this CD, the evaluation materials of the executives of various departments of the Tianyin Group are copied. Except for their resumes and basic information, the rest are Johnson's team's evaluation of this person's ability, loyalty, and related expertise.

The content of the evaluation is very detailed. It can be seen from this that Johnson's team usually works very in-depth and meticulous. There is a reason why their consulting team also has a very high commission in the United States.

After handing the CD to Duan Yun, Johnson left the office, and Duan Yun turned on his computer and put the CD into it.At present, Tianyin Group has a total of 27 departments, involving all the basic departments and industrial projects, and the directors of each department have deep qualifications in the industry, and the average age is about 35 years old.
Strong, experienced stage.When Duan Yun first came to Shenzhen to fight the world in the early years, many of the management positions in the company were cadres from state-owned enterprises or the backbone of research institutes. After years of hard work and IBM consulting
After the team's reform and decentralization, many senior executives have been eliminated, and the remaining people are basically the best candidates.However, when the IBM team selects these management talents, there are also some controversial issues. One of them is that they will pay special attention to those managers who are in joint ventures and have overseas study experience, while those who have not studied abroad or work in multinational companies They seem to pay little attention to the management talents who have experienced experience. Of course, this is also understandable. After all, those who have studied and worked abroad are different from IBM in certain ways of thinking
teams have more consensus.However, in Duan Yun's view, those management talents with a little refined thinking are not completely in line with his wishes. Perhaps their business capabilities are of great help to the company, but Duan Yun hopes that the second in command of his company is the number one leader.
A patriotic person.

In addition, this person must be highly loyal to the company, his education and resume can convince the public, and his understanding and the upper limit of future growth are very high. Only such talents are worth cultivating.

So Johnson provided him with this information only as a reference, but not as decisive. The key is to rely on Duan Yun's own intuition and judgment.After spending a whole morning, Duan Yun checked the information repeatedly and combined with his impression of these executives, he quickly identified two candidates who could focus on training.