Top of the Great Era

Chapter 1803 CPO
Meng Houkun said: "Yes, the management of the company is actually to manage people. The assessment of hard indicators such as indicators, performance, efficiency, and interests is very important, but there are actually soft indicators. For example, the promotion of Liu Yudong on Xiaonei.com in the past two months led to his The competitor was very angry and took half of the team to leave. This is actually caused by poor internal communication, and the promotion rules are not explained clearly, causing misunderstandings, and thinking that there are other reasons behind this to cause unfairness.”

Zhou Buqi laughed and said, "Are you really ambitious? Do you want to solve all the problems?"

Meng Houkun said: "It is obviously not enough to find and solve problems. It is necessary to improve the system by analogy. This is another contradiction between me and Wang Haiyang, and it is also the reason why you think Wang Haiyang has done a good job. Totally wrong."

"what?"

Zhou Buqi was a little surprised, this kid pointed the finger at himself directly and criticized sharply.

Guo Pengfei was not convinced either, "Don't kill everyone with one shot, I'm in charge of business, Boss Zhou is usually so busy, can he notice those little things?"

Meng Houkun didn't argue with him, and went on to say: "Wang Haiyang's ability is praised because he handles the incident better. In my opinion, the better the better, the worse. The personnel work is not the same as the business work. Just like a hospital, the higher the annual income growth, the worse it is doing. But the indicators of many hospitals are based on performance, which is absurd.”

"Ah."

"Comparing Ziwei Star to a house, there are many flies in the house. Wang Haiyang's job is to get rid of these flies. He handles them very well. He is constantly swabbing the flies. The more flies he kills, it means his The better the job is done? Quite the contrary, this line of thinking is completely wrong!"

Zhou Buqi took a deep breath, "Yes, the disadvantage of single KPI thinking."

Meng Houkun said: "The reason why there are flies in the room must be some kind of garbage that can produce flies in the room. As long as the garbage is cleaned up, the number of flies will inevitably decrease. Flies are just appearances, and garbage is the essence. The cause is a flaw in the system. The more flies Wang Haiyang swatted to death, the more it shows his incompetence in system construction.”

Zhou Buqi joked: "Yes, I think you can be the chairman."

"Pull it down!" Meng Houkun is quite self-aware, knowing that he is too far away from that position, "I just think that the company is getting bigger now, and there are many problems in personnel management. I am in charge of Jinyiwei, and I can start to deal with some internal corruption. , dereliction of duty, these are symptoms rather than root causes.”

Zhou Buqi nodded, "Tell me, what do you think are the flaws in the management system?"

Meng Houkun said: "That's too much! Let me just mention a few. For example, I have statistics. This year, there have been 62 resignation disputes in the company."

"Is there any reference?"

"Yes, there were 23 cases in Baidu and 11 in Ali. Other companies did not investigate."

"The gap is so big?"

Zhou Buqi opened his eyes wide, quite shocked.

Meng Houkun said: "There are many reasons for this phenomenon, such as too good employee benefits, too formal resignation process, business managers are all engineers, etc. But in my opinion, the main reason is the flaw in the system."

Zhou Buqi was very concerned about this, "Well, tell me!"

Meng Houkun said: "The role of HR should be a matchmaker, to lead the red line for men and women. When the business needs people, HR will come forward to help recruit and introduce employees to the business. If when divorced, the work of breaking up is also handed over to the matchmaker. What? Can there be no disputes? It must be clear between men and women, how can the matchmaker know what happened between them? It is impossible to do this kind of thing for you. If you do it for you, there will be differences."

Zhou Buqi asked: "Is this the reason for the resignation disputes in the company?"

Meng Houkun said: "Yes, basically. If the business manager wants to lay off people, he will inform HR. Then HR will come forward to discuss the dismissal with this employee. The employee is ignorant during this process, and he was fired without knowing the reason. Once they feel that they have done a good job and have been squeezed out of power in the workplace or fired because of their words, they will make trouble and want to report to higher levels in the company that they have been wronged and unfairly treated. treatment."

Zhou Buqi turned his head and looked at Guo Pengfei, "This should be a common phenomenon, right?"

Guo Pengfei looked a little embarrassed, "Many business executives are engaged in products, technology, analysis, and marketing, and they are really not very good at handling interpersonal relationships. Resigning is also a science, and most people are not good at it. Too good."

Zhou Buqi looked at Meng Houkun again, "What about HRBP? Can't solve the problem?"

HRBP is the HR assigned to the business department.

In a technology company like Ziweixing, almost 100% of the business executives are engineers. They are definitely not as good at processes, mechanisms and management as professional administrative workers.

HRBP appeared to solve this kind of problem.

The human resources department sends a group of HR to the business line to assist and guide the business supervisors to solve these administrative tasks, including talent evaluation, assessment and dismissal, etc.

In this way, the business supervisor does not need to spend too much time on this kind of top-to-bottom management, and can devote more energy to the business.

Meng Houkun said: "HRBP can solve the problem to a certain extent, but it is not enough. HR is better at processes, systems, management, and communication, but they don't have a deep understanding of the business. And the resignation of employees is often related to the business or even the technical field. If it is handled by a person who understands business and technology, it may be explained clearly in a few sentences. If it is handled by HR, it may not be able to get to the point in a hundred sentences.”

Zhou Buqi asked: "Then what do you say?"

Meng Houkun said: "That's what I said. Another system should be established as a supplement. With the changes of the times, many old employees can't keep up with their business capabilities, and it is difficult for them to be competent for some business positions. However, they all I have worked in Ziweixing for many years, and I have accumulated a lot of management experience, and I have a good understanding of business processes."

Zhou Buqi nodded, "They all have a sense of ownership."

Meng Houkun said: "Yes, they will be more loyal than the new generation of young people. If they sit in control of the field and dominate the work of employees' thoughts, psychology, and values, the probability of being poached will be lower."

Poaching in the Internet industry is very serious.

In many cases, poaching people is the collective packing and taking away of the entire team, which will cause huge damage to the company.The most typical one is group buying on campus. Because it has done so well, it has attracted the attention of too many e-commerce companies, and they keep sending headhunters to try and find people.In the Liu Yudong incident last time, a group of people resigned. In addition to Ziweixing's own institutional reasons, there are also external competitors who are behind the scenes and are constantly poaching people.

In addition, there is also the reason of management experience. The replacement of the senior management of the Xiaonei network will cause a certain degree of inconsistency in thinking, which may cause some turmoil.

If a group of old employees sit in the town, all these problems can be solved.

First, some old employees whose business ability cannot keep up with the company's development do not have to be laid off. They can be transferred to the "second line" instead of doing business, and pay more attention to the mental health of employees, forming a bridge to resolve Internal conflicts among employees.

Conflicts between jobs are often not caused by character, exclusion, or internal fighting, but by various misunderstandings caused by information asymmetry.

It will be easier to be convincing if veteran employees with certain prestige who have worked for many years handle these matters.

Second, these carefully selected old employees have a sense of ownership and have held important positions in the past.They can also play a supervisory role.Once the new team is too focused on short-term benefits and neglects long-term value when making decisions, they can create constraints that keep the company's development on track.

Third, these old employees transferred from the business line, they understand the business better than traditional HR, and they can grasp more comprehensive information.When dismissing employees, these old employees will have better results than HR. They are experienced, prestigious, understand business, and understand technology. They can analyze the reasons why employees are dismissed from more angles, and give They fully explain.

Fourth, once the business supervisor is poached or unable to be present for special events, these old employees who have had supervisor experience in the past but have retreated to the second line can temporarily take over.

Meng Houkun said: "For old employees, it's actually better to be like Cheng Binghao. If you can't be a CTO, you can retire to be the dean of Ziweixing Engineering Institute. It's also very good, and the fighting spirit is still so strong. But this is just an example. For most people, there should still be an overall design at the institutional level.”

Zhou Buqi agreed with his statement on the whole, and looked at Guo Pengfei, "What do you think?"

Guo Pengfei said thoughtfully: "I think it makes sense, it's a bit like Ali's political commissar system."

"Huh? Really!"

Zhou Buqi had heard Boss Ma talking about it long ago, saying that he had built the best internal management system in the world for Ali.

To say it is the best in the world is somewhat bragging.

But it's true.

Boss Ma is absolutely world-class in the design of the company's organizational structure. His main ability as a layman to bring Ali to such a high level is his superiority in system design.

"If you have an opportunity to learn, you must seize it." Invention and creation are difficult, but with a learning object, it is easy. Zhou Buqi relaxed and said to Meng Houkun with a smile: "How about you go to Ali to learn?" Their political commissar system? Huawei also has a similar system, so you should learn it too.”

Meng Houkun said angrily: "I still need to learn from them? This is my family's philosophy! Huawei's Ren always came from a military background, and Boss Ma just went to the army to observe and learn. They all learned from the gourd. I'm the real one, I'm the real one!"

Zhou Buqi laughed loudly, "You people who come from the snow are awesome."

"what?"

Meng Houkun was slightly taken aback.

Zhou Buqi waved his hand, and suggested: "Let's go and have a look, there are always some changes and modifications in running a business, so learn it. Hmm...Wang Haiyang is the CHO, right?"

"Yes, Chief Human Resources Officer."

"That's how it is. You study it first, and conclude it with He Yang and Professor Han. If this is done, everyone will agree, and then... then you will be the chief talent officer! The CHO is responsible for the benefits and efficiency, and you, the CPO, are in charge. people and culture!"

(End of this chapter)