my crew is not human

Chapter 226 Corporate Governance

"Hailey!" Li Xianyun shouted in the office.

Su Haili was still wearing red high heels, and Pingting walked in, standing in front of Li Xianyun neither humble nor overbearing: "What's the matter, boss?"

"Help me see these plans." Li Xianyun rubbed his head with a headache.

Su Haili picked up the plan and glanced at it, then smiled.

It's all about the corporate governance charter.

Speaking of it, business management is really a big subject, involving too many aspects.

Among other things, just a single subdivision of salary management can include "salary design system", "salary management regulations", "salary incentive plan", "performance bonus distribution system", "performance bonus management methods" and so on.

That is to say, salary design requires a plan, and salary management requires a plan. Some companies even need a plan for salary payment, which is still basic salary. Then, bonus calculation requires a plan, and payment and management also need a plan.

Not to mention that this is just salary, as well as administrative planning, work process, reimbursement system and so on.

Then companies of different nature are not the same!
In a large enterprise with a sound system, a complete set of management plans can be printed on paper and piled up on a table.

No, there is no room for one table, and there is a room for it.

And one problem with so many systems is that a lot of energy of employees has to be consumed on it.

Too few regulations will lead to problems, and too many regulations will lead to many processes, high costs and difficult implementation.

Therefore, the more complete the enterprise management system is, the better it is. It is actually impossible for most enterprises to implement this, which requires optimization and screening.

Back then, in order to reform the corporate system, a bunch of managers were hired from IBM with a lot of money, and the cost paid was in the hundreds of millions, and it was even a meter!
It can be seen that this task is heavy.

On the one hand, Li Xianyun wanted to institutionalize, on the other hand, he also wanted to personally intervene—after the Liu Li incident, he came over to personally review the recruitment plans, methods, and standards of the HR department, but even so, Boss Li finally Failed to complete the overall improvement of the system management of the personnel department.

There are too many things to do. Boss Li is determined to reform, but he is unable to recover. The old system has not been fixed yet, and a new model has emerged. The consequence of rapid expansion is more and more system defects—really It all depends on the rule of man.

Li Xianyun desperately wants to get rid of the rule of man, and the way to get rid of it is to intervene desperately.

In the end, he himself exploded, and the only solution was the previous "Yisheng Media's system is not perfect, but it is a good thing, and it will be reformed after it is fully improved, and it will be a mess."

Typical self-soothing.

Boss Li is also good at self-examination. After two days, he felt that such self-deception was not a problem, so he took it over and continued to read.

Seeing his scalp blowing up again, he recalled that he had to find someone to do it, otherwise what's the use of subordinates?

He started calling Su Haili again.

Su Haili didn't know that Li Xianyun had experienced so many ideological conflicts on the issue of system construction, so she habitually said: "These things are not your responsibility."

"The problem is that if they do well, of course I don't have to be responsible." Li Xianyun said bluntly.

Boss Li is infinitely capable. The value created by one person is the sum of the value created by the enterprise team. No matter how humble and introspective he is, other people will become rubbish in his eyes.

Su Haili doesn't know the cause, but she knows the effect—it is true that Li Xianyun's "personal ability" is too fierce, so she can understand his mentality.

Smiling: "The enterprise system also has key points and non-key points. Some things also need to be adjusted and tested. I think you should give them the opportunity to make mistakes."

"However, some mistakes may lead to more serious consequences." Li Xianyun immediately said: "Prevent small things from happening!"

Well, talk to the writer boss and drag the text.

The problem with your mentality is that you really don't rub the sand in your eyes-a boss who doesn't rub the sand in your eyes is not a good boss.

Li Xianyun is generous and doesn't care about many things; but Li Xianyun is stingy and cares about many things too much.

To put it bluntly, the values ​​are still different.

The criteria for testing the ability of other people's bosses are: attracting investment, cooperating with the business community, making big plans, knowing and employing people, and so on.

Li Xianyun didn't consider investment, and needed less cooperation from the business community, so he took the construction of the corporate system as a standard to test the ability of a boss. The young man was diligent and self-satisfied with this, and the result was to toss the people below and toss himself.

Su Haili said calmly: "I suggest that the work process and actual operation should be handed over to the various departments. You only need to put forward the general direction. The salary issue is an important issue. If necessary, set up a salary committee to solve this problem."

Li Xianyun leaned on the chair, thought for a while and thought it was ok, nodded and said: "What else?"

Su Haili stretched out her hand: "I'll do the rest."

Li Xianyun smiled: "Okay. Let me talk about your thinking first."

Su Haili gave him a blank look, and knew that you would be like this.Dao: "The new model has not yet been determined, and the planning is temporary, so don't be too rigid at the beginning. The overall system should give priority to the ability of employees. The combination of systems and personnel, and the selection of good talents are also very important. In After determining the overall model and development direction of the company, then restrict them. Let them make some mistakes appropriately."

"Put it first and then close it..." Li Xianyun thought for a while and thought it was okay.

At the current stage, let everyone have their own space first, and then rely on people to rule when problems arise. The boss is responsible for wiping the buttocks and slapping the table, and the various departments will find ways to propose solutions to the problems.

At least it's a little more relaxed, and it's good for the transition period, too.

"Success. Then you can do it." Li Xianyun passed quickly.

Li Xianyun finally found a "perfect solution" by dumping Su Haili on the issue of corporate system management.

Su Haili did not disappoint him.

This woman is organized and quick thinking.

But the most important thing is that she understands Li Xianyun and what Li Xianyun needs.

Some systems are actually not bad, but when you explained them to your superiors, you didn't make it clear.

There used to be a similar thing in a company: the boss was dissatisfied with the chief financial officer, and kept changing, and he was unhappy with anyone else.

Later, after the new chief financial officer learned about the situation, he found that his predecessor was not incompetent, but that they used too many technical terms when reporting to the boss, which made the boss unable to understand...

So I changed my approach, and at the same time of reporting work, I tried to explain things clearly with the most simple and easy-to-understand description, and I was instantly recognized and secured my position.

Some of the plans formulated by lower-level departments are not bad.It's just that while following the past regulations, many department heads themselves don't understand the significance of these systems.

For example, many companies do not allow subordinate employees to fall in love.

But this is the result!
Why is it important?
The answer is:
One: Subordinate employees falling in love can easily cause emotional distress and affect work.What if there is a quarrel and they find each other unhappy and take it out on work?
Two: The probability of pregnancy is greatly increased, and the maternity leave of female employees will increase the cost of the enterprise.

Three: Key positions, such as the combination of finance and business, are prone to management loopholes.

If you don't understand this principle, then the implementation of this system is meaningless!
Once you understand the truth, then you can think about it in turn: Does our company need to be so defensive?
Some companies may not need it, while others do.

All systems are based on demand, and there is no need to make rules if you don't need them!
Su Haili studied every rule and system shrewdly, found out the true meaning of it, and made improvements by herself.Grasp the key points and release the details, neither can it be comprehensive, nor can it be full of loopholes.

She sorted out one by one, reported one by one, and added explanations one by one. The excellent work made Li Xianyun very satisfied.

So it was like this, under the leadership of Su Haili, the system management of the enterprise finally improved.

But at this time Li Xianyun himself started to act like a demon.

Boss Li is a person who can't take time off. Seeing that there is nothing to do for the time being, he wanders around various departments every day to see everyone's work.

So much so that Su Haili had to come over to persuade him: You should stop wandering around. Everyone who was working hard was not at ease when you wandered around.

There is no way, Boss Li is too powerful!
Boss Li was used to being diligent and said that he couldn't take time off. Fortunately, at this time, the filming of Mirror World was finally about to start.

Boss Li demoted himself to three ranks, turned himself into director Li Zhong, and rushed to the battlefield with great interest.

(End of this chapter)