Hu Lin: "In fact, we have solved the problem of Lao Zhang long ago. We have a high degree of job ranks in difficult areas."

Li Chuan: "I've paid attention to this issue. A geological disaster occurred in New Zealand some time ago. A few front-line employees who were working there rose two ranks at a time. Their saturated share allocation was allocated according to two levels, but in fact it rose a lot. We think this matter will have negative effects and pressure. I will test it in the community in my heart, and most of them agree. This shows that Huasheng Technology has begun to move forward in corporate culture, which is a good thing."

"So today's meeting was about the fear of hurting these excellent missionists with rigid dogmatic clauses. I hope that department managers at all levels will dare to speak for front-line employees like New Zealand."

Xie Lin: "I would like to mention the issue of maternity leave. The company's female employees, especially the parent company's headquarters, account for more than 40%, and many of them get married and have children. The children born in 2020 were A. I personally think these people are also missionists."

Li Chuan looked at a female senior executive who was speaking: "How long has she been on vacation?"

Xie Lin: "It took more than two months off in 2020."

Li Chuan: "The national law protects salary. There is no law that there are also stock allocations for taking a long vacation. The company's option stock dividend is a virtual distribution method, a distribution mechanism for labor, and it must be done. The company has a very humane mechanism for taking leave without reason. The problem now is that some people take leave, and the attitude of these people is that anyway, I don't want the salary when there are stock dividends, and I just wait for option stock dividends. This is much higher than the salary and it is super easy, right? Haha, is this our Huasheng values ​​and corporate culture?"

"So, the company's options and stock dividends are only created by labor. We did not have an attendance record during the same period. This reform will be hit again. People who are busy working all day long. They did not actively fill out forms before and did not actively strive for their own interests. I think these people should take some time to protect their interests and fill in the form."

"Discuss the issue of how rewards should be distributed."

Liang Dong: "I will talk about the problem of implementing the previous degree. I found that some colleagues did cause physical illness and need to take leave because they were in difficult frontline areas or under high project pressure. And everyone can see their performance and excellence. In this case, it is recommended that grassroots frontline employees write special instructions to the company as extra-listed matters."

Li Chuan: "We can deal with it in disguise. Don't always conflict with the company's policies and major strategies. As long as you collectively comment and agree with the grassroots functional departments, these outstanding employees need to be protected by special cases, because these people are the company's valuable assets, but we cannot generally adapt to everyone just because we have a special policy to this person. At that time, we will not be able to restrict new problems. This is endless."

Liang Dong: "Uh... Then the reward distribution we are implementing now is an after-distribution system. Is it possible to advance this incentive system?"

Li Chuan: "When it comes to this, I have to say one thing. Actually, I am increasingly disgusted with the year-end bonus system. This is a backward system. In the future, Huasheng will emphasize process awards and timely awards. For example, 50% of the process awards should be distributed before the end of the year. If they are not distributed, they will not be distributed at the end of the year and will not be given. Such a mechanism can drive various departments to win timely awards. In the future, we should emphasize project awards, process awards, timely awards, and throw the year-end bonus to the trash can."

Liang Dong: "So can we go step by step in the actual operation?"

Li Chuan: "No, if you take it step by step, you will never keep up with the company's development speed. Our reforms are meaningless. I just emphasized before that you should not always conflict with the company's grand strategies and policies. Isn't it okay to go faster or even run? A bonus question is that it is amazing? The biggest thing is to issue it wrong. Even if it is wrong, it will only be once. Once the stock option dividend reward mechanism is wrong, it will be a decades-long cycle, so don't pay attention to the bonus. As the company's financial losses begin, Huasheng is still quite rich."

Zhao Liuyun: "In terms of talent recruitment, we found that the outside world has some misunderstandings about our company's missionary culture. Can we advocate a corporate culture that takes pride in a sense of mission? Some time ago, someone applied for missionaryists, but not all applicants should be approved and there should be a certain screening mechanism."

Li Chuan: "Then who do you think should be approved and who shouldn't? Let's give an example first, let's listen to it."

Zhao Liuyun: "I think first of all, only if you have a sense of ideological identity and practice in practice and have results, you can be approved. If you do not obey organizational distribution, you should consider whether you can become a missionist."

Li Chuan: "It doesn't matter whether you approve it or not. It doesn't mean you have to enjoy the rights because you have approved it. You have this threshold condition, but it doesn't mean you can enjoy it. The key is to look at your actual performance. Approval is not important. What is important is practice. Practice is at each stage. How can you know that he can practice it for the rest of his life? Because it is still decades, but there should be management assessments at each stage."

Luo Zhi: "At present, we mainly distribute grassroots employees in the delivery system, especially the grassroots front-line workers in the shipyards of Huasheng Heavy Industry. The incentive method is mainly based on short-term incentives, based on the working hours system, and the amount is issued as much as you calculate. There are relatively few considerations in terms of long-term incentives. Last year's option incentive share allocation was 450 shares and 900 shares, and this year it has become 300 shares and 500 shares."

Li Chuan: "The reward share allocation is not the case in this case. This also needs to be reformed. The original policy needs to be maintained. You cannot give up overtime pay and give up a lot of income just because you have taken option stocks. That is a loss. Why do you want those who do work to suffer? Those who do work should benefit more. The purpose of our reform is to crack down on some hedonists who do not work."

Luo Zhi: "There are many grassroots employees who are our backbone."

Li Chuan: "If you are the backbone, then give them more bonuses. If you don't work overtime, will your income decrease? If you work overtime, you should get overtime. I don't agree with the word voluntary labor. I think our values ​​are the values ​​of the country, that is, 'Do your best, distribute according to your work, and get more work'. If you don't work, you won't get more. But one thing should be noted, there are limitations. Someone mentioned that retired employees will not get dividends. Although they don't work now, they should get it, because they were once a hero and now they retire. You will have the day of retirement, right?"

Luo Zhi: "At present, grassroots workers are mainly concentrated in production lines and professional front-line workers. The overtime pay for workers in shipyards and other shipyards accounts for about 45% of the total income."

Li Chuan: "That's good, and are they satisfied? If they are not satisfied, they have to continue reform. In short, when we strive for our ideals, and those who follow us to realize our ideals, we should treat them well. To put it bluntly, after the company makes money, we will try our best to share them with everyone. But the problem is how to divide them and how to distribute them scientifically and reasonably is the key. This year, we strive to open up the entire end-to-end process in the human resources reform link and establish a new and correct distribution system."

...
Chapter completed!