Two articles reprinted Huawei

 Recently not to write articles to Zhuantie Huawei two articles on the Internet for download. Want to read the article, friends to talk about their own views.
Huawei winter This is a spread in the IT industry articles, many of the company's executives are recommended reading to subordinates, Lenovo Group Chairman Yang is the positive recommendation by the paper. Some people think that this is Ren wake-up call for the IT industry, it was said that Ren is a guess is that Huawei personnel changes in the public opinion. veterans Huawei Ren as little wary, so we never know the true background of this article, but in the fiscal 2000 annual sales of Huawei 220 billion to 2.9 billion profit E-hundred yuan among the nation's first when talking about the crisis and the failure of Ren really thought-provoking.
All employees are considered, and if one day the company's sales decline, falling profits or even bankruptcy, how do we do ? peace of our company too long, the official rise in times of peace too much, maybe that is our disaster. Titanic is out in a sea of cheers. And I believe that this day will surely come . the face of such a future, how do we deal with, we are not thinking too. We pride lot of blind people, blind optimism, if thought about too few people, perhaps soon arrived. danger, not alarmist.
I to Germany to visit and saw the recovery of Germany after World War II so fast, was very moved. They were the workers to unite and proposed to lower wages, no increase in wages, thus speeding up economic development, so the post-war German economic growth quickly. If the crisis really came Huawei, is not wages and salaries by half, we rely on a little cabbage, pumpkin live, you can line? or whether we will be able to lay off half of the rescue company. If this is on the line, then dangerous not dangerous. because the risk of a past, we can gradually fill back wages, or sales growth, will be forced to lay off people, please come back. it was not anything the crisis. If both are carried out, can not save companies, thought not.
years I think every day is a failure on the success of turning a blind eye, there is no sense of honor, pride, but a sense of crisis. Maybe this is only survive for a decade. We all want a up to, how to live, live longer may be kept some. failure is the day will surely come, we have to prepare, this is my unwavering view from it is the law of history.
Huawei old crying wolf came, shouting more, we do not believe there was. but the wolf really came. This year we started the crisis broad discussion of what Huawei crisis, what crisis your department, your department have any crisis, the point of your process what the crisis. can improve it? can improve it? can increase the per capita efficiency? If the discussion is clear, that we might die to extend our lives. how to improve management efficiency, Every year, we wrote a number of management points, these points can not be improved on some of your work, if improvement that we are forward.
a balanced development, is to grasp a short piece of wood
how can we alive. Comrades, you have to think, if every year you a 15% increase in per capita output, you may only hold the same or may pay slightly decreased. electronic product prices drop more than 15% a year it also . we sell more and more, while the profits are less and less, if we do a little small, we may not hold today, let alone a raise. can not rely on endless overtime, so we must improve our management .
improvements in the management, we must emphasize that improve our shortest piece of wood. all departments and sections, the main leaders of the process are weak grasp. To insist on balanced development, continue to strengthen the aging process-oriented and Type-oriented construction management system, in line with the company to enhance the core competitiveness of the overall conditions, to optimize your work, increase the contribution rate.
All companies must establish a uniform value evaluation system, a unified evaluation system can the staff in the internal mobility and balance as possible. For example some people say that I am engaged in research and innovation is very powerful, but how to display the value of innovation, innovation must be transformed into commodities in order to produce value. We focus on technology, attention to marketing, which is I do not object, but each chain is very important. R & D relative to use of services, the same level of a service engineer may be greater than the integrated treatment of R & D capabilities also stronger. So if we do not give after-sales service system identity, then this system will always not the best people to form the. not by the good people to organize, is the high cost of the organization. because he flew over to repair the machine, to go fix it, fix it flew past , flew in the past and fix it. We all pay a sponsorship to the air. If we can fix one, or simply do not have in the past, using remote guidance can be repaired, how much we will save ah! Therefore, we should emphasize a balanced development can not be dwelling on one aspect.
Second, to do with the people responsible for the accountability system is essentially different, one is the expansion system, a system is convergent
why we emphasize the process type and aging type as the leading system? cadres are now operating on the process, they used everything superiors. This is wrong, there are already provisions, or a practice, do not bother to consult, should be quick to let it pass. execution flow of people, is to be responsible, and this is what accountability. everything to consult, that is, human responsibility, it is convergent. we want to reduce unnecessary confirmation of things, to reduce unnecessary in the management, important part, otherwise how could the company run efficiently it? We now have considerable authority departments and a considerable establishment, in the manufacture of garbage, and then entered the garbage sorting, cleaning, manufacturing jobs in some people. make these complex documents, engage in a number of complex procedures and unnecessary statements, documents, to feed some unnecessary to feed the cadres, cadres can not produce value-added behavior. We have to monitor the effective conditions, try to streamline the agency. < br> Marketing agencies are incompetent. daily paper like snowflakes, like Fly, to report to the Office every day, this report today and tomorrow to the report, which is incompetent cadres. Office of each fill all the data on a table into the database, the authorities should look for the data to the database. From tomorrow, marketing the extra group of cadres to form a database, all data can only be to the team, not to act Department to the Office must give authority score, you do not play so good points to them and let them eat a little loss, otherwise they will not understand this truth, they will not serve you, make you a strong fight.
in their own work, we must dare to responsible, to make the process faster, for self-preservation of the people must be removed. Huawei gives employees good benefits, so some people say do not lose this seat, do not lose the benefits . all those who want to protect their own interests, to remove him from office, he was a stumbling block to change. In the last year, if the behavior does not improve, or even committed one error did not work and no improvement is not to remove him from office in place. his department did not raise the per capita benefits, he became the chief can not. He said he did not make a mistake, ah, did not make a mistake you can as a cadre? some did not have committed an error because he did not do a thing. and some people at work made some mistakes, but he managed a large department to enhance the per capita benefits, I think it is necessary to use such cadres. For neither made mistakes, and no improvement can be locally removed cadres.
Third, self-criticism, thought, character, qualities, skills, innovation and good tools
we must implement the self-critical as the center of organizational transformation and optimization activities. self- criticism of criticism is not for criticism, but not for the full negative criticism, but to optimize and construction and criticism. The overall goal is to enhance the core competitiveness of the company as a whole.
Why should emphasize self-critical? We advocate self-criticism, but does not promote mutual criticism, because criticism is not good grasp of appropriate, if the criticism is very strong smell of gunpowder, it is easy to cause conflict between the teams. And his critique ourselves, people do not own under the uncompromised, will be lenient on their own. that the use of Gently beat the feather duster, than do not play well, play more years, you will tempered into a steel of the. self-criticism self-criticism is not only individuals, organizations have their own self-criticism. through self-criticism, the backbone to efforts at all levels shape their own, gradually moving towards professionalism, to the international. companies that self-criticism is a good way of personal improvement, this weapon can not grasp the staff at all levels do not wish to be promoted to them. Two years later, still can not grasp and use this weapon to reduce the use of cadres. cadres serving in office fighting off, enterprising than.
officials should have the professionalism, dedication, responsibility, sense of mission. We are ordinary people without the dedication requirement, they should be paid for their labor, to obtain a reasonable return. only to have the dedicated staff work requirements, their trained cadres. In addition, we implement strict requirements of the senior cadres, cadres generally not strict requirements. because all the implementation of strict requirements, We manage the cost is too high. because he has to spend money management ah, do not fight the things we want less grain dry. so we cadres at different levels have different requirements, those who can not use this weapon of self-criticism cadres can not be promoted.
senior cadres from the beginning self-criticism, senior officials of democratic life every year, at the mention of the issue of democratic life is very sharp. was heard later that the company really intense internal struggle, you see they are talking about very sharp questions, but they are not finished shaking hands and go to war? I hope that this spirit has been able to pass down, the following must also be democratic life, we must put forward their views with each other, each must be sweetness and light when comments . I think the criticism of others should be a dinner party, should be painting, embroidery, to Wenliang Gong so. must not become the internal democratic life became a militant of the meeting, senior officials pointed some of their high quality, the more grass-roots should be more moderate. do not expect a finished, not a year or two years may, not later than three years of progress also. I hope that cadres at all levels in the organization of democratic self-criticism session, be sure to grasp the scale. I think people are afraid of the pain, the pain is not too good, like painting, embroidery, like thin To cause to help others of his weaknesses, suggest improvements, the sweetness and style best.
four, and virtual qualification profit law is a reasonable assessment of cadres to promote the company's orderly, effective system
We must unswervingly continue to implement the qualification management system. the only way to change the assessment status evaluation of Mongolia. will make contributions, has the responsibility heart to grow up as quickly as possible. incentive mechanism should be beneficial to the company's core competitive strategy in full swing, but also conducive to the recent increasing core competitiveness.
What is leadership? What is the politicians? the Israeli elections, Let us see the shortsightedness of the Jews. Rabin realized that a small country of Israel, hundreds of millions of Arabs in the siege, although several have defeated the Israeli war in the Middle East, but can not say 50 years, 100 years later, the Arabs will not developed. Today, no land for peace, demarcation of the border, and the surrounding peace, then once the Arabs strong, they will re-displaced. If so few Jews back in 2000 has not come back, not necessarily the . and most people only care about immediate benefits, Sharon was the hard-liners, the recent win for the interests of Jewish people support him. I see the Jews as we do a short-sighted. Our leaders are not to cater to the masses However, the purpose of promoting the organization, pay attention to methods of work.
officials should have the professionalism, dedication, responsibility and mission. difference between a cadre is not a good cadre, is not loyal, there are four criteria: first, Do you have dedication, the seriousness of the work improved, but also to improve it? could be improved? This is your job dedication. Second, you have dedication, do not care too much about our value assessment system can not be absolutely fair. Cao Chong said, as if the method to evaluate the qualifications to be the case, it is certainly fair. but if used to evaluate the precision balance, it is certainly not fair. We do not want to be absolutely fair possible. I think that dedication is a very important evaluation factor cadres. If you are too preoccupied with a cadre, the cadres is absolutely done, you men have a lot of soldiers, you selfish, preoccupied, your hands will be nice working with you ? no dedicated people not to do cadres, cadres must have to do the dedication. The third and fourth point is to have sense of responsibility and mission. Our employees all have a sense of responsibility and sense of mission? If no sense of responsibility and mission, why want to be cadres. If you feel or do you have a little sense of responsibility and sense of mission, up to improve, otherwise you will eventually want to go on free.
Fifth, do not blindly innovation, the authority to narrow the huge temple
smaller, the abbot by a few, less monks, authorities reform is like that. The general principle is that we must be compressed bodies, and why? because we have built a IT. Why should we build IT? Dr. when road design, steel rail system to master, to pave the way to undergraduate students. But the fork in the road repaired, do not pull such a high degree, or else no one Zuo Buqi the train. So when our system of organizational systems and processes building up, not so much on the high-level cadres, the abbot for less.
We should adhere to the modified approach. should be based on small improvements, constantly sum, a comprehensive analysis. to study the overall objective of the company's compliance process, the harmony with the surrounding flow, to simplify, optimize, and then cured. This process is advanced, the contribution rate should to evaluate the improvement. When I was young to know that Hua's words, years, this innovative do not need to, is incapable of performance. This is the waste we produce, to reduce the use of such employees. So many changes this year, the project, each project must be to change the contribution rate to assess. it is necessary to achieve high-speed growth while simultaneously the management of change, complexity, walks with difficulty, long way to go. cadres at all levels have a high sense of mission and sense of responsibility, to warm and calm, intense but orderly. cooking a small fish
we remain committed to the business-led, accounting for the supervision and macro-management methods and system construction. What is the business-led, is to dare to demand creation and lead to obtain the seize the opportunity to narrow the gap, the company simultaneously in the world to survive. What is accounting for the supervision, is provided for the protection of the business to achieve the standardization of financial services, standardized to be fast, accurate and orderly, so that account maintenance costs low. Normalization is a sieve, in the service also completed the process of supervision. should melt into the service and monitor the whole process. We have to reverse the implementation of the audit, retrospective, discover outstanding cadres, elimination of sediment layer.
seven the face of change to have a sense of balance, to have to bear the psychological quality of
change the right attitude we have to face the change. What is change? is the redistribution of benefits. interests of the re-allocation is a major event, not a trivial matter. This time must have a strong management organizations, to ensure the interests of the redistribution, the reform in order to run. in the reform process, from the distribution of benefits of the old balance of the distribution of benefits and gradually moving toward a new balance. the balance of the cycle is to promote enhance the core competitiveness of enterprises and the efficiency gains must be. but will always be uneven distribution of benefits. We also have interests change during the post redistribution, such as large abbot into a small hermits, you demolished the temple, whether called What, must have a correct attitude to treatment. Without a proper state of mind, our reform is not successful, can not be accepted. particularly with the gradual completion of IT system, the previous administration to pass multi-layer and management of the system will be more flat. With the disappearance of the middle layer, a large number of cadres will become redundant, the major sectors of the cadres to timely delivery of the surplus to the new jobs go up in a timely manner and persuasion, will avoid the excessive redundancy . I am in the United States, in and IBM, Cisco, Lucent, and several other large companies to discuss issues about leadership, IT what? they say, IT is the job cuts, layoffs, and then laid off. to the flow of electrons instead of manual operation, to reduce operational costs and enhance competitiveness. We will also face this problem. With IPD, ISC, finance four reunification, support the gradual roll out IT's network and the establishment of the middle layer disappears. We expect that we cut a large number of cadres some time in 2003 or 2004.
today to see this situation, we are now expanding, and many new jobs, we have to hurry to occupy the new post, to avoid being laid off. Whether or ordinary cadres employees, layoffs are inevitable. We never promised, like Japan, the implementation of lifetime employment. Our company is emphasized from the beginning to create freedom of movement. internal flow is very important, of course, the current rise and fall, as long as enhance the company's core competitiveness, and individual upward and downward and then? to divert him, to ease out.
eight, template management of rapid progress in all the magic staff of a new employee
, read the template, the template will be done by, to have international, professional, now education, three months to master. and this template is to explore the previous decades to come explore, and you do not have to explore. the process of management, rationalization of management, all types has been optimized to be good at guiding, and has been of proven templates of work. a clear process, repeat the process to run, work must be templated. a work to achieve the same performance, less labor, and less time, this description of management progress. We believe that the seized Construction of the main template, and the associated process template link up, will make IT a reality. On this issue, we must strengthen the construction.
nine, Huawei crisis and decline, bankruptcy will definitely come < br> It is spring now, but winter is not far off, and we remembered in the spring and summer to the winter issue. IT industry, the winter is not necessarily for other companies in winter, while Huawei may be winter. Huawei Winter may come colder colder. we too tender, after ten years our company has not experienced smooth development of frustration, without a setback, do not know how to correct path. ordeal is an asset, and we have not been suffering, this is our biggest weakness. we did not adapt to the mental preparation and not to develop the skills to prepare.
the arrival of the crisis is unwittingly, I think all the employees can not stand to stand on our own point of view the problem. If you do not have a broad mind, we can not correctly deal with change. If you can not correctly deal with change, resist change, the company will die. In this process, we should strive to enhance their own hand, on the one hand and the comrades Unity is good, improve organizational efficiency, and to their own cadres to other departments to make their subordinates have the opportunity to improve. you reduce the establishment, to avoid layoffs, compressed. in the reform process, always touch a lot of changes Some of these employees and conflicts of interest, that we should not complain, saying blame if our cadres in particular, to exercise restraint, do not spread gossip.
ten, talk quietly deal with the outside world towards the media's attitude
, hope that all staff have a low profile, because we are not a listed company, so we do not need publicity community. We are mainly responsible government, responsible for the effective operation of the enterprise. on the Government's duty is to abide by the law, to the State last year, we VAT, income tax is 18 million, the tariff is 9 million, add up to a total of 27 million. It is estimated this year to increase the tax may be eighty-seven per cent could give the state more than 40 million handed . We have a social responsibility. The media have their own rules of operation, we do not go in, some of our staff to online debate, is to help the company a disservice.
I think every employee should be to focus used up their jobs, only their own work well, you can bring greater efficiency to improve. state the subject matter of state control, the subject of government control government and social reasons of social control, we just want to make a law-abiding citizens to the completion of our social responsibility. Only in this way can our security, and stability. regardless of any problems, our staff have steadfastly keep quiet, listen to the party with the Government to go. strict self-discipline, should not say do not talk nonsense. especially the cadres to manage their families. We are all very ceremonial Huawei people. When the community did not recognize you, Huawei, you are Huawei; when the community considered Huawei is one that you when you're not Huawei, because you do not practice at home.
thousands of junks sunk boat, sail past the million trees ahead of the spring wood. Internet stocks plunge, is bound to two, three years after the construction is expected to have an impact, then entered the contraction of the manufacturing sector to the inertia. the immediate prosperity of Internet stocks rose a few years ago the inertia of the results. remember saying: winter will be like people do not understand it as hot, cold surprise. did not foresee, not prevention, it will freeze to death. At that time, who cotton, whoever survived.
Ren
Heaven pay ground July 21, 2006, Huawei internal publication Resources Committee, co-authored the following article for the full text:
Huawei is in a critical period of development, we have recruited for several years a large number of new employees, expanding team. new employees into the Huawei, first thing you see, always feeling Huawei is hard to. Some people do not understand this feeling. They would ask the question: Why Huawei hard? answer this question relates to another fundamental problem, which is: Why Huawei alive today? Huawei will rely on to survive? us today to discuss the issue.
1, no struggle, there is no way
Huawei management is complex and difficult world is industrial, the most difficult management of the industrial electronics industry . the electronics industry is different from the law of development of traditional industries, it is technical change, industry changes rapidly, while not much that can restrict its natural factors. For example, the development of the automobile industry, by the iron and steel, petroleum resources and the constraints of road construction. And production of raw materials for the electronics industry is an inexhaustible supply of sand, software code, mathematical logic. It is this law makes the information industry competition more intense than the traditional industries and eliminate more ruthless, back it means dying. To survive in this industry, only the continuous innovation and hard work. and innovation also need to struggle, is thinking hard work. Huawei's unfortunate because naive entered the information industry, unfortunately, we studied electrical engineering, with the trend of the wave by being forced to the point of no return. entrepreneurs and successors are eroding their own for enterprise survival and development of tenacious struggle, did not slack! day without progress, it could out; three days without learning to keep up industry giants, this is the harsh reality.
Huawei in the IT bubble burst lucky to survive, in fact, we saved time behind us, we can not afford to blindly behind to catch up with technology-driven trend. and now the West has adjust, not the blind pursuit of technological innovation, but rather into the innovation based on customer demand-oriented, and we lag further behind to be severely punished. the information industry is gradually transformed into low-margin, large-scale traditional industries. telecommunication equipment manufacturers have undertaken and will be a merger, consolidation is in response to this challenge. Huawei is still relatively small, face a more difficult situation. to survive and develop, there is no panacea, can only be used in someone else seems ; the way is hard work. Huawei will die without a fight, not retreat, only the struggle to change their destiny.
has an article called circumstances, many Silicon Valley people and race against time, through many sleepless nights, the achievements of the Silicon Valley boom, but also lead the rhythm of the entire electronics industry. Huawei has also contributed many outstanding sons and daughters youth and blood, it formed the basis of today. early days, our R & D department from five to six developers start, in the absence of resources, no conditions, adhering to the sixties older generation of scientists as an example, we compensated with sheer, hard research, technical solutions day and night study, development, verification, testing products equipment hh, no holidays and weekends, not during the day and night, tired, on the mat sleep, wake up and then dried, which is Huawei hard work, we need the precious spiritual wealth of heritage.
Huawei go today, in the eyes of many people seems to have great, successful. Some people think that business during the formation of the have been inappropriate, you can relax, you can step by step, it is dangerous. prosperity behind is full of crisis, this crisis is not necessarily the characteristics of their own prosperity, but prosperity surrounded in the human consciousness. hard bound with to boom, boom is no longer hard work, the inevitable loss of prosperity. , otherwise it will become extinct. Of course, ideological struggle is more important is hard work and keep a sense of crisis in the face results sober-minded, mindful.
hard work is the cultural soul of Huawei, Huawei the main theme of culture, we can not at any time because of a lack of understanding of the struggle or challenge shake our culture, we can not at any time because of Huawei's development and growth and lost the hard work of our fundamental mm.
2, senior management team and staff pay and hard work created the common Huawei
high-tech enterprises in China is destined bumpy road of growth and thorns. chosen this path of life destined to hardships and toil, but also more valuable.
In China, in the field of high technology companies to do an international, open up global markets, we have no experience can learn, completely rely on exploration, fought in the market, in the brutal competition in the study;
in China do a tens of thousands of young intellectuals based enterprises, competition is worldwide and world-class level, we do not have any successful practice can learn from;
in China, to make a business, competing with the developed countries around the world world-class giant, they have nearly a hundred years or even decades of accumulation, there are several hundred years in Europe and America since the formation of the industrial base and the development of the industry environment, developed countries in the world of business background and strong human resources and social infrastructure, there is a world-class professional technical personnel and research and development system, a strong financial and global well-known brands, strong market position and customer base, a world-class management system and operational experience, a large worldwide customer marketing and service network. the face of such the competitive landscape, the face of such technology and market barriers in China, we do not have any experience to draw on.
Huawei no background, nor have any of scarce resources, but there is nothing to rely on, in addition to good governance, open mind self-reliance, we have it? add up to a hard struggle, to shorten the gap with competitors. senior management team and staff of the common pay and hard work, created today's Huawei.
our GSM more than one billion invested R & D expenditures, the number of R & D engineers, sales engineers, paid a hard work, effort, sweat and tears. In 1998 we received a complete set of equipment, access permits, but the hard work for eight years, in the domestic wireless still do not have much market share, even the cost of money back to .2 G's market timing has been missed, we did not break, did not stop, the 3G has launched on a larger scale R & D and market development, nearly one billion yuan per year R & D investment, has insisted the seven ~ eight years, because not justify the costs, Huawei had to go overseas to find living space hh
since the creation of the day, we have gone through hardships, little by little, to secure orders and rural markets; the other hand we are out of their income into research and development on. when we vary the size of the world's telecom giant 200 times. Through perseverance and hard work bit by bit, we spent more than ten years, finally In 2005, sales topped 50 billion U.S. dollars, but the gap with the communications giant is still several times. last less than a year, several major industry mergers: mergers Ericsson Marconi, Alcatel merged with Lucent Nokia and Siemens merged, so that has narrowed the gap once and suddenly widened. We just expect to get some breathing space, straight backs have been, spanking the body of the earth, did not have to start thinking more long trek hh
Huawei selected communications loss is unfortunate, unfortunate is that all sectors, industry is the most difficult to do, and all industrial, electronic information industry is the most arduous; this misfortune lies in the face of such challenges, Huawei can rely on neither the background nor have any resources, Huawei people, especially the leaders worked hard this will be doomed for life, others to pay more than the sweat and tears, experienced more suffering and torture. The only Fortunately, Huawei met the tide of reform and opening up, they encountered a rare opportunity for development of the Chinese nation. Although senior leaders have experienced the first years of the company, will, subject to certain on the exercise, but did not the leadership and management big business experience, to this day still proceeded very cautiously, because more than ten years they came to realize that all the time to do such personal how big business is difficult. Over the years, the only body and mind to pay more to make up ground Zhuo, sacrifice and their families, their rest and a normal life, at the expense of ordinary people have a lot of family and friendship, eroded their own health, experience failure again and again the pain of depression and frustration, suffer annual physical and mental suffering to unimaginable arduous efforts and perseverance, just take you up to today.
eighteen years, the company senior management team worked day and night, there are many senior cadres almost no holidays, 24 hours can not be off cell phones, anytime, anywhere at any time in dealing with problems that occur. Now, after more because of globalization ...