When a company by one of the most visionary and boldness of leaders created, or from scratch (IBM Watson, Haier Zhang ruimin, etc.), or when drastic changes in enterprises (GE's Jack Welch, IBM · guoshina, etc), open up a new business, the founder of thought leaders is bound or deeply impact the company's development. Under such circumstances, the company developed a specific phase of culture usually have a founder and leader of the shadow, the founder's values, beliefs, interests and hobbies, character, habits, style ... Will directly determine the company's corporate culture.
In this period of development, the founder has become business star when his personal charm on the corporate brand, to attract talent, will play a big role in absorbing Poly. Zhang ruimin is the star of the Chinese business world, his personal leadership and management style, personal charm affirmative to attract talented people to join the Haier Group has played a significant role. Zhang ruimin presented "everyone is a talent, not race horses" employment concept, "China famous brand" within no brand concept, "support is always right" service concept, etc., become the core of Haier culture.
However, Haier, after all, to survive, to enter the Global 500, to become the "GE" in China, also require too long way to go. Corporate heroes of personal charisma is not possible to effect a forever the development of enterprises, the enterprises are facing innovation and reform (our common "second career" statement), the founder of personal thoughts inevitably become organizational change and development in shackles — although each fame hehe entrepreneurs for their company's corporate culture puts on "innovation and change" brand, the company in each corner posted on various banners.
In fact, not only is Haier, IBM development early also experienced hero worship. In old times, as the founder of Watson's old Thomas · J · Watson's shadow in IBM ubiquitous. Old Watson of patriarchal control and strict stock option plan, or even the company party banned drinking regime and advocate employees is married person system, etc., have become part of the IBM culture gene.
Watson family created the brilliant, IBM Watson-culture also directly led to IBM and ever-changing market environment has become a bloated and sick elephants, symbol of the spirit of the blue giant United States are slowly dying. In 1993, the important task of saving the IBM fell to hire from outside to IBM's CEO Guoshina, took the decision to shuaiyin guoshina IBM building. He wanted to challenge old Watson hero color and its left IBM grants to cultural, he invited all employees to "IBM to change the culture" IBM, he must establish a "let work performance to speak" performance culture and mature incentive mechanism which enables IBM to radiate a new vitality.
Old Watson and small Watson, IBM salary system features: wages are concentrated in the salary and bonuses and options are few, wage discrimination is too small, stressed the benefits — and this is typical of the Watson family's management philosophy, family management for IBM employees provides a secure environment. The master allows IBM Guoshina employment culture from stressed to equality and shared to performance-oriented transitional, this can be seen as the root cause of the revival of IBM.
Now, IBM has established a performance culture, encouraging staff to play their respective talents. Existing floating system, all the employee's performance standard for examination, regardless of whether the loyalty or qualifications of the staff. Every IBM employees must formulate their own "personal business commitments" (PBC, Personal Business Commitment) for his future career goals set junlingzhuang. The company will from the employee's performance of the PBC, the implementation efforts and teamwork of the three aspects of the comprehensive examination, and direct decisions and influence the future wage increase staff and bonuses and other benefits.
In addition to competitive pay, IBM training system is a first-class, attract countless people to join. IBM pursue scientific rigour talent strategy: increased use of information technology, improving global think tank integrated capabilities, knowledge management, across boundaries of personnel training schemes to encourage a diversity of talent development. IBM has built excellent staff training system, in the company's new staff training in the popular saying "whatever you into what color when IBM, trained, and finally becomes blue." IBM's annual in employee training investment is huge on or about the turnover of each of the 1%-2%. Per employee each year at least 15-20 days of training time. From the new hire training, managers training, to "succession planning", finally grown into global business leaders, IBM trying to provide each employee with learning and development opportunities to help employees to continuously access to career success.
Today, IBM perfect salary system, a sound training system, multicultural and cosmopolitan atmosphere, open communication channels, work and life balance concepts and many other management systems, has been completely replaced the enterprise hero's family management style, becoming IBM long-term health development.
Fortunately, Haier is actively seeking from hero worship to culture and the transformation of the system construction. Haier has been initially set up to adapt to the development of human resources strategy Haier. Haier's existing human resources strategy including: training for the internationalization of enterprises international talents, not race horses, operating with three major strategic challenge. As a 20-year history of the enterprise, Haier eyes global training international development of talents; Haier personnel and incentive mechanism, that everyone is a talent, not race horses (open the fair and equitable competition), the power to control, promotion through competition, expiry to rotation, Dolphin dive down deeper, jump or higher (up and down the promotion mechanism), quota phase-out (GE Welch's "difference between examination system"), and the staff in accordance with the results for instant motivation. Haier University Zou xiwen, OU zongying said: "now, Haier has stabilized
-Solid culture of culture, Haier has been attracting talent and maintain sustainable development of the main forces. ”
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