Analysis:Huaweiperformancesamplemanagementofthesixthessence(TofreedownloadNews)bythewagepushdowntasksManycompaniesdobudget,alwaystoarrangethefollowingtasks,whichisequalto‘forced’himtodo.Huawei’sapproachistheopposite.Onaprovision:firstgivehimasalarypackage,hetookthewagesinproportiontopushdownhismandate.Forexample:togivehim5millionsalarypackage,hetooksalaryis300,000,thenhemustcompleteperformanceofthisthinkingofwaysto300,000.Thecorebusinessisthemanagementofexpensesmusttakethecompany’sorganizationalperformanceandsectors,theincomeofemployeeslinkage.Asaresult,themostimportantthingistoimprovethecoreincomeofemployees.Thecorestafftoincreasetheirwages,canForcedhisabilitytogrow.Enterprisesshouldconsiderhowemployeeslive,thequalityoflifeofemployeesdoesnotfalltobeconsidered.Employeeshavemoneybutnotimeto1spend,thisisthemosthappything.Thecompany’smostpainfulisit?Lowwagesmanypeople,buteveryonewithnothingtodo,agroupofemployeeshavetimebutnomoneyalldaylong.Therefore,Huawei,mandatorykeyemployeesmustbegivenmoremoney,therebypushingdownhowmuchincomehewantstocomplete.Completetheannualtask,totheformer20employeesplus20%ofthesalary,themiddle20%ofemployees10%ofwages.Eachexceeded10%,then10%increaseintheproportionofemployees.Moreover,evenifauthoritiesdoanotherdifference,butalsoaraise,butitcanreducepeople.Manycompaniesoftenmakethemistake:thepoorersectorperformance,thelessgiveemployeesaraise.Ifwagesarenotrising,excellentstaffdefinitelygo,therestarerelativelypoor.ForSMEs,notlikeHuaweiaseachemployeewagesarehigh,butyoucanmakethecoreofhighwages.Inthiscase,thesalaryjobstoincreasecoreoutputsbecomeinevitable.Inshort,toretainkeyemployees,toafewoutstandingemployeesaraise,topushdownyourmission,thisisanincrementalperformancemanagement.2IncreasethepercapitagrossprofitHowever,manyemployeesarenotinordertoenhancesalesefforts,sotheremustbeMaori,thisnumberisbasically30to100times.Huawei’sfirstMaoriintosixpackages:R&Dexpensespackageandmarkettheproductpackagemanagementcosts,technicalsupportcostspackage,thepackagecostofsales,costmanagementsupportpackage,thecostofthecompany’sstrategicinvestmentpackage.Andtofindthatsixpack‘packagemaster,’sothatthe‘mainpackage’accordingtotheratioofgrossprofittoafewpeoplebelow.Anybusiness,percapitagrossprofitistheonlywaytosurviveindicators.Grossprofit350,000yuanpercapita,isoneofthelowestcorporateincome.Ifthepercapitagrossprofit350,000yuan,60percentor21millionislaborcosts,aswellas35%ofoperatingcosts,15%ofnetprofit.Currently,inthenorthofGuangzhou-Shenzhen-tiercities,iftheenterpriseemployeesget8000dollarsamonthsalary,hewouldnotlive.Huaweireasonmustachievethegoalofpercapitagrossprofitof100million,isderivedfromHuawei3providesthatemployeesmustget280,000yuanoffixedsalary.Thisproblemalsoappliestosmallandmediumenterprises,wemustpayattentiontothepercapitagrossLitiup.Percapitagrossmargingrowth,determinesthewagegrowthpackage.IfyoudonotincreasethewagepackageforSMEs,largeenterpriseswillbecometheWhampoaMilitaryAcademyandmastertheskillsofoutstandingtalentswillbepoachedbyothers.Lesspeople,butalsoefficiencyThebeststateofabusinessistomakealotofthingspeopledonotsupportidlers.Forexample:fourpeoplejob,bytwopeopledry,couldgetthreetimesthewages.Thisinvolvesaquestion:Toreducepersonnelefficiency,whichistheprimarygoalofperformancemanagement.Therefore,whenHuaweiHRrecruitmentneedsoftengiven,thefirstistounderstandwhycertainwantstorecruitthisperson?Thesecondiswhathisuniquecontribution?Thethirdistonotputthejobtoothers,andgivethemwagespluspoints?Whatlogicisthis?Actually,theproblemissimple:4excellentstaffwillworkovertimeatnight,amonthlysalaryof3,000yuantorecruitemployees,laborcostsperyearis80,000,whichmightaswellgivethecorestaffplus2000dollarssalary,hewillworkextrahoursintheevening.Therefore,itisnecessarytostreamlinethestaff.Huawei,adepartmentmanagercanonlydothreeyears,thefirstyearofthemissionistoreducethestaff,willbealotofpost-merger.Enterprisesmustrememberthisafew:managementpositionsandjobfunctionsofthemerger,thebetter,thebetterthefunctionsofajob,themoredetailedthebetterjoboutput.Whatpositionistheoutput?Isthedevelopmentmanager,marketingmanager,accountmanager.Foroutputjobs,itisbestnottolethim‘promotion’butto‘getrich’wanttooutputjobs‘totheChief.’Inotherwords,enterprisesmustenhancethelevelofoutputpositions,sothattheyonlydothingsoutput,butcanenjoyPresidentialtreatment.Fromthisperspective,theadministrativepostsandenterpriseoutputmanagementpostsshouldbeseparated,theremustbeacleardivisionoflabor,laterwiththedivisionoflabor,inordertobetteradjustthe5salarystructure.Andtheoutputposition,mustnotill-treatthem.Forexample,thetopthreeforoutstandingprovincialofficedirector,productmanager,accountmanager,tocomeupwith20percentofincomeontheirincrementalincentives.(Source:AnalysysInternationalcompile:)6
