1、变革激发创新,创新成就卓越Dialogue guestsZhang Xiang, deputy general manager of Saint liquor limited liability companyChen Bin: executive editor of Fortune magazineWith the overall planning of the countrys economic development, the coastal areas have achieved remarkable results, and the development of the centra
2、l and western regions should further accelerate the pace. As the nearest neighbor of Pearl River Delta and Yangtze River Delta and the back garden of Jiangxi Province, it was first radiated and influenced by developed areas, and developed rapidly in recent years, especially the rapid development of
3、industrial enterprises and the third industry. As a representative of key enterprises in Jiangxi Province, the successful development experience of four special wine limited liability company, especially great achievements obtained in recent years. To this end, we follow the star enterprise developm
4、ent footprint, explore the successful enterprise human resources management characteristics, features.Four special Wine Co., Ltd. is located in the birthplace of the Chinese wine culture - Jiangxi Province, Zhangshu city. Zhangshu City formerly known as Qingjiang County, is the history of the town,
5、known as the “three“: medicine, wine, salt. The “wine“ is the title for “four special wine“ and. The company is a large-scale brewing enterprise integrating scientific research, production and management. Products include vintage series, the blue and white porcelain series, star series, series, busi
6、ness series and four Laojiao Teuffer series “six series of more than 300 varieties. The “four treasures, 15 year old, 9 year old, blue and white porcelain, 5 year old four, old cellar products such as“ special incense leader “on behalf of selling the country, forming a high grade, high school low-gr
7、ade product structure. Four special wine is a typical representative of national standards and national liquor “special flavor“ is the only using rice as raw materials of wine enterprises, renowned at home and abroad. Has won many national patents. In 2004, four brand was awarded “A Well-Known Trade
8、mark in China“. Is the national food industry tax hundred enterprises, Jiangxi industrial enterprises ranked eighth in tax. Products sold in more than 20 provinces and autonomous regions, and exported to Europe and the United States, Southeast Asia, Korea, Australia and other countries and regions,
9、known as “Chinas excellent wine.“.In 2005 the company restructured four, from the old state-owned enterprises to private enterprises. Zhang Xiang is in the just finished system (2006) into the site, the site has just completed the restructuring, due to the inherent ideas and thinking of curing the r
10、eason, modern enterprise management framework has not yet been built, in order to maintain a smooth transition, the management mode still follow the original mode of state-owned enterprise, little change. Zhang Xiang entered the site to the director of human resources status, the primary goal is to
11、build the modern enterprise management mode, including organization establishment, management mode reform, human resource structure adjustment, the new enterprise value establishment, operation process optimization and so on, let the modern management service for the enterprise in the fierce market
12、competition to win the priority.Now, four years have passed, four special brand visibility and reputation has been greatly improved, greatly improve the influence in the country, in the same industry position steadily; the enterprise from the original “stage management experience“ to the development
13、 of the “management system“ and “process management“ stage, regulations, way more and more modern management. Site is how to do? What role does Zhang Xiang play in the process? He carried out what changes in the site? In order to reveal the answer, in the four group at the Nanchang headquarters of t
14、he office, we had a pleasant communication with Zhang Xiang, Zhang Xiangs identity is now the deputy general manager of four special wine limited liability company.“Fortune“: Four as a reformed from a state-owned nature is private enterprises, restructuring must have been reformed in many ways. Now,
15、 lets look back. What changes do you think have been made in the human resource management process? What are the main stages of work (part)?Zhang Xiang: the purpose of enterprise reform is to break the original relatively rigid and conservative ideology and concept, break egalitarianism mess managem
16、ent, improved management mode and the management measures,So that enterprises will embark on standardized modern management. Enterprise system has changed, then reform is inevitable. It should be said that the four company from the chairman to all staff to change given strong support, especially in
17、the right direction, chairman look far ahead from a high plane, policy and resources to give full and strong support, make a series of changes can be quite smooth.If from the aspect of human resource management, I think the whole HR transformation should be divided into three stages: the first stage
18、 is “dream making“ stage. We have a new dream (Planning), a new set of values, a common vision and direction, therefore, at this stage, our focus is to make dreams, let everyone know what is our dream? In which direction should we HR work?. The second stage is the “law making“ stage. This method is
19、to find suitable ways and methods, means that the dream (Planning), you must have a series of methods, measures and support to achieve this dream, design and build a whole to realize this dream, such as enterprise organization design, construction, various rules and regulations the management idea a
20、nd the choice of location, human resource structure adjustment, process optimization, personnel allocation and improvement, our goal is to expect the company to have a set of suitable for strong, distinctive, standardized operation mode and system protection, rather than hanging in the air, do not k
21、now how to fall, or copy. The third stage is the “force making“ stage, which refers to the executive force, with reasonable planning, with the right methods and measures, and the next is how to implement the problem. So, for this stage, we must have enough courage to implement, to play the efficient
22、 implementation of the team, to ensure that the enterprises “dream“ can be achieved steadily step by step.Generally speaking, these three stages are both gradual and orderly, without any of them, and our dreams and reforms are impossible to achieve. Specific to what had been done to change, nothing
23、more than every module of human resource management, the difference is that the site in the past few years HR change, always around “features“ two characters, but also can be said to some extent is an innovation of HR theory. If we start talking, we can learn and discuss each other further if we hav
24、e the chance.“Fu Cai“: talking about human resources management is nothing more than talking about the selection, education, use and retention of talents, and in these four problems, the most important thing is to use and stay. In terms of the current situation of site, site in the aspect of adhere
25、to what is a concept? What are the features?Zhang Xiang: in fact, the “election“ and “education“ is very important, to some extent, is “use“ and “stay“ premise. First of all, we should find out the meaning of “talent“. The so-called talent, everyones understanding and definition may not be the same.
26、 Our understanding of talents is that we have a good working attitude, excellent professionalism, scientific and reasonable knowledge structure, strong practical skills and a good sense of innovation. The employment of enterprises is a systematic problem, including inspection (talent selection), all
27、ocation, retraining, assessment and so on. As far as manpower is concerned, we adhere to the principle of “moral priority, concept first, quality and commitment.“. Why should we insist on moral priority and concept first? A person can survive and create value in the enterprise, first of all need to
28、have good moral character, “talented, no moral, dare not use“, “no moral, no“ can not be used“. Then there is the concept of work, no concept of work, like wood people, never know, how can you do a good job? The quality is solid, dares to undertake, is requests the talented person to have the post t
29、he specialized ability and the specialized accomplishment which needs, dares to undertake the responsibility, has the dream and the fervor.In the rational allocation of talents, we adhere to the principle is “to show, to find.“. Every one into the site staff,We will combine our career development pl
30、an, the companys best efforts to provide the right platform, platform for you, then you need to quickly show their value, so that companies can see your value. If the value is presented and meets the companys development needs, then the talent will be reused and promoted. At the same time, we will p
31、ay special attention to the professionalism and adaptability of talents. What we need is “amphibious“ special combat units that can fight in water as well as in the desert. Dont be someone who works in a foreign capital enterprise and doesnt work in other companies. Because the company all the time
32、in the high-speed development, the occupation and the adaptability of talents has put forward higher requirements, so the site in the post adjustment and arrangement, will focus on considering and assessing personnel occupation spirit and ability to adapt.The third step is retraining personnel. We s
33、hould not only focus our eyes on how to use it at the moment, but we should also consider how to apply it in the future, that is to say, to cultivate potential“. Vocational retraining for qualified personnel is also an important part of employing people. The site is concerned, we again in the person
34、nel training basically is to proceed from the three aspects: first, a policy line. Different systems, different departments in different ways retraining, training content is not the same; secondly, the idea is first. We believe that a work can do the key lies in the idea, if you have this idea, atti
35、tude, have this idea determines your working attitude and quality of work, so, in training, we will focus on the concept of training; thirdly, enhance the team. For employees retraining, we hope that the goal is not a persons ability to be greatly improved, but hope that the entire department, the e
36、ntire teams ability and ideas can be greatly improved.“Only“ Four: so in keep people, how do you work?Zhang Xiang: in keep people, we also have a concept, that is “keep watch first, pay attention to“. I personally think that to stay in the final analysis is to retain the hearts of the people, only h
37、is heart in the enterprise, he can really use for the enterprise, otherwise, even if others in the enterprise, the heart is not in the enterprise, he will eventually leave. So, stay alive, we have to be careful. How can you be careful? This requires mercy, enterprises should cultivate employee relat
38、ionship, establish deep feelings can resonate greatly with employees. With emotion, the heart of employees will be in the enterprise, talent will retain. Therefore, the people do not have any profound truth, the key is to learn how to cultivate feelings with employees, and establish a “love“ as the
39、leading salary and welfare system, based on emotion to carry out the work of people.“Only the rich“ in four, you implement many changes, introducing many modern management concepts. As far as the present situation is concerned, do you think these measures have been effective? What pressures do you f
40、ace now?Zhang Xiang: these ideas and measures in the end how much effect, I did not do formal statistics and analysis. However, the current management situation and business situation, the effect should be more obvious. A professional management consulting organization in our investigation, the ente
41、rprise human resources management and employee satisfaction, has been showing a healthy, positive and upward trend, showing more and more standard, specification and professional characteristics. This is in the whole country liquor industry should be more advanced, is also more representative.As for
42、 pressure, of course there is. For example, we are facing an important pressure is that the speed of the front and the carriage are not synchronized, the lack of high-quality high-level professional and management personnel. This may be a lot of enterprises are common, but generally not representati
43、ve can wait, therefore, to solve this problem, we have begun to focus on, is to adhere to the basic idea to solve the strategic direction of development is not shaken,First, to ensure that existing talents is not lost, then using the “external culture“, make their own culture. On the basis of ensuri
44、ng these two aspects, the talents of the second and third echelon will be continuously established, and the difficulties and pressures will be constantly overcome, and the development potential of talents will be enhanced, and the core competitiveness of enterprises will be continuously improved. Closely around the “dream“ of enterprise development, and constantly to change, stimulate innovation, innovation, achievement excellence.
