Talk to make full use of talents again

At the morning meeting of all management cadres on April 23, 2022, Mr. Wang explained that employees can make full use of their talents by letting them do what they are good at, what they need and what they challenge.

Enterprises should make full use of their talents mainly from two aspects: first, cost pressure. A few weeks ago, when attending the dinner of Wenzhou glasses Youth Association, the heads of enterprises and the Secretary General of the association talked about the common topic faced by glasses manufacturing enterprises - the problem of labor cost. At present, the ratio of wage cost to output value of most glasses manufacturing enterprises in Wenzhou has risen to 30%. I remember the analysis at the first strategy meeting of Ouhai in 2008. The wage output ratio of the company is only 12%. With the development of China's economy and the rise of CPI, the labor cost of our company is on a par with that of other glasses manufacturing enterprises. Glasses manufacturing industry is a labor-intensive enterprise and a low profit industry. How to control the human cost within a reasonable range is a common topic we face. The second is to maximize the use of talent value. Ouyang Xiu of the Northern Song Dynasty said in his book "begging for a job in the library" that "those who make good use of people will make those who have talent exhaust their efforts and those who have knowledge exhaust their strategies". It means that those who are good at using people will be able to let talented people give full play to their strength and knowledgeable people contribute their strategies as much as possible. The main responsibility of managers is to manage people, directors and creation. Only by giving full play to the potential of talents can we maximize the value of talents.

Do what you are good at

Let employees do what they are good at.

Einstein said, "everyone is a genius, but if you use the ability to climb trees to determine how talented a fish is, it will believe that it is stupid all its life." This sentence means that we should give full play to everyone's strengths and build our work on our own strengths. For example, Wang Xun of the business department may not have done a very good job in the drawing department, but his ability has been brought into full play since he was transferred to the business department. For another example, why does the company let Zhang Jiyu, who neither understands the electroplating process nor is a chemical professional, take charge of the electroplating factory?The reason is that manager Zhang Jiyu agrees with Ouhai's cultural concept, is familiar with the company's process rules, knows how to let employees do things according to requirements, and has a strong concept of data. This is also one of the reasons why I was very disappointed and angry when employees reported poor work discipline in the electroplating factory in 2021. For example, Tan Hongliang, who was transferred to the second development section this year, is technically not the best in the grass-roots management of metal production lines, and he is not familiar with the packaging of finished products. He was transferred to the second development section in the hope that he can give full play to his eloquence and dare to ask. The technology of the grass-roots team and operators of the engineering department is the best in the company. For example, Ding Wei has worked in the metal development department for nearly 20 years. It can be said that he can do all processes of the metal frame. So why is the quality of the samples made by the development department inferior to that of the production workshop? The key to the problem is that the original development section chief did not understand the requirements, did not dare to ask and did not ask. Ten fingers are long and short, and everyone has his own strengths. In order to make the best of his talents, we should develop our strengths and make up for our weaknesses, let employees do what they are good at, and make up for his personal weaknesses or deficiencies through organizational strength.

Establish a scientific qualification certification and talent evaluation mechanism.

The company has always required the human resources department and the Standards Office to establish a scientific qualification certification and talent evaluation mechanism, optimize the talent structure through the construction of talent echelon, and make full use of people's talents. Sports coaches have a set of scientific evaluation mechanism for the selection of athletes. For example, the proportion of gymnasts selected by the state from Guangxi is relatively high. Guangxi people have two remarkable characteristics: physique, body shape and height are suitable to be gymnasts. During the war of resistance against Japan, Guangxi people showed the spirit of daring to fight and stand hard work. If we choose athletes from our management team,only from the perspective of body proportion and body shape, Qi Fei and long Weiquan present here are more capable and sensitive, and may be suitable to be gymnasts. Lu Linlin, Liao Duanliang and Zhang Jiyu are relatively thick, and may be suitable to be weightlifters. Liu Zeqing's slender legs are not suitable to be weightlifters, and may be suitable to be high jumpers. The purpose of giving so many examples is to tell you that we should do a good job in qualification certification and talent evaluation, so that the personnel of each post can be competent, and arrange the right people to the right posts. We can't make up for the number, which is also the basis for making the best of our talents.

Do what you need

Recently, the heads of the logistics department and the Engineering Department reported that the plate sample development load is relatively heavy, and the sample CNC processing is insufficient due to the lack of machine adjustment personnel, so the workshop is asked to assist the engineering department in CNC processing. According to their feedback, we went to the plate development department and found that the machine used by the plate development department is 910# and 910# machine is the second generation of CNC equipment, which needs manual feeding and blanking. When doing CNC processing, the dispatcher should not only adjust the machine, but also look at the machine table. Through the efficiency analysis of the machine, it takes 3-4 minutes for a by-product to be processed from CNC loading to taking out semi-finished products, and each sample is about 50 pairs. According to this calculation, it takes about 180 minutes, that is, 3 hours for the dispatcher to see the machine table for processing a semi-finished product. In this way, CNC dispatcher can only adjust 3 samples per day. Under normal circumstances, the production line dispatcher can adjust 5-6 models every day, and the adjustment speed of the engineering department dispatcher is faster than that of the production line dispatcher. To solve this problem, we only need to add a general worker to watch the machine, and let the dispatcher be specially responsible for adjusting the machine and doing things to maintain or increase the value. For another example, the company set up a T5 team to let PD take charge of product planning, PE take charge of product realization, MPs Commissioner take charge of delivery and CQE take charge of quality. Its purpose is to liberate the salesperson from daily service work, attack the city and develop the market, and do value-added things. For salesmen, when you receive an order of $1 million, if you do the work of ensuring shipment again, it is to do devaluation, because no matter how much service work you do after receiving the order, the value of the order is still $1 million, which will not become $1.5 million or more. And find a way to receive more orders, find a way to open source will have a value-added effect. In recent weeks, flash and plane polishing have been plagued by the supporting work of materials. Due to the shortage of polishing personnel, flash and plane polishing need to be outsourced, and the outsourcing processing and round-trip transportation cycle is long. Through on-site observation, we found that the polishing personnel spend part of their time cleaning the workshop and typesetting accessories before polishing, and the cleaning workers and barrel rolling workers are relatively idle, which is also a phenomenon of job loss. Through the redistribution of work, the cleaning workers can clean in their spare time, and the barrel rolling workers can help with typesetting accessories, which improves the efficiency and utilization of polishing personnel. From the above cases, on the one hand, when solving problems, our management cadres did not go deep into the scene and did not solve the root problems. On the other hand, it shows that if employees are not allowed to do what they need, or do things to maintain and increase value, it is a waste of human capital.

Do challenging things

The challenge for employees is to carry forward the small step fast running and tiptoe culture within the enterprise. The company organized 130 km Tai Shun cycling and 43 km Tai Shun marathon. It will hold a strategy meeting in Wen Cheng Swan Castle in 2021, allowing the middle and high-level team to ride 115 km in the cold winter with wind and rain. Its purpose: on the one hand, it is to experience the strong will and indomitable spirit of the team, on the other hand, it is to stimulate the team to constantly challenge themselves and give play to higher, faster and stronger sports spirit in work. For the organization, the annual performance objectives of each team, department and business division should be improved compared with previous years, and the mung beans should not be green every year and the soybeans should not be yellow every year. For individuals, we should continue to make every day clear and finish every day, and also make every day high. This is also the "one percent progress every day" required by business activities. If a person does things according to inertia every day, he will have inertia. Once inertia occurs, he will become comfortable. If employees become comfortable and have the mentality of providing for the aged, the internal organization will be gloomy and the enterprise will go downhill. In view of the past salesman's order receiving thinking and way of waiting for the rabbit, the company has repeatedly asked the salesman to take the initiative, strive for more new projects, dare to ask for orders from customers and dare to grab orders from peers.

To let employees do what they are good at is to maximize their own value, develop their strengths and make up for their weaknesses in employment, and establish a scientific qualification certification and talent evaluation mechanism, so that the personnel of each post can be competent, and arrange the right people to the right posts without making up the numbers. To let employees do what they need is to let employees do things that preserve and increase value. If they do things that depreciate, it is a waste of human capital. The challenge for employees is not to let employees do things according to inertia and produce inert thinking. We should carry forward the tiptoe culture within the enterprise, let employees run fast in small steps, and make the work clear and high.