Shandong Weichai: Quality Physical Examination Leads to Staff Adjustment

In May 2009, a “personnel earthquake” took place in Weichai, Shandong, and the “aftermath” stretched to this day: Of the 173 middle-level cadres, there were 58 changes, of which 26 were “optimized” and 3 were removed from the job.

The cause of this "earthquake" is the cadre evaluation called "Quality Physical Examination."

The activity began in late 2008 and lasted for nearly half a year. It used a competence model designed by a professional agency to conduct comprehensive evaluations of mid-level and above-level business assistants, including performance assessment, theoretical policies and computer operation tests, capability evaluation, and cadre reporting and other evaluation results. Quantitative scores are divided into three rankings: positive division, deputy division, and assistant, and 25%, 60%, and 15% are used to determine excellent, competent, and optimized personnel.

According to Tan Xuguang, chairman of Weichai, “For an enterprise to achieve internationalization, it is necessary to first acquire talented people who are internationalized. They must conduct a comprehensive 'checkup' on the management team in accordance with the standards of international talents, identify the crux of the problem, and apply the right medicine to the disease.”

“First, the meeting will be completed, and the paper examination will be issued.” Li Feng, general manager of Weichai Power Remanufacturing Co., Ltd. remembers that the 174 middle-level cadres were all present at the Party Member Integrity Construction Conference held in the industrial park on the morning of December 4 last year. After the meeting, we should first test the theoretical policy “should know the meeting,” the questions include general knowledge of economic management, knowledge of Weichai products, and the development strategy of the company; in the afternoon, we will examine the computer operation: use ppt software to make drawings, use excel software for financial statements...

Li Feng scored well, "should know that" will be ranked 15th, the computer out of. However, some comrades are less optimistic. Li Yong, the Minister of Letters and Visits, did not understand the computer. The examination scored zero: “I received a notice that I would like to test the computer. I also worked hard to prepare for it. I practiced typing for a month and I did not expect to test it.”

"Personnel earthquake" continues -

- Capability assessment. The survey questionnaire was issued, which includes 70 items of 20 sub-items including decision-making ability, continuous innovation, and service awareness. The first is the self-evaluation of the cadres, followed by the tripartite, subordinate, and peer tripartite democratic appraisal, and the more than 1 million data generated were processed by the computer. Afterwards, a report containing a concentric circle diagram is sent to the individual and is self-explanatory, whether it is “business type,” “technical,” or “administrative,” or “administrative.”

Cadres report their duties. 15 minutes per person, including 10 minutes work report, 5 minutes questions, the site is seated by the group leaders, staff representatives and new doctors a total of 40 members of the judges, according to performance, scored on the spot. The cadres at the ministerial level were reported on February 14th and 15th in the conference room of the company's exhibition hall, and vice-presidents and assistants were conducted separately in their respective systems.

In mid-April, the final results were announced. With solid performance and good performance, Li Feng ranked second among the 53 officials in the ranks and ranks, taking a 25% reward for outstanding personnel and earning 1.2 times the 2008 performance pay. Li Yongshi was dragged down by the computer exam and was ranked as one of the 15% optimization staff.

Sun Discipline, Weichai's Human Resources Minister, explained that according to different situations, the personnel were transferred to the post and used the expertise, the original post, the off-duty inspection, and the demotion and dismissal, and the 2008 annual performance pay was calculated according to the factors of 1.0, 0.9, 0.8 and 0.6 respectively. .

This design is more humane. For example, Li Yongshi, 56 years old, began his 27-year career as a secretary of the Communist Youth League Committee of the original Weifang Diesel Engine Factory in 1982, and he has devoted much effort to the development of the company. Taking into account its age and physical reasons, after being "optimized" this time, the company hired him as a management expert, and the transfer to the people's work department continued to exercise his expertise and the original treatment remained unchanged.

Of course, there are only three groups that can become management experts, and more optimization personnel are under tremendous pressure, especially those who are on duty. "This 'inspector' is not his inspector," Sun said. "It is the way to work for others who left the post to the patrolling unit to reflect on their own deficiencies. At the same time, they searched for the problems existing in the patrolling unit and offered opinions and suggestions. Once a year has expired, Apply to participate in the competition."

“The off-site inspector is like a bench player on the basketball court. His presence is also a warning and encouragement for the patrolling cadres.” Chairman of the Weichai Tan Xuguang said that according to the shortcomings or weaknesses found in the quality examination of officers, the lack of What makes up for the principle of what, companies will be targeted to arrange training.

What is the reaction of “optimized” cadres? From the representation reports submitted by them, we basically believe that the evaluation is fair and open, the evaluation is objective, and we are willing to obey the arrangement. One of them wrote: There are still 5 years after retirement. If you are serious about doing your advantage for three or five years, you will be able to make a difference. The most unpleasant thing is to step back and play.

Case extension

Delegating cadres' "veto power"

In the history of Weichai, the large-scale cadre adjustment is the second time. The previous time from 1999 to 2001, in order to get out of the trough, Weichai had drastically cut down on internal organizations: cadres at or above the sub-division level had been reduced from 730 to 217, 71%, and 1,114 managers. 52% compression. Since it is related to the "life and death" of enterprises, adjustments are made to the form of organizational orders and "substitutions are not exchanged for ideas." Although the method may be somewhat "rough," but in the end it is not right. After director Tan Xuguang took the lead in practicing the "three chapters of the law", the adjustment was carried out smoothly and the company was reborn.

This year's adjustment is a period of rapid development in which the company has moved from 500 billion yuan to 100 billion yuan and advanced into the world's top 500. In order to allow outstanding talents to come to the fore, Weichai insists on using the system to do things, such as quality medical examinations, delegating the "veto power" of cadres, and avoiding the mistakes of the first-hand personnel. The whole process is fair, fair, and open.

Two adjustments, different means, and different backgrounds. In this regard, Tan Xuguang believes that: “The problems in the development and prosperity of enterprises are the most dangerous issues. They must be prepared for danger in times of safety and overcome inertia. Quality inspections must be carried out every year after the physical examination, although the strength may not be as big as this year.”

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