Huansha Textile Company and Hualong Clothing Company developed rapidly in 1983. Huansha Textile Company can provide all textile raw materials such as clothing, shoes and hats, and the quality is world-class.
Now it not only provides raw materials to Hualong Garment Company, but also provides raw materials to other domestic clothing companies and international clothing companies.
It can be said that Huansha Textile Company now plays a decisive role in the world's textile industry, accounting for 50% of the output value of the global textile industry. Especially in high-end textile products, it has a monopoly position and has defeated some established international textile chemical companies. There is no way to fight back.
It now has 3 million employees. This is because Huansha Textile Enterprise uses a large number of advanced automation equipment. Otherwise, the number of workers would definitely be higher. According to the traditional method, such a large output value would require tens of millions of employees.
Although the number of employees has been reduced in this way, the per capita output value has increased, so the wages given to employees are also very high. In fact, the expenditure on employee wages has not been reduced much.
Because the wages offered by Huansha Textile Company are very high, the average salary of employees is about four times the national average salary, and the salary of the lowest-level employees is generally more than twice higher than the national average salary.
It is precisely because of this that the employee structure of textile companies is relatively stable. In order to provide employees with an upward path, management ranks and technical ranks are also set up.
Both ranks will take an exam every year. The exam questions are automatically generated by the company's intelligent system. The exam questions for each person are different, but the overall difficulty is basically the same.
Of course, the exam is only a reference indicator for rank promotion. In addition, other indicators such as daily work conditions and whether there are significant contributions will also be considered.
These are all automatically assessed by intelligent systems, and there is no test question bank. They only store a large amount of information on textile industry management methods and textile engineering technology, and are usually used as internal databases for textile companies.
The intelligent system automatically extracts test questions from these materials based on algorithms, automatically classifies them according to difficulty, and organizes them into test papers, completely eliminating the possibility of cheating.
Only if you have read all these materials and understood the relevant technologies, then you can pass the exam. As your rank increases, your salary will also increase. If there are higher job vacancies in the future, priority will be given to those with higher ranks. Selection.
Moreover, the selection of talents is not reported through upper-level managers. Instead, the intelligent system selects employees based on comprehensive factors such as their daily performance and rank level.
Organize it into a personnel selection document and submit it to the company's senior management for review. This is Zhao Yi's request, in order to eliminate the possibility of favoritism.
Zhao Yi insisted on large-scale use of intelligent systems from the beginning, because the scale of the company is too large, and it is difficult for the top management to manage the bottom level, and it is difficult to understand the status of all aspects of the company.
Coupled with the human relations in our country, the phenomenon of favoritism and malpractice below will definitely continue to be banned, and it is difficult to ensure fairness.
If it is an ordinary company, and the boss only values the ultimate benefit or short-term interests, then this is not a big problem, because the employees in their company change too quickly, and the employees at the bottom have emotions and can only leave the company on their own.
It's just that it's difficult for such an enterprise to grow. The lack of cohesion within the enterprise seriously results in overstaffing, low efficiency, and deception is commonplace.
Zhao Yi himself is usually lazy and can only put his limited energy into the management and understanding of the company's senior personnel. It is difficult for him to grasp the actual situation with the majority of the company's bottom and middle-level employees.
Only through intelligent systems can we eliminate the interference of human emotions and evaluate each employee's work performance and technical management level more objectively.
Of course, in order to correct omissions, employee feedback channels have also been opened. Employees can log in to the company's relevant systems and fill in some situations. The reported information will be processed by the intelligent system.
The intelligent system will verify the relevant information based on the company's information flow. If the reported content does not have any factual basis, it will automatically return it and give an explanation so that the reporting employee can provide more specific and informative information.
According to the judgment of the intelligent system, there is some basis to prove that part or all of the reported content is fact. According to the classification of the reported content, production improvement opinions will be forwarded to the production department, some feasible scientific research ideas will be forwarded to the R&D department, and the reporting information will be forwarded to Corporate Supervision and Audit Department.
The intelligent system will hide the reporter's information. After receiving positive feedback, it will choose whether to disclose the employee's specific information based on the message classification and impact assessment.
If the improvement process reported by employees is approved and employees need to be rewarded, the employee's information will be disclosed.
If the information is reported, even if it is processed, the information of the reported employee will not be made public, but the intelligent system will automatically score the contribution and record it in the employee file.
The core algorithms of this intelligent management system were all completed by Zhao Yi alone. Even the R&D personnel of Fanxing Software Company did not know the specific details. They only developed peripheral modules and interfaces.
Although the smart module is also an application of finite state machines, it is much more advanced than the current technology. For fear of technical leaks, we simply encrypted it and turned it into a program that can be run independently. Other modules call this smart module. interface.
This kind of intelligent management system has been deployed in all companies under Zhao Yi, but it is not sold to the outside world.
The enterprise management system and production management system sold by Fanxing Software Company have limited intelligence and require more manual participation. They require more operation and maintenance and management personnel, and they cannot achieve accurate and fair management like intelligent systems. company.
The effect of the intelligent management system may not be obvious for companies with a small number of people under Zhao Yi, but for companies with millions of employees, such as textile companies and apparel companies, the effect is extremely obvious.
We must know that Huansha Textile Company has 3 million employees, and Hualong Clothing has more than 7 million employees.
Even with so many people and such a large enterprise, management has not been chaotic, efficiency has not been reduced, and there are basically no labor disputes. All positions and departments can coordinate their work in an orderly manner. These are all the contributions of the intelligent management system.
We all know that the larger the scale of a company, the management costs will increase significantly. If it reaches a certain scale, it is likely to lose money and go bankrupt due to carelessness.
Because the current organizational form of mankind cannot manage so many people, nor can it effectively organize so many people, even if it is barely organized, the efficiency cannot be praised.
It is precisely with this intelligent management system that Zhao Yicai does not have to worry about management problems in giant companies such as textile companies and apparel companies. This is his confidence.
Zhao Yi's purpose of starting a business is not only to make money for himself, but also to improve the income level of employees and improve their knowledge and technology level. Therefore, this intelligent management system also has a learning and examination subsystem, which is used to provide information to the entire company. employees use it for self-study.
In order to solve the problem that employees cannot purchase relevant equipment by themselves, the company specially prepares a learning terminal for each employee in each dormitory. This learning terminal can only be used for knowledge learning and cannot be used for other purposes. This terminal is specially customized by Polaris Company produced.
Employees learn all subjects on their own and learn to draw and sing if they wish.
For these skills that have nothing to do with the company's business, as long as you pass the exam of the intelligent learning system, you can also increase the corresponding points. The higher the difficulty, the more points you will get.
The purpose of this is to hope that they will have other skills, so that even if they no longer work in his company in the future, they will still have the ability to survive outside.
What he hopes is that his company will not only use money to buy the youth of employees to work for him, but also allow them to have the ability to develop sustainably.
When his company started, it could not provide good accommodation conditions for its employees, or even meet the accommodation needs of some people, so these methods could not be implemented.
But now that most of his companies are on the right track and their profitability is considerable, the accommodation difficulties of employees can be solved.
The intelligent management system generates points for each employee based on their years of service in the company, their level of dedication, and their skill levels, and the points can be redeemed for company benefits.
For example, in a dormitory with four people per room, there is no need to redeem points. All employees of the company can apply for free accommodation.
If you want a better living environment, you need to consume the corresponding points to redeem for independent single rooms, one bedroom and one living room, two bedrooms and one living room, three bedrooms and two living rooms, etc. When the house is returned to the company, it will be redeemed according to the used Points corresponding to the age and usage will be converted and returned to employees.
There are two levels of the points system. The upper level refers to the redemption situation of middle and lower-level employees, while the way for high-level employees, such as vice presidents and presidents, to obtain points is a little different from other employees.
Because their assessment content is different from that of employees, that is to say, high-level points are more difficult to obtain, but they have more purchasing power.
Under the points system for ordinary employees, as long as they meet the points requirements, they can receive these benefits. Zhao Yi believes that meeting the basic residence requirements of employees is always a basic benefit.
If the number of people is limited, although the company's expenses will be reduced, it will dampen the enthusiasm of employees, because there will always be those at the bottom, and no matter how hard they try, they will not change this situation, which will damage their morale over time.
The high-level points system is for senior managers of the company, and they are assigned villas, but there are differences between villas, townhouses and single-family villas are different.
So the difference at this level is reflected in this. Their points are more difficult to obtain, but once they meet the requirements, they will be assigned villas.
As long as they continue to work in the company, they can live there permanently. Even after working in the company for a certain number of years, the villa will be given to these managers and will not be taken back even if they leave the company later.
These villas are just a recognition of their contributions to the company. As their points increase, they can redeem them for bigger and better villas.
The same applies to points at other grassroots levels. They are all redeemed using points. Once the points are redeemed, the part of the points redeemed will be deducted.
If points are added later, you can also convert points into the house you currently live in. This conversion ratio is determined based on the number of years of residence.
The longer you live, the fewer converted points you have. Then you can use the converted points plus the points you already own to redeem a bigger and better house.
In other words, Zhao Yi's company has two sets of labor remuneration systems, one is a wage system and the other is a points system.
Points can be redeemed not only for the house you live in, but also for some other supplies. Each company's administrative department will provide different products every year, and each company is also different. It is mainly determined based on the company's profitability.
That is to say, if the company is not profitable, then the points in the points system will have little effect. If the company is more profitable, the value of the points will be higher, and the more benefits it can redeem. (End of chapter)