1. (Pursuit) Huawei's pursuit is to realize customers' dreams in the field of electronic information, and we have become a world-class leading enterprise by relying on bit by bit efforts.

1, guided by customer values and evaluated by customer satisfaction. Aim at the best in the industry, plan the strategic development of products with lofty goals, base on reality, pursue tirelessly and realize it bit by bit.

2. Adhere to the distribution of scientific research funds according to the sales revenue greater than 10%. Pursuing the maximization of growth under a certain profit level. We must achieve and maintain the growth rate higher than the industry average and the growth rate of the main competitors in the industry, so as to enhance the vitality of the company, attract the best talents and realize the optimal allocation of various business resources of the company. In the electronic information industry, there is no third way, either to become a leader or to be eliminated.

3. Establishing the advantages of technology, quality, cost and service in design is the basis of our competitiveness. Establish a product line management system, and implement the system that product line managers are responsible for products, not research results.

4. Implement a system that only encourages small improvements, big rewards and big suggestions. Pursue continuous optimization and improvement of management, and establish and promote comprehensive and optimized guided spontaneous mass movements.

5. Burn your bridges and pass on the sense of crisis and pressure to every employee. Through independent market pressure transmission, always activate the internal mechanism. ……

Second, it is Huawei's greatest asset to be responsible for managing effective employees. Respect for knowledge, respect for individuality, collective struggle and not accommodating meritorious employees are the inherent requirements for the sustainable growth of our cause.

1. Opportunities, talents, technology and products are the main traction for the company's growth. These four forces interact with each other. Opportunities attract talents, talents attract technology, technology attracts products, and products attract more and greater opportunities. Employees are in an important and active position in the enterprise growth circle.

2. We insist that the value-added of human capital is greater than that of financial capital.

We don't engage in tenure, but it doesn't mean that we can't work in Huawei for a lifetime. The company and employees are equal in the right to choose, and employees' contribution to the company is voluntary. The free employment system makes every employee become a strong man of self-improvement, self-reliance and self-esteem, thus ensuring the company's lasting competitiveness.

4. In the process of recruitment and employment, Huawei values the quality, potential, personality and education level of employees most, followed by experience.

5. The salary distribution is based on the competency-based functional salary system; The distribution of bonuses is linked to the performance improvement of departments and individuals; The distribution of pension and other benefits is based on the evaluation results of work attitude; Medical insurance is different from ordinary employees in terms of contribution to senior managers and senior professionals. Senior managers and senior professionals enjoy medical insurance and other health benefits.

6. Automatic salary reduction. In the period of economic depression and temporary frustration of career growth, or according to the needs of career development, the company will start an automatic salary reduction system to avoid excessive layoffs and brain drain and ensure the company to tide over the difficulties.

7. Promotion and demotion. We put the most responsible person in the most important position. Being responsible for people or things are two principles of management. Our company has established a process responsibility system and is responsible for things. We delegate power to the most knowledgeable and responsible people and let them manage the daily process. The top layer implements the Committee system and entrusts the power of exception management to the Committee. And constantly change exception management into routine management. Multiple monitoring points are set in the process, which are continuously supervised and controlled by the superior departments. In this way, the company can do nothing.

8. Job rotation and professional training. Our cadres have two kinds of rotation. One is business rotation. For example, R&D personnel engage in pilot tests, production and services, so that they can truly understand what goods are, and then they can become senior technicians. Without relevant experience, you can't call it senior. So the word senior controls him and makes him work hard in this direction. The other is job rotation, and the positions of senior and middle-level cadres change. On the one hand, it is conducive to the spread and balanced development of company management skills. On the other hand, it is conducive to the rapid growth of outstanding cadres.

Three. (Technology) Absorb the latest research results in the field of electronic information in the world, learn from excellent enterprises at home and abroad with an open mind, develop leading core technology systems with an open and cooperative attitude on the basis of independence, and stand tall among the world's communication powers with our excellent products.

1, closely around the development of electronic information technology, not tempted by other investment opportunities. Establish the concept of providing customers with a package of problem-solving and all-round service.

2. Attach great importance to the independent intellectual property rights of core technologies.

China has introduced many industries, why didn't it form its own industry? The key core technology is not in your own hands. Only by mastering the core and opening up the periphery can the enterprise grow rapidly without being controlled by others.

3. Follow the principle of extensive open cooperation on the basis of independent development. Attach importance to extensive peer-to-peer cooperation, establish strategic partnerships and enhance their own advantages. Advantages are more advantages.

4. Without the depth of basic technology research, there will be no high level of system integration; Without the traction of market and system integration, basic technology research will deviate from the right direction.

(Spirit) Love for the motherland, people, career and life is the source of our cohesion. Responsibility, innovation, professionalism and unity and cooperation are the essence of our corporate culture. Seeking truth from facts is our code of conduct.

1, the gentleman takes the road, and the villain seeks profit. To build a strong team, it is impossible to rely on material benefits. It can't last long.

2. Resolutely oppose empty ideals and do your job well. No grassroots work experience, no promotion. Not only academic qualifications, but also the biggest shortcoming of young students is that their ideals are too lofty. Therefore, in Huawei, no matter what academic qualifications, academic qualifications will automatically disappear after entering the company for a week, and everyone is on the same starting line. Get opportunities by your own practice. Emphasizing the progress of the day after tomorrow is conducive to employees' continuous learning.

3. Cultivate employees to care about others from trivial matters. Respect parents, help brothers and sisters, and be responsible for their loved ones. Care for others on this basis. Support project hope, poor students, candlelight project, … usually care about colleagues and people with difficulties around you, and cultivate yourself.

Huawei's corporate culture is based on national culture. China's national culture is the culture of the Party. Huawei decomposes the minimum program of * * * producers into operational objectives bit by bit to guide and motivate employees.

Verb (abbreviation of verb) (benefit) Huawei advocates the formation of benefits among customers, employees and partners. Strive to explore the internal dynamic mechanism of distribution according to production factors. We will never let Lei Feng suffer, and the devotees will get a reasonable return.

6. (Culture) resources will be exhausted, and only culture will be endless. All industrial products are created by human wisdom. Huawei has no natural resources to rely on. It can only dig out big oil fields, big forests and big coal mines in people's minds. Spirit can be transformed into matter, and material civilization is conducive to consolidating spiritual civilization. We adhere to the policy of promoting material civilization with spiritual civilization.

The culture here includes not only knowledge, technology, management and sentiment ... but also all intangible factors that promote the development of productive forces.

The only thing Huawei can rely on is people. Of course, it refers to hardworking, selfless, self-disciplined and skilled people. How to cultivate such people is a very difficult thing.

1. In the era of knowledge economy, the mode of survival and development of enterprises has also undergone fundamental changes. They used to do things right, but now it is more important to do the right thing. In the past, people regarded innovation as an adventure, but now not innovating is the biggest risk. In the past, capital employed labor, and capital occupied a dominant position in the elements of value creation. The era of knowledge economy is the era of knowledge employment capital. The value and dominance of intellectual property rights and technical know-how exceeds that of capital, and capital can only maintain and increase its value if it is attached to knowledge.

2. We should gradually get rid of the dependence on technology, talents and capital, let enterprises move from the realm of necessity to the realm of freedom, and establish a more reasonable management mechanism. When we are still relying on technology, talents and capital, our thoughts are bound, and our value evaluation and value distribution system is distorted to some extent.

3. Emphasize the professionalism of employees, select and train employees who devote themselves to their work, and implement positive incentives. Don't be afraid of the company's unfavorable factors, and motivate employees to work hard.

Knowledge, management and spirit of struggle are important resources for Huawei to create wealth. When we evaluate cadres, we often say that this person is willing to invest, work hard and have a future. Only employees who devote themselves wholeheartedly to their work can become excellent cadres. We often put these people in the most difficult places, the most difficult places, and even the most unfavorable places for the company, so that they can mature quickly.

Seven. (Social Responsibility) Huawei is committed to serving the country through industry and rejuvenating the country through science and education, and contributes to the community through the development of the company.