14 years ago, it was completely controlled by international giants in the field of port machinery manufacturing. Established a small company in Shanghai with only 10 employees and100000 USD. They have no money and skills, and they even struggle to imitate others. Who knows, in the next decade, this small company will defeat international giants such as Japan's Mitsubishi Heavy Industries, Mitsui & Co., South Korea's Samsung and Hyundai one by one, create more than 20 world-leading core products, and win 70% market share. In 2005, the sales exceeded 654.38+0.2 billion yuan.
Speaking of this story, the old man shook his head and threw out a sentence: "That's because foreigners are incompetent and can't stand suffering and torture." Later, he smiled calmly and recalled: "Zhenhua was founded in 14. In the first half of the year, he was ignorant, had no money and dared not do it. I don't know what he can do It was not until June 2000 165438+ 10 that we realized our historical responsibility ... "
In the eyes of the old manager, the global equipment manufacturing industry is declining. He explained the reason: "manufacturing is a labor-intensive industry, and the decline of foreign countries has created our prosperity." He calculated an account for the reporter. In terms of output value, our labor cost only accounts for 10%, and the United States accounts for 30% or even 50%. For the same product, if Zhenhua costs 70 million US dollars, Americans will spend 654.38 billion US dollars to make it themselves. The high cost forced them to turn to Zhenhua for help. So, how to create world-class products with cheap labor? The old manager has his own way.
The old manager has 30,000 employees, among whom front-line workers account for more than 90%, and there are 4,000 light welders, many of whom are migrant workers. He said frankly: migrant workers are simple and honest, but when they first entered the factory, their culture was not high, so it is difficult to have the idea of suffering and going home when they are busy, which will inevitably affect production.
However, the migrant workers in the Changxing Island production base in Zhenhua are a different scene. The factory is brightly lit every night and thousands of workers take the initiative to work overtime. The workers will not give up what they are doing unless the old manager forces them to turn off the lights at 10. "Employees of other units play poker after work, and some are still thinking about how to play. In Zhenhua, migrant workers don't play poker. What everyone is most keen on is working overtime, working, studying and delving into technology. Guan Tongxian smiled like a child and said proudly.
This is the skill of the old manager. He has carefully designed a set of incentive mechanisms, all of which depend on employees' voluntary choice.
"For migrant workers, there is no need to talk about the truth, which is directly reflected in income. Why do workers have to work overtime? I pay them and get an hour's money. They have no mind to think about anything else, just thinking about working overtime and getting more money. " Electric welding is the most important production link in Zhenhua. The old manager keeps a high salary: a good welder can get 6.5438+0 million yuan every month. The average level can also get more than 2000 yuan. The old manager waved his hand and left a sentence: "The salary is not enough, you can't leave a person behind."
In order to turn the huge contingent of migrant workers into industrial workers, Zhenhua even made a coup:
First, build a house for them first, let the migrant workers move their homes to Changxing Island and leave their hearts in Zhenhua. A family can get a 30-square-meter house with kitchen and bathroom. "When my wife comes, it will be more than half stable." To this end, Zhenhua will build three sets of 630 suites in Changxing Island, and now the first set of 630 suites has been completed.
Second, run all kinds of schools and strengthen training. Zhenhua has welding school. Because wages are linked to welding skills, wages can naturally increase when the level is high, so workers are very active and scrambling to train.
Third, formulate strict rules and regulations. Employees who gamble will be fired immediately. On the construction site, a little carelessness will destroy the machine and hurt people. Zhenhua took heavy medicine, seriously violated safety and fined 500 yuan. Therefore, no matter how careless workers are, they must be vigilant and dare not be careless. Controlling 70% of the market share, Lao Guan still said frankly: "We are in the whirlpool of competition and never dare to ignore technological innovation." It can be seen that low cost is Zhenhua's winning way, and independent innovation is the killer. The mechanism of encouraging employees to innovate is the core secret weapon of the old manager.
In enterprises, there have always been two types of talents. One is an intellectual with training background, who understands theory and can design; The other kind is "career-oriented" comrades, who are enthusiastic, imaginative, practical and have no academic qualifications. Treating these two kinds of people, the old manager has no opinion on the portal, and actively exerts the enthusiasm of "subordinate" comrades. He believes that as long as you contribute to innovation, you will be rewarded. Every year, the company will spend nearly10 million yuan to encourage innovation. In 2003, a science and technology awards conference was held, and four awards were set up 1 10,000 yuan. Last year, Lao Guan began to select "Zhenhua Heroes". When judging, don't ask the position, don't ask the education, just ask the contribution. Driven by him and other senior executives, this award became the highest honor of the company. Winners not only have pure gold medals and bonuses, but also make thoughtful arrangements for their future housing, medical insurance and retirement.
The old manager has always been eclectic about talent strategy. He first shouted the slogan "Retirement is not marked by age". As long as the technology is good and you can climb to the top of the crane in one breath, you can continue to work. Wu Xianda, chief engineer of Zhenhua, is three years older than Lao Guan and still insists on his work. He said, "Keeping old comrades in office will solve many people's worries and prevent employees from making a fortune before retirement." Talent is the key to Zhenhua. The old manager said: talents cannot be bought. Real talents should be cultivated by themselves. Previously, many overseas terminals offered an annual salary of $65,438+10,000 to10.5 million, and hired electrical debugging experts sent by Zhenhua to let them stay. As a result, no one was moved The old manager has the ability to keep the hearts of employees.
18 Every year in February and July, employees have two salary increases, ranging from 100 yuan to 500 yuan. Wage increase depends on a special form, regardless of grades or academic qualifications. At the top of the form, there are four special requirements of the old manager for them, "to be worry-free, urgent, quick." According to these four requirements, every employee should fill in his "work performance" in detail in the past six months, what he has done, what problems he has solved and so on. After filling it out, seal the corner with the name on it and hand it over to all departments. Department leaders have to make two rounds of grading: one is to judge the amount of salary increase completely according to the content of the statement without looking at the name. The second round of opening, and finally decided to raise salary according to people's usual performance.
The old manager bluntly said: high academic qualifications are useless. The key is whether you can worry about what the enterprise thinks. How much you usually pay is directly reflected in your salary. His original salary system has firmly tied the hearts of outstanding employees. In this way, who is not dedicated?
In order to stimulate employees' continuous learning and keep employees' enthusiasm, the old manager keeps making strange moves.
Lao Guan has always attached great importance to English. Why? Zhenhua has won 70% market share, and most of its products are sold to foreigners. From pre-sales communication to winning orders, overseas installation and after-sales service, the English level of employees directly determines the order quantity and service quality. In the past, people who knew technology in Zhenhua did not understand foreign languages and could not communicate, which was embarrassing. The old manager is determined to improve the English level of his employees on a large scale. But empty slogans didn't work, so he thought of a way. ...
Examination: organize foreign language examinations twice a year and invite foreigners as examiners. Most importantly, after passing the exam, everyone can get a salary increase ranging from 1.200 yuan according to the exam results, and "enjoy two years and increase monthly". He said with a smile, "This is a voluntary exam", but the employees have already fried the pot and stepped up their study of foreign languages after work every day, but they can't stop. Zhenhua has many such exams, and Zhenhua is not worried about the learning atmosphere at all.
In order to encourage employees to actively participate in spare-time study, the company stipulates that those who pass the exam will be reimbursed for their tuition fees. At the same time, the company also opened various schools. Among them, MBA program is the most eye-catching. Now the MBA class has been running for five or six years, and more than 150 employees have obtained MBA master's degrees. Lao Guanle creates conditions for employees to get diplomas, and they will naturally work hard, study hard and be highly loyal. Guan Tongxian is like an engine, running tirelessly at high speed. He told reporters: "It feels great to work six and a half days a week. It is a waste to stop for two days and five days now. "
Although he is over 70 years old, the manager gets up at 7 o'clock every morning and often gets off work at 8 o'clock in the evening, living in a small single room in the company. His mobile phone is turned on 24 hours a day, and the ringtone is an inspiring matador March.
As the president of a listed company, he doesn't have any style ... he doesn't have a big desk, a leather boss chair or even an independent office. 14 years, he insisted on sharing a long and narrow office with more than 10 subordinates, and deliberately put his desk behind them. The subordinates were on pins and needles. To this, he replied, "I don't like the office that I use alone." There is no luxurious office, but we are as innovative and award-winning. "
It can be said that Guan Tongxian is still in the state of entrepreneurship. To ask the reason, I am afraid it stems from his strong patriotic feelings. More than 20 years ago, he served as the deputy director of the factory department of the water transport department of the Ministry of Communications. At that time, domestic port cranes were imported from abroad at high prices, and many of them were second-hand. Domestic production enterprises just fail to live up to expectations. Due to the lack of design experience and low production level, the products made are not as good as those eliminated abroad.
"You don't see the arrogance of foreigners and look down on us at all." The huge gap aroused his fighting spirit. At the age of 59, Guan Tongxian, who was about to retire, decided to start a business in the sea. With the indomitable spirit, he named the company Shanghai Zhenhua Port Machinery Co., Ltd. ... and at the beginning of the company's establishment, he boldly shouted his wish, "All ports with container business in the world must have Zhenhua Port Machinery products!" Who knows, at that time, Shanghai Port Machinery Factory could only make one or two gantry cranes and bulk cargo machinery a year, let alone Zhenhua Port Machinery.
Under the leadership of the old manager, Zhenhua Port Machinery is worthy of the name. He told reporters that enterprises should not be old-fashioned, but should be younger. It is the old management's eclectic talent strategy and incentive mechanism that makes Zhenhua Port Machinery develop rapidly. On their own, they turned the largest importer of container cranes into the largest exporter, and the company's "ZPMC" logo was marked on most ports. Later, whenever the world's major ports bid, as long as they saw Zhenhua bidding, Japanese companies picked up their wallets and left.
Zhenhua now has a 17 large transport ship, but it is still not enough. Zhenhua's transport ship carries towering cranes every day and sails proudly around the world. Now Zhenhua Port Machinery has begun to enter many fields, such as bulk cargo handling machinery, large bridges, heavy equipment at sea and so on. Speaking of diversified development, the old manager laughed. "Because we are a little famous and have strength, we should build something else." Although it is diversified, it also has its own four-word principle of "taking steel as the key link". As long as it is a large-scale steel structure facility, it is a potential field for Zhenhua and can become a new growth point for Zhenhua.