Thinking of Maotai, Chen Yang turned to look at Qin Yu, "Mr. Qin, when the market falls to the bottom this year, let's buy some Maotai."

Qin Yu took a sip of juice, swallowed it and said, "You already have Xijiang Daqu, why do you need Maotai?"

Xijiang Winery has investment from Honggu Capital, which accounts for a full 50% of the shares, so as to establish a future position in Xijiang County, almost like the boss.

Chen Yang chuckled and said, "Drinking wine from Xijiang and making money from Maotai are not contradictory!"

Huang Shan picked up a piece of fish cake and put it in her mouth, looked at Chen Yang and asked, "Are you optimistic about the liquor stock?"

Chen Yang shrugged, "I'm not bullish on liquor stocks, but bullish on the domestic economy. Maotai spent ten years telling stories non-stop, turning the false into true, and putting himself on the state banquet table."

head,

No matter how the process goes, the result is that Maotai has become the most famous national drink.

Based on the inertia of the Chinese people, do you think Maotai will be worried about sales?!"

It is a Chinese tradition for the people to follow the system. As the saying goes, what is good at the top will be affected by the bottom. Audi cars are selling so well, isn't it because the system likes this brand? Later, the people above turned around and advocated

By using domestically produced cars, this brand fell off the altar and became the bottom of the BBA.

Huang Shan nodded in agreement and said to Qin Yu, "When their stock price drops, feel free to sweep them away. It's best to sweep them in among the top ten shareholders and hold them for the long term!"

Qin Yu rolled his eyes, "What a drunkard!"

Huang Shan didn't take it seriously and turned to look at Chen Yang, "I don't think so even if you don't tell me, but when you said that, I just thought, if Mao Tai can come to power, why can't we Xijiang Daqu?

Even if it can’t be on the market as a national wine, it can still be used as a medium-sized business or banquet wine. I decided to package the Xijiang winery and try to make it famous in three years and complete the listing in another three years!”

Chen Yang picked up the wine glass and took a sip, then smiled and said he had no objection.

Small talk could not slow down the speed of everyone stretching out their chopsticks. After a while, they were three to four points full.

Huang Shan finished chewing a piece of tube bone, wiped her hands, and asked Chen Yang, "Hey, just now you said that all companies should carry out reforms and create a dual system. What do you mean?"

There are companies that implement a dual performance system. For example, some departments do KPIs, and some departments calculate commissions directly based on performance. This can be considered a dual system.

But Chen Yang obviously didn't mean this, otherwise he wouldn't have said that all companies should carry out reforms. Besides, each company currently has different assessment methods based on the nature of the positions.

If you want to calculate it this way, then the company does not implement a dual system, and there are people with three, four, five or six yuan!

Chen Yang put down his chopsticks, wiped his mouth, and said to Huang Shan, "The core of Baojie's training mechanism is the direct manager system and the tutor system, coupled with a variety of training methods, and based on the needs of employees at different stages, we provide them with

Provide a variety of well-designed courses,

Here, the direct manager system and mentor system are the key points.

The direct manager system means that no matter what level an employee is at, his direct superior, as his most important training instructor, will provide him with one-on-one business skills guidance. This guidance can even be as large as how to negotiate with customers.

, and can handle every little thing in detail, even the etiquette of dining at business banquets.

At the same time, the matching mentorship system also allows an old employee to be his workplace mentor, which supplements employees' sense of belonging training from the perspectives of corporate culture, employee psychology, etc.

Mainly on-the-job training, supplemented by rich and colorful course training, this creates Baojie's unique training mechanism.

However, good design requires good execution.

In order to implement their training mechanism smoothly, Baojie designed a unique internal promotion mechanism.

The internal promotion system has become one of the most significant features of Baojie's corporate culture. Closely related to this mechanism is another job rotation system and a highly humanized right to choose working methods.

But whether it is internal promotion or job rotation, it is closely connected with their training mechanism,”

Chen Yang made a gesture with both hands and said seriously, "Baojie believes that it is difficult to define your success based on your job performance, because it is possible that your performance is only due to the role of the platform or the team's efforts, rather than your own In terms of ability, you will only be successful when the people you train are better than you!

Therefore, the promotion of every employee is closely related to whether they can successfully serve as mentors.

Every supervisor, manager, director, and even vice president, president, must have talents who can be nominated for promotion, so that he himself can receive corresponding rewards and promotions.

In turn, after he himself is promoted, his superiors can also receive rewards. This cycle is the basis for Baojie Company to continuously incubate talents!

In Baojie, bosses will not be jealous of the excellence of their subordinates, but will only worry that their subordinates are not good enough!

If we want to learn from Baojie’s advantages, it’s not to look at what courses they have trained their employees. Those are suitable for Baojie, not us, and are of no use to us.

What is useful to us is their talent incubation mechanism, which is a mechanism that requires cultivating the talents of their subordinates in order to be promoted.

This promotion mechanism is one of the two elements of the dual system I mentioned!"

Huang Shan frowned, silently thinking about Chen Yang's words.

Chen Yang was not in a hurry. He ate with gusto with a sip of side dishes and a sip of wine.

After a moment, Huang Shan turned her gaze to him, "Promotion is one dollar, but what about the other dollar? Is it a bonus?"

Chen Yang couldn't help but snap his fingers, "Bingdog, that's the right answer!"

After swallowing the food in his mouth, he smiled at Huang Shan and said, "Normally, almost all companies link positions with salary and bonuses. Just now I had a sudden idea,

If companies such as Damai are unable to carry out large-scale reforms in internal management due to the solidification of their business, then can we separate them in terms of fame, fortune and profit?"

Chen Yang spread his hands and said seriously, "On one side is salary and bonus. This part remains unchanged and continues to be linked to performance.

On the other side, there are positions and allowances, including the upcoming equity incentive plan, which will also be placed here. Equity is of course related to positions, not performance, because the rewards of performance have been fed back to you in the form of bonuses, and you want to get them. Equity must make a greater contribution to the company!

Then, this part is the part of our reform. We can refer to the Baojie Company's model and combine the promotion of positions with the cultivation of talents, so as to achieve the purpose of completing the reform of the talent system!"

Hearing this, Qin Yu couldn't help frowning, "Is it feasible to decouple income from position?"

"Of course it works!"

Chen Yang smiled and said, "This is just like generals and handsome men. Some people are born to charge into battle, and some people are incompetent, but they can strategize and win decisively thousands of miles away.

In this way, we separate the generals from the handsome officers and let them perform their respective duties. On the contrary, we can release the latter people from the performance-oriented capitation mechanism and give them another stage to display their expertise.

,
Chapter completed!