Age calls for partnership

Under the employment system of management mechanism, employees will have a working for other people's subconscious, enterprises can only upgrade their own management system, change employment system of professional managers, in order to achieve the release of potential talent.

Reflection

The traditional enterprise management difficulties, the employment system of natural drawbacks, the core talent of the entrepreneurial tide, these three characteristics become the three major challenges facing enterprises.

New economy and new technology to the numerous people to succeed in business opportunities, these enterprises intensifies the degree of traditional enterprise subversion, this subversion and subversion close to form a vicious cycle: once the company staff found the pain point of the industry, have fled entrepreneurship, erosion and subversion that they had engaged in industry. And the employment system of curing the company's management mechanism, the development of the talent, but also become a vicious cycle of the accelerator. Therefore, to upgrade and replace the employment system of this labor relations, to build a dream career pursuit of the cause of the platform, is the root of the three major problems to solve the problem.

Changing the professional manager status of employees, from the employment and the employment of labor relations into a joint venture partnership, a new era in the context of the new task of management.

Partner system instantly became a popular vocabulary, has become a large number of enterprises have to implement the reform measures.

Company into a career platform and talents to provide better opportunities and resources, the identity transformation, completely decentralization, independent operation, the internal market, interest sharing and risk sharing, and let talent turned as a partner, so that people with the company's business platform, talent of the value of life and dreams of wealth, and more personnel of the joint venture and forge a ecotype platform for enterprise value.

Mode and case of partner system

(a) what is a partner system

In the legal sense, the partnership is relative to the corporate system. A partnership is a form of organization that is owned by two or more than two partners and shares the company's profits. Its main characteristic is: the partner to share the business income, together with unlimited liability and loss of business; it can by all the partners jointly participate in the operation, also can be operated by the part of the partners, the other partners contributed only and assume sole responsibility for its profits or losses, partner of the composition and the scale can be large or small.

For the employment system, the partner system is from the perspective of enterprise management. The essence of the partnership is to establish a distribution mechanism of enterprises, professional managers of the identity transformation, to achieve shared interests and risks of the venture, the talent to provide a business platform, help people realize the value of life.

Partner in the implementation of the system, on the one hand reflected on talent value contribution and a recognition, and set up to give the personnel a reasonable return mechanism; on the other hand, for the enterprise, through partnership more greatly stimulated creative talent and business behavior delegated to the partner team, in order to achieve to attract and keep talents; through the transformation of enterprise organization form and management form, from product oriented enterprises to transition platform for enterprises.

(two) the main forms of partnership and business cases

Partner system can be divided into three categories: business partnership, business partnership, joint stock partnership. In the commercial practice, many enterprises will use the combination of a variety of partnership, become a mixed mode of partnership.

It is best to understand that a partner invests and owns a company's shares to become a shareholder of the company, to participate in the operation of the company, to bear the risk of operating and investment, to enjoy the share bonus. Joint stock partnership in the past is the most common form, for corporate entrepreneurship is jointly funded and joint business referred to as a founding partner, and for the traditional enterprise or business the company, more performance for the company and the backbone of the business jointly funded and set up a joint venture a new subject company form.

Partnership, namely common virtual shares or the project with the investment and employee contribution to the virtual company to subscribe for shares, joint management, profit sharing, risk sharing, but does not involve the legal entity or business registration information changes. Partnership can be divided into two categories: a class is companies to come up with a business, products, projects, regional (store) etc. independent accounting business and participate in the business operational staff joint investment, profit sharing, sharing the risk of investment, such as Vanke projects with investment, a lot of chain store employee stock ownership; another a kind of is the company does not distinguish between different business / project / area, the virtual shares corresponding to the overall operating profit situation, all the partners subscribed capital virtual shares in the company as a whole, and according to the overall profitability of the company dividends, to accept the risk, Huawei internal employee stock ownership plan (ESOP).

Business partnership common has two forms: one is the management team of independent business development and execution, to enjoy the team operating profit, this is the earliest form of partnership, common in the intelligence service such as: the operation of asset light management consulting, accounting firms, law firms, investment banks and other institutions, human capital is the main factor in the business, to increase new business sector does not require additional resources and capital investment, people can be on new business; another kind is similar to the contract system evolution, namely in the company to determine the performance and profit basis, value-added part is realized by the management team through the efforts of profit sharing, lack of part of the impact of employee benefits, suitable for the operation of non light assets but the staff on the performance / profit to play a greater role, economic strength is not enough to fund staff With investment companies, reform of more applications and the grass-roots employees partner, such as Yonghui supermarket in the implementation of the front-line staff partnership. Business partnership does not involve corporate entities and shares of identity matters, business partners through their own development and efforts to achieve performance and profits, and enjoy the share.

(three) the case of a partnership enterprise

1, Haier's change - the internal market, the organization is out of control, free competition, internal Entrepreneurship

2013, Haier promote enterprise platform, employees create customized, personalized user three of the reform. Enterprise platform is the headquarters is no longer a control agency, but a platform for the allocation of resources and professional services organization. And put forward management without borders, to the center of the back-end to achieve modular, professional, front-end emphasis on personalized, customized.

First, platform based enterprise and distributed management. Haier enterprise headquarters toward resource operations and personnel integration platform transformation. Enterprises no longer emphasize centralized centralized control, but through decentralization, authorization system, the power of the most understanding of the market and customers to the place to go.

Second, one person alone to operate the body. The user centered model has been implemented in Haier for several years, and in the process of continuous improvement. The so-called single and win-win model, is to use the accounting system to calculate the value of each employee to create value for the company, based on the value created by employees to share the value of the enterprise. This model has formed a number of small independent operators in Haier, the staff self operating, self driven.

Third, the staff of a guest oriented. Haier has set up a special venture capital funds, and cooperation with professional investment companies, support staff to conduct internal business. As long as the employee has a good idea, good idea, the company can give money to encourage him to set up a team to start a business, but the employee can hold.

Fourth, forced theory and to the center of leadership. The so-called forced, is to allow consumers to become a change of the signal bomb, so consumers forced employees to change the concept, improve the quality of. "To the center", is the enterprise is no longer emphasized "to XXX as the core employees are the mission. It is stressed that" everyone is CEO, everyone becomes independent management body, employees can also to be a CEO to do things. Managers should shift from providers and staff to issue orders left and right resources service.

Fifth, the community of interest and value sharing. Haier proposed that enterprises and employees are the interests of the community, to create value, to share the interests of. Employees can share the benefits of value, as long as they go beyond the value created by the company.

Inspiration and Inspiration of Haier's change

Platform and partner system irreversible trend: as a very traditional manufacturing enterprises, with the help of the thinking of the Internet, the enterprise to the platform transition, the organization and motivation to single shift, the employment relations to change the partnership entrepreneurship ecosystem, the change of to tens of thousands of people in a family of manufacturing enterprises is undoubtedly enormous. Haier's change also indicates that in the new business environment, the traditional enterprise to platform to change, to the partnership to change the trend of the arrival of the history.

Accept the company's organization control and disordered state: in the reform of Haier, from the assigned task to find their own "user", from the company payroll to find their own "orders" to get the reward, from employed a business partnership, in process of this one transition, sea Er as a tens of thousands of people in the organization to identify, rigorous process of manufacturing enterprises, gradually into the mixed sequence even in a state of disorder, organization into a tailspin, internal market and free competition, from colleagues variable to peers, from the collaboration into the CO opetition. Each person to find their own position and value, the front end to the market to find, back to the front end to find.

With the rules of the market rather than shaping the corporate management logic: similar to a Haier such big changes, the process must be a disorderly and uncontrollable, many employees will not meet, can not find people decision making and approving, doesn't know how to get orders, internal competition and grab one and so on will appear. This control is will be used to punch work collar wages of employees into autonomous body of a process of adaptation, it is in the "chaos" will come out of a batch of really adapt to the market, able to seize the market and external competitiveness of the team and management body, to achieve the final transformation and success.

Management logic and management of value is used to estimate the enterprise management will inevitably encounter market hinder the staff into the market, with market rules to reshape the enterprise, competitiveness can be achieved on the growth, can not be out of the times, always stand in the era of the outlet.

In the process of implementation of the partnership, by the same token, we must reduce administrative intervention, the realization of the internal market, employees must be to find their own position, to find their own team, and find their own their own platform in value, rather than human resources department leading, arrangement. From the point of view of Haier, such two-way choice, makes the platform, to each partner team without any value there is no longer human the payment, on the platform and partner team no any contribution of personnel must slowly can not find their posts, slowly come to realize enterprise's internal purification.

Haier change tips: staff to create a customized small and micro independent business

Raytheon technology is Haier employees of start-ups, founder Lu kaelin and three partners is Haier employees, Haier implementation of internal change become Haier internal small and micro main, and successfully established the Leishen technology.

Like Thor so small and micro companies, Haier Group's internal 212, proportional to about 20%; and like Thor so have been obtained venture fancied of small and micro enterprises, Haier inside, after all, still a minority. Create a Thor, thrilling; but how can in Haier was born inside 100 but first thousands of Thor, Zhang now to consider the problem.

Haier's distribution sent single by past employment system transformation for small and micro car ", employees buy their own vehicle, joined Haier Logistics and distribution system, grab a day orders, delivery, installation, maintenance, revenue in proportion into" I now average daily pick single four to five, together with the car into the words, the average list at least a net profit of 60 to 70 yuan. Buy a car to spend twenty thousand, the basic one month to buy a car in the input have earned back." High Ruqiang Haier service center to become Haier's small and micro car said after.

Haier's Financial Sharing Center was also the single transformation, in the past by the business sector to apply, financial departments step by step to deal with, and now into the business sector will demand release to the platform, the personnel of the same position in the financial sector can be like a taxi drops "grab", timely completion and get their own "single premium."

2, millet partnership, the founding partners, shareholders take charge as chief of staff early full shares, fully authorized and letting go.

Go deep into the organization and human resources to see the organization of millet, millet will find a partner to grasp the essence of the system.

First: the initial staff of the shares of the partnership. Millet has eight partner, according to public information display: Lei 77.8% stake, Liwan Jiang 10.12% stake, peak 10.07% shareholding, Liu 2.01%, typical of the stock of partnership; and the rest of the start-up period, more than 40 employees pocket as the initial shareholders.

Second, fully authorized flat organization. Millet partner each tube a piece, fully authorized, each fully responsible for their own responsibility for a business or function, other people will not intervene. And its organizational structure is basically only three: partner - and new supervisor - staff.

Third, the protection of first-class talents. Partner means common mission, vision, joint efforts, to reach the target tissue, so for partner selection, employee selection is to find the most first-class talent, the core of Millet's success lies in its partner team, talent, rely on is innovation mentality of the spectrum of highly skilled talent. Millet with the words: "a reliable top 100 engineers, the best people have a strong driving force"

Inspiration from millet

Find the right partner, take partners fully authorized, each piece of pipe to achieve the efficient operation of every piece of, like Lego, with such outstanding partners to form a one after another wonderful world. " It is also with the hardware, industrial design, software, Internet and other modules of the partners, to build a software + hardware + Internet millet company.

A platform for enterprises has gradually become the norm. By a single product or application development era to multi product / combined application platform, and even the development of commercial ecological organization, is the interpretation of the commercial society's development and progress. Fully authorized, to talent opportunities, internal entrepreneurship development pieces of products business, build platform of enterprises have become the norm for future competition.

For the traditional enterprise already has a certain scale of non start-up companies future release internal talent energy, set up internal business platform, to the mechanism and authorization, make appropriate, talents one out to participate in the internal business, to create a platform for enterprise, to deal with countless imminent rise of "millet" company.

3, Vanke partnership, binding, benefits and risks for the rise of the managers get rid of self occupation system

Vanke when the introduction of major shareholders China Resources, Wang Dan I held greatly reduced, so as to achieve the company controlled by the individual transformation for the system of professional manager, it is this system that leads to Vanke past rapid development and specialized ability of;

And with the rapid expansion of the deterioration of the environment of the industry, company size, professional manager system abuses continue to occur: KPI oriented the habits of professional managers earn quick money, excessive professionalism and ignore the problem itself, professional manager "ceiling", strategic transformation related business units in the original system bonus at least, even face to face sit but to communicate through E-mail form etc.;

2010 - 2012 years, a large number of Vanke executives run away, about half of the three years, the executive vice president and a lot of middle management staff left, and even led to the Vanke "middle age crisis" of the big discussion.

In this context, the company intends to re define the relationship between the company and its employees through the partner system, to prevent the excessive loss of talent, to deal with the new form has come.

Vanke president Yuliang said: "business partner has four characteristics: we want to control their own destiny; we want to form a back-to-back trust; we want to become bigger and our career. We share our achievements."

Vanke's partner of reform is the reform of employment system of professional manager mechanism, eliminate employment disadvantages, in the employment system to create a shared on the basis of increased risk sharing, "create, share, sharing become Vanke partner of the core.

Vanke partner system is mainly included in the main content with the project with the investment plan, the future will also create ecological chain partners:

The malpractice of the employment system can not be concealed

Under the employment system, the professionalism of the system of professional managers in the new environment disadvantages shouldn't be covered, produced by the employment of the employees working mentality, do their own things, rather than look at the whole thing, Yu Liang said in the interview: face face sitting colleagues but to communicate by E-mail form, which greatly affects the efficiency.

The essence of this phenomenon lies in the employment of the staff to develop the habit of traces of traces to prove that "I" the work has been completed, and the rest is "you" thing. Interests of the community, the community and even the fate of the community's expectations in the employment system can not be achieved.

The interest and risk is the essence of business partner system

Vanke's partner in the system reform, the company's performance, the performance of the stock market, investment risk and staff to meet the contact together, asked the relevant personnel in the process of project development, the project is located in area of the company must with the investment project, shared interests, risk sharing; and managers shall year-end income to buy company stock; makes all personnel of income not only rely on individual performance appraisal to set, but income and corporate income, project closely tied together.

"Risk sharing", the requirement for the screening of the internal personnel has a direct role, for internal "hitchhike", only to return don't want to pay, fear assume risk responsibility of the employees may leave the platform; but the same, have the ability, talents play, on the company really recognized, in the process of reform must be able to share a common fate with the company.

With the implementation of the partnership, Vanke's team is activated, coordination more smoothly, marketing is more vigorous, this is business partner and professional managers. Future Vanke partnership will gradually along with the industrial chain to the upstream and downstream partners extension to participate in the distribution of benefits and risk sharing up to Vanke industrial chain upstream and downstream of the participants, their investment from contracting to construction project, quality and efficiency will dramatically increase, and participants at the same time also can enjoy more incremental revenue.

For the process of transition from the traditional enterprise, the capital invested in the project, Vanke's projects with investment system is worth thinking and learning, take Vanke joint venture, with the investment system and so on, will return to take out and share talent talent and enterprise risks, based on the employment relationship turn change into partnership, hired by the body change for the interests of the community, business community, the fate of the community and common bigger company, share the company is bound to become the new trend of human resource management.

4, the Alibaba's partner system

In September 2009, Ma suddenly announced including myself, 18 founder of the collective resignation veteran status, alibaba will switch to the partner system, 2010, Alibaba partner system officially began trial operation.

Ali's partner is different from shareholders, different to the board of directors, partners must hold a stake in the company, but at the age of 60 in retirement or leave Alibaba also quit partners (except for the permanent partner), no longer retain shares.

Ali partner is not the company's business management agency, the main power of the partner conference is the nomination of candidates for the board of directors: partners have personnel control, rather than the direct management of the company's operations.

Creation of the background: in order to solve the two core issues - how to control the future of the company's control, and how the founder of the case, the establishment of a sustainable development of innovative culture. Starting in 2010, Alibaba began to try to run the "partner" system in the management team.

Team composition: 30 senior management personnel with different business skills and background (a total of 14% of the shares held by Ali). In the partner team, there is responsible for the transaction system, there are from the technical department, also has a financial background, in charge of financial business. From the office of the Department, responsible for the business point of view, but also across the financial, human, technology, strategy, legal, etc..

Teamwork: team partner "third generation" is responsible for the different contents of management: the youngest worked as an executive; intermediate an escrow account strategy; what's old are matter, only to see a person.

Alibaba partner qualifications: in Alibaba work more than 5 years, possess excellent leadership skills and highly recognized corporate culture, development of the company has outstanding contribution, willing to do my best for the company culture and mission to inheritance.

The power of a partner: having the right to nominate directors without the direct management of the operation of the company. The right to nominate more than half of the board of directors, if the nominated person is not appointed, the partner has the right to nominate a new director, until the approval of the shareholders' meeting.

Partner's main responsibilities: to reflect and promote the Alibaba's mission, vision and values.

Partner category of Alibaba:

Alibaba's Enlightenment: platform based enterprises have the future

Alibaba is a typical platform for enterprises, is China's largest Internet company, global market value of the highest several Internet companies, strongly suggest platform type, the ecotype enterprises value and contribution to society is far greater than the product type and application. This is also an important factor in the transformation of Haier, to platform type transformation, to create an ecological circle.

Partner's standards and conditions are worth pondering

Alibaba the conditions and standards for partner: has the ability and outstanding contributions, highly agree with ALI culture, culture and mission firm guardian and inheritance, after at least five years of verification in the past, these conditions and standards for the implementation of partner of the traditional enterprise huge great reference significance.

The implementation of the reform of the partner system, which can be a partner in the company? Companies will be resources, capital tends to which partners, which projects? By Ali's case, the company, while providing a platform for entrepreneurs, but not everyone should fully enjoy the company of the resources, but those have the ability and willingness, and stand the test of practice, the recognition and identification of corporate culture and vision, is partner of the best candidate.

Three, thinking and Enlightenment

(a) the economy of the new normal forced enterprise transformation and upgrading, to build a business platform to become an inevitable trend

As the introduction part said, many of the traditional enterprises in the new economy, under the impact of new technology, full of anxiety; in the past, the game and the management model of the slow failure, the gradual decline in profitability. And for a certain scale and accumulation of enterprises, the need for transformation and upgrading, from product management and upgrading to industrial and industrial ecology is the fundamental transformation of the road.

And in the transition, the core needs of the most successful talent. As Jun and Chairman Wang Mingfu mentioned point of view, resources, capital, land is no longer essential for success in competition, talent is the fundamental to win the competition, the resources need personnel to operate, capital requires the use of personnel and effectiveness.

(two) internal market and the organization out of control into a new normal business management

In the enterprise to the platform type transition, out of control will become the new normal tissue, adaptive control and chaotic order, encourage internal market, allowing internal competition are not afraid of disorder, chaos is the future, bureaucratic and solidification process has not adapted to the need of the era and the transition. Let employees go to the market, the market exercise ability, barbaric growth, encourage internal competition to win.

The company performance appraisal, the company human resources management into the market rules of competition, user selection. This is bound to lead to the failure of internal processes and remodeling, it appears that chaos". Each team has a team of play, the enterprise no longer has a unified standard and process of business level, all to let the market test, although chaos but chaos in the talent, chaos in the win. The seemingly "death" but the reality is the liberation and release.

As Kevin Kelly in "out of control," said in a Book of "traditional organization structure will home businesses to death, the future enterprise organization will more similar to a chaotic ecosystem."

(three) the irresistible trend of talent

Public entrepreneurship has come of age, Internet technology, Internet thinking for people to provide venture unlimited reverie, and prick silk counter attack ever become a reality. Front-line practitioners more intuitive user contact, more easily find the user's needs and pain points; with the capital strength, the Internet technology, adapt to business thoughts of a new generation of consumers, to start, to subvert, rob. For numerous companies, around the network, the acquisition of resources to win the competition to win the game slowly. Only people can find the user needs, and constantly update and respond to.

If in the new situation, still rely on "strategy - organization - human resources" this management logic will not work. Talent is the main point of the company's strategy, organization, management, resources, capital and so on all around the talent to turn, to get talent, talent, to provide a platform for talent is the only way out. The future must be a world of talent.

(four) the employment system is bound to be replaced by a partner

For talent in the world, for the traditional enterprises to subvert the world, in the past, the management mechanism has gradually not adapted to the new era. Employment slowly will be eliminated, under the employment system of professional manager system can not solve the core problem of relation between labor and capital, employees and shareholders are always the employment relationship, is working mentality, rely on professional ethics and professional spirit, the traditional incentive mechanism can not be achieved talent potential to stimulate, "not I".

To stimulate a person's potential, to change the state of the person, only the implementation of the partnership system. Enterprises have the ability, the dream of the people, do not want to be subject to the employment system, have to start a business, the enterprise does not play the talent, in the employment system under the professional spirit to do their own work, but do not care about the whole". Partnership, and let talent from work into partnership, benefit sharing, risk sharing, let have a dream of people play platform, let not to play the people must make the transition, totally inspired by the value of talents for the company.

Enterprise transformation, human capital, human capital waste these distinctive features of the times become the birth of a partnership and will replace the employment system of the soil. Age calls for partnership.