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Text: Maintaining stability in the face of turmoil

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    2. Maintain stability in the face of turmoil

    The conference room of Jinjiang Co., Ltd. is not very big, it is gorgeously decorated and can accommodate two to three hundred people.  The decoration of the conference room is based on common Chinese folk crafts. The desks and chairs in the office are neatly arranged, and things are placed in an orderly manner. Several admission plaques issued by superior authorities are hung on the wall, and two bright pennants are hung in the entrance.  On the middle wall of the door, there are a few large yellow characters that come into view at the first pass.  General Manager Tian came to the conference room early in the morning, talking to Feng Cheng for a while, and asking Lan Ping if her husband's matter was handled well. Don't be in a hurry, and come to work after it's done.  After a while, she joked with Luya, and when she walked up to Yulan: "You are still angry with me, are you? I didn't know you would encounter so much trouble, it's my fault. Don't be afraid, what's the problem?  We will help you."

    Yulan didn¡¯t say anything, and she didn¡¯t pay attention to Yaqin.

    "Okay, everyone, be quiet. The meeting has begun. I would like to ask General Manager Tian to speak." Secretary Zeng presided over the meeting. Kuang Shiguang and Han Changsheng sat on the podium, as well as employee representatives and representatives from three groups also participated in the meeting.

    General Manager Tian¡¯s speech is harmonious and clear. He has no airs or bureaucracy. He is a simple and ordinary guide like ordinary employees: ¡°Before the meeting, as the old saying goes, please believe that everything I do is for everyone.  , for everyone to have a class, for everyone to have food, for everyone to be rich and strive for a well-off life. I feel uneasy if you take less money. Your income is less because I have not done a good job. The purpose of our secondary accounting is to make money  I¡¯ll give it all to you, leaving no coffers.¡± She then explained her structural wage argument to the company¡¯s bus drivers who attended the meeting.  She repeated what she had said before, and then announced all the plans to everyone one by one.

    "Again, I am the general manager of the company, and can be said to be the contractor of the wage structure. Now that the company has stepped up, from a contractor to a joint-stock company, you are connected with the company, and you will do whatever the company accepts.  . But now there are some questions that I still need to explain clearly to you. But don¡¯t be nervous. If you don¡¯t understand, you can ask. If you don¡¯t understand, you can ask an educated person. Please stay quiet and calm down to listen. Today¡¯s  It will be very important and closely related to everyone's interests. Please don't ask questions for the time being. All major issues of distribution policy must be told to everyone. In a word, it affects whether everyone's post-menopausal income will be more or less; my  The answer must be many, and there will be many more.¡±

    The conference room was very quiet. People were listening attentively and paying attention to what General Manager Tian said.  Some of them were thinking about it in their minds and had a lot of question marks, but these question marks later turned into exclamation marks, and they had enough experience and understanding in their hearts.

    "But I have to make it clear to everyone that by doing this you will not get less money, you will get more, you must get more! Some people may doubt what I say. It's really strange. The sun comes out from the west? So  Let me explain things clearly to everyone: I don¡¯t like to deduct your money. All the money that belongs to everyone will be paid to you. I know how to do things, and my transparency is open to everyone. In the past, it was just a contract, and it was not fully  Piece-rate; now it is different. The past directional contracting has been converted into full-price contracting, and the past directional piece-rate has been converted into full piece-rate. This can not only increase the level, but also has the greater advantage of high transparency, great stimulating effect, and competition between processes. In the past,  The salary distribution policy of the company is semi-open, so employees¡¯ hands and feet have not been fully released, and they are still tightly tied by the rope of the iron rice bowl. This actually loses everyone and the country. The loss is that everyone does not get more benefits.  ." When General Manager Tian said this, some people in the venue began to get excited, discussing whether her words were well-founded, whether she was playing a word game, and whether she was using the specificity of the policy to deceive employees.  However, some employees still appear cautious and timid. However, more and more people are concerned about the distribution of benefits, and the voices of discussions are getting louder and more intense.

    General Manager Tian is the central link in grasping the policy at this time. Everyone's mood can't help but change. She feels indescribable joy in her heart.  She hid this joyful feeling in her heart so that no one would know.  At this time, she looked at those smiling faces, and the looks they gave her were so kind, so powerful, and so trusting.  Yes, these scorching eyes and happy-news smiles contained so much hope for her!

    General Manager Tian asks everyone to be quiet. Now is not the time for discussion.  If you have any questions, you can explain them separately after the meeting. We will leave time for discussion. Please be quiet.

    "I understand everyone's mood, and I'm a little worried that my words won't count. Employees, rest assured, I have a close relationship with you from the day we contracted the contract. Now the company's interests are on you, and the employees' benefits are  It's on me, and our common interests are on all of us. Let go of the employees' hands and feet, where do the interests come from - I said before that the problem of profit and reward is actually a scientific distribution problem. Distribution is a matter of labor and  The key to remuneration is that we?It has a lot to do with the grade distribution of wages in the fully contracted work-grade structure.  In other words, all our labor, including mental labor, is related to the value of all our labor.  "

    "Someone asked a question earlier, and I think it's a good question. In fact, the implementation of full contracting and full piecework requires restoring the bonus amount, adding performance rate wages, and leaving everything else unchanged. Bonuses are based on the performance rate.  Grade distribution. The way to increase the performance rate salary is to link it to the rated full piece rate salary. The performance rate is determined based on the rated full piece rate. The larger the rated float, the higher the performance rate. In other words, the rated salary is 100%. Multiply the work  The number of days is divided by the piece rate factor. The bonus is redistributed according to the total increase in performance rate.

    For example, annual merit salary: Annual merit salary is added to reflect the past labor of workers. It reflects the contribution of workers to the enterprise and is also an important link in straightening out the salary relationship between new and old employees.  The annual merit salary is calculated based on the consecutive years of service, and the total net salary is calculated as ten yuan per year. If it is less than one year, it is calculated as one year.

    Responsibility salary: Responsibility salary is the main body and core of the structural salary system, and it is the new situation of dynamic salary.  The meaning of the expression of responsibility salary is that employees working at different levels will receive what kind of salary and benefits for their work.  In addition, what you do in what position is reflected by the responsibility coefficient.  The formula is responsibility salary = on-the-job salary ¡Á responsibility coefficient.

    Responsibility coefficient: It is determined based on the responsibilities and liability risks of various types of personnel, embodying the principle of equal pay for equal work.  This salary does not take into account the length of seniority, and is not restricted by objective reasons such as age, length of service, etc. It is only determined based on the role of each type of personnel in production and operation management, the degree of responsibility they bear, and the level of technical skills required.  Whether it is simple labor or complex labor is determined comprehensively based on various factors such as simple labor or complex labor.

    Wage allowance: As an integral part of the structural wage system, wage allowance maintains the integrity of the structural wage.  This part mainly refers to various allowances and subsidies issued in accordance with national regulations.  Now it depends on the situation of reform and opening up: vegetable basket subsidy, grain subsidy, meat subsidy, middle and night shift subsidy, teaching and nursing age subsidy, etc.  The distribution method shall be implemented in accordance with the original regulations.  Before General Manager Tian finished speaking, many people started asking questions.  Feng Cheng and Zhou Yulan also asked many substantive questions, and General Manager Tian later answered them one by one.

    "After the implementation of structured wages, will our seniority wages and fixed unit prices have any changes to our total wages? How much is the monthly bonus?" Ruya asked.

    "Yes, how do we calculate our monthly salary? Do these calculation methods meet our requirements?" Feng Cheng sat in the middle and did not stand up.

    "As far as I know, you withdraw 5% to 10% of all our employees every month and keep it in the team or the company's small treasury. What do you do with this money? Do you have accounts?" Zhou Yulan asked a sharp question, which was management  Troublesome topics that the author never talks about publicly.

    "Should the monthly salary distribution plan be announced to everyone or not? What are the regulations for performance rate assessment?" Lan Ping said.

    "How do you deduct money from quality points and how do you reward money? Tell us about these so that we can have an idea?" This is the second time Luya asked. Today she was particularly positive, but she was very excited when she spoke.  Red to the base of the ears.

    ¡°Although we received a lot of money in the past, we don¡¯t know how it came from. We don¡¯t know how much was deducted, how much was awarded, and how much it cost to enter. Can you explain this to us?¡±

    "How to deduct money for sick leave? Is there any unified regulation?"

    ¡°¡­¡­¡­¡±

    "You mentioned it very well and in a timely manner." General Manager Tian has become more mature and resourceful.  At such times she was unhurried and collected.  She looked at the excited faces of everyone at the venue who were fighting for their own interests: "I'm very happy to hear these questions. We only have 10% contract employees and 90% regular employees. This is a huge proportion; this  The ratio will soon change, and they will all be contract employees after the period. Contract employees have a transition period, which is usually three years, 60% in the first year, and will increase by 10% every year after three years, the same as all contract employees.  The transition period is actually a learning period for contract employees. In the full case plan, casual leave does not enjoy the company's salary, and post-employment leave can enjoy the minimum wage. However, sick leave is different. According to regulations, contract employees with a service tenure of less than ten years are entitled to sick leave.  60% of salary, contract employees with more than 10 to 20 years including 20 years enjoy 80% of sick leave pay, contract employees with more than 20 to 30 years including 35 years enjoy 90% of sick leave pay, performance rate and bonuses are cancelled.  Some comrades mentioned the issue of wage distribution, wage calculation, and quality deduction. These comrades are invited to read the "Structured Wage Implementation Plan." There are instructions in the attachment, which are very clear. I have included the content of this material.  Not much to say here. Those who want to see it will come to my place after the meeting.

    General Manager Tian?? continued to explain: "Of course, some people may want to ask, who can guarantee not to get sick? This naturally makes sense to a certain extent, but it is not entirely reasonable. I say it is not entirely reasonable because according to the principle of labor distribution, the more you work, the more you get.  If you don't work hard, you will completely break the "iron rice bowl" and no longer eat from the big pot of the enterprise. The same principle applies to structured wages, full contracting, and full piecework. The more you work, the more you will get, and then your hands and feet will be completely free.  , there is no policy, no system to tie your hands and feet anymore."

    The venue was very lively, and everyone was discussing the new distribution plan.

    Ten minutes later, General Manager Tian continued to discuss the salary quota inspection method with the truck drivers. She sent the printed salary quota standards to everyone.  Director Kuang is also explaining to everyone; Finance Manager Han is an expert on calculation formulas. Many employees around him came to him and used it as a living teaching material to calculate the salaries of several people. The results exceeded everyone's surprise, and the average increase was 50%.  above.  After hearing this news, the atmosphere at the venue became more lively. The workers passed the documents to each other and regarded the attachments of the documents as valuable as money. They asked each other questions in the crowd and talked with each other about the issues they thought of.

    Qiu Chan is also answering questions raised by employees.  At this time, Yu Lan pulled her out from the crowd, whispered a few words in her ear and went out.

    General Manager Tian quietly breathed a sigh of relief in the pleasant atmosphere.  Although the old contradictions are resolved, new contradictions will appear again. This is the law of material movement.  Because society is always developing and circulating; it is constantly reforming and innovating. In the process of circulation, there will be new contradictions and new problems. Solving these problems is reform - General Manager Tian not only saw the trees, but also saw the forest.  She might find more forest in the woods.
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