China Railway No. 1 Electricity Company: "Three Reforms" dare to move the truth

Deepening the reform of the labor, personnel, and distribution system of state -owned enterprises (the reform of the "three systems") is a key link for improving the vitality and efficiency of the enterprise. It is also necessary to break the firm determination to break the boat.

2022 is the year of the three -year operation of state -owned enterprise reform, and it is also the year of the results of the results of the reform. Doing this work is of great significance to strengthen the country's vitality, enhance the vitality of state -owned enterprises, improve the effectiveness of management, and accelerate the establishment of a new development pattern.

Do not forget your original intention, keep in mind the theme of the theme of the theme of the field of practice

"In less than a year, we have reduced 161 managers of the two levels of agencies of the company and their professional branches. In the overall situation of enterprise development, we must have the courage and determination to dare to pain in the knife. "Liu Ping, deputy secretary and general manager of the Party Committee and general manager of the China Railway 1 Bureau (hereinafter referred to as the Electricity Company), talked about the" three systems "reform that was advancing. , Speaking like this.

Electricity companies have focused on the "stubborn illness" problem that has affected the energy release of the enterprise over the years. Through the systematic reform of the system and mechanism, the employee "flow" mechanism is continuously improved, the leadership "leads the lead" responsibility, strictly implements the "quantity talent" standard, clear The "guidance" role of compensation, the management efficiency and profitability of enterprises have been greatly improved. In 2021, the year -on -year contract volume increased by 31.94%year -on -year, and the profit margin increased by 19.79%year -on -year, and various economic indicators reached a record high. In 2022, while being rated as "Excellent Enterprises" and "Three System Reform Benching Collective" by the China Railway One Group Group, it also won the honorary title of "Advanced Collective of Shaanxi Province".

"As long as you do n’t make a big mistake, you do n’t have to worry about throwing a rice bowl." Just lie down and retire. "Enterprises are unwilling to touch the" trouble zone ". Employees are happy to stay in the" comfort zone "and become the" misunderstanding "of some state -owned employees. Faced with practical problems such as market competition pressure and difficult development of enterprises, companies need to make scientific decisions.

In 2000, state -owned enterprises began to promote the reform of the joint -stock system. Electricity companies simultaneously took on the market economy train and actively conform to reform and reform. The development vitality of enterprises has been unlimited, and the role of market entities continues to play. Until 2018, the annual new signing contract and turnover also soared from the beginning of the "double 400 million" to 5 billion yuan, and the output value also reached about 3 billion yuan simultaneously. For a period of time, in the face of relatively considerable income, stable positions, and enterprise development situation, one branch believes: "Enterprises like such a volume can maintain a scale of 30 to 5 billion yuan a year, and they can ensure that life can ensure life. Ready. "

Project contact wire stand after the Dalin Railway Station

But in fact, the market economy can not only accelerate the development of the enterprise, but also accelerate the decline of enterprises or even forced enterprises to withdraw. In the new era, in the face of the more intense homogeneous competition, the continuous changes in market rules, the continuous improvement of customer needs, and the acceleration of industry management chain, enterprises have entered a bottleneck period for development. Outstanding problems such as insufficient vitality, lack of market competitiveness, and insufficient efficiency and efficiency and efficiency have become the primary problems that hinder the development of high -quality development. The reform of state -owned enterprise is not only facing the urgency of "non -reform", but also the test of "dare to change" and "how to change".

"The times are developing, society is progressing, and the old concept is holding themselves, guarding the" family bottom 'to live, not only does not help the future, but it will also shake the foundation of enterprise development. Only enterprises are good, can employees have the opportunity to enjoy the results of enterprise development results. On the contrary, the interests of employees must not be guaranteed. "Liu Zhiqiang, director of the ECG Enterprise Management Department.

Vigorously promote the reform of the three systems to solve the bottleneck of corporate development

In 2020, the State -owned Assets Supervision and Administration Commission of the State Council launched a three -year reform of state -owned enterprises, setting off a new round of deepening the reform of state -owned enterprises. Electricity companies have grasped a good opportunity, taking advantage of the situation, focusing on the two major areas of "three systems and systematic reforms", and measures such as systematic declarations, improving the foundation of the system, innovative thinking, and vigorously promoting the implementation of insurance. Ensure that all reforms are really hard and achieved effective.

Breaking the salary allocation of "big pot rice", played the role of "adjustment" of performance assessment, and stimulated the enthusiasm of employee officers to start a business. The electricity company currently has more than 1,500 employees in the job. Over the years, in the case of unchanged markets, the gap between the same position and the same position is not much different. The "big pot rice" model brings not only the enthusiastic disappearance of employees' work, but also causes obstacles to the growth of young people.

Innovation process forging engineering brand

"Only by letting everyone really feel the sense of achievement brought by the hard work and courage, can we truly mobilize the enthusiasm and initiative of everyone's entrepreneurship, thereby further promoting the reform and admiration of the reform." Minister Hou Ermeng said.

In this regard, the Electricity Company has revised and released the "Measures for the Employees of Employees" and "Measures for the Management of Employees of Employees", combined with the level of employee business capabilities, work intensity, learning innovation capabilities, internal and external communication effects, compliance with labor Disciplinary situation and work performance of the five aspects of the number of work and quality, the person in charge of the leadership evaluation department and the person in charge of the department evaluate the personnel, and in accordance with personal assessment points, work completion, personal performance base data, count the standard formulas. Determine the salary of the month. The purpose of this move is to improve the salary assessment system, so that the ability of the capable can become an officer orientation. If there is an assessment, there must be a clear standard. It cannot affect the fairness and fairness of the assessment due to too large or randomness or inconsistent scoring standards. To this end, the electricity company has produced a unified format "Monthly Work Real Real Estate" and "Monthly Work Plan Form". From working hours to specific work matters, quantitative to daily, every time, and on schedule The real synchronization of performance and assessment results. Through reform, 10 employees have applied for front -line positions. The maximum gap between the performance salary between the same position is 1.8 times, and the average annual income of the members of the professional branch team is 2 times the annual average income. According to the assessment standards, some employee salary reduction rates with poor performance and long -term "lying down" exceeded more than more 55%.

Haruke's "Four Electricity" project

Broken the "iron rice bowl" of state -owned enterprises, played the role of "selection" in market competition, and unblocked employees to enter and exit the flow channel. Fourteen professional branches under the electrical affairs company shall be managed by the branch according to the correspondence of different engineering majors. After the addition of the extension management of the platform's department and the cutting -edge direct management of the project department, the "three -level management, two -level accounting" is unique to Management mode. Although in this model, the management initiative of the specialized branch and the project department is greatly mobilized, but too many institutional levels, bloated personnel configuration, excessive management costs and long -term non -circulating mechanisms of non -flowing and circulating mechanisms of the two -level institutions are The shortcomings not only seriously affect the benefits of the enterprise, but also restrict the growth of young employees to varying degrees, which leads to the unable to move up and the management ideas that cannot survive the talents, which brings challenges to the high -quality development of the enterprise.

"Only by allowing people in each position to move can it continue to charge for business." Many young employees of the electricity company have a strong consensus.

Electricity companies stand up to the pressure and combine the personal characteristics and performance assessment results of employees, and continue to reduce and transfer managers at the two levels to the first -line project department. From the headquarters to 16 people from the grassroots units, the company's headquarters has decreased from 114 before the reform to 88. At the same time, the personnel of the headquarters of the Specialization Branch were reduced in three times, and the huge "agencies" of the original 186 people were eventually reduced to 52. The staff of the original positions was diverted to the project -related positions and strengthened the power of front -line construction. In addition, insisting on the blade inward and comprehensively clean up the non -on -the -job personnel. A total of 25 people were re -arranged, 7 people were dismissed or took the initiative to resign.

In addition to promoting the reduction of managers at all levels, the electricity company also vigorously implemented the training project of outstanding talents, and increased its efforts to broaden the channels for "entering" of outstanding college graduates and professional outstanding social talents. The "Administrative Measures for the Trainee" and "Administrative Measures for the Selection of Outstanding Talents" have been formulated to ensure that outstanding personnel are "entered and kept". In addition, combined with corporate management and project needs, socialized professional talents are publicly recruited and the management chain is strengthened. Since 2021, 17 graduates of "double first -class" colleges have been recruited to introduce three social management talents through the public recruitment of socialized public recruitment, which has provided continuous support for the high -quality development of enterprises.

Breaking the "guidance" role of the "seating table", play a priority of performance, and strengthen cadres to create awareness of excellence. In fact, the lack of a cadre team that lacks the awareness of the job crisis is lacking vitality and innovation. To promote the high -quality development of enterprises, it is necessary to clarify the "orientation" of performance priority. Electricity companies highlight the leadership role of leadership, in -depth promotion of the management and contract management of the manager level, and the leaders of the leaders signed the "military order" -the quantitative indicators, clarify the responsibility goals of the year and period Essence Give full play to the role of performance KPI assessment and internal audit "command sticks", and constantly motivate leadership and management to strive to go upstream and create better results. At the same time, actively promote the upper and lower exchanges of middle -level cadres and internal and external exchanges, promote the withdrawal from the middle -level management position in advance or adjust it to the grass -roots units and project departments, and encourage them to make the virtuous position in advance. Since 2021, two professional managers have been appointed, with 14 middle -level cadres and 20 professional and technical cadres in the headquarters of the headquarters, various professional branches, and regional headquarters.

Hold an excellent trainee commendation meeting

Continue to grasp the reform of the system field to improve the ability to create efficiency

"Reform is a systematic 'adventure' project, and it is also a" people's heart "project that is related to the vital interests of enterprises. Effectively give full play to the reconciliation and linkage of the party committee leaders and the party and mass departments, strengthen humanistic care, grasp Only by incentive policies can ensure that the direction of the reform of the reform is not biased and the center is unavailable, and the corporate vitality is stimulated to the greatest extent. "Said He Jian, secretary of the party committee and executive director of the Electrical Affairs Company.

Electricity companies face the existing systems in the system and corporate management risks, focus on accelerating the operation efficiency of the system, improving value creation capabilities, strict internal control management costs, strengthening the construction of talent teams, and increasing the full behavior of the entire staff. Continuously digging management potential. Innovate management ideas and promote open source and efficiency. Adhere to the business ideas of "all -member marketing", clarify the functional positioning of the nine major regional operation departments, and use the total number of personnel to verify the business indicators to ensure that there are indicators on everyone's heads. Vigorously promote the excess reward mechanism, stimulate the initiative and creativity of all employees to participate in the operation and work, and create conditions for the open source of business operations. Vigorously promote the comprehensive application of information technology in the daily management process, innovate a new model of electronic tendering, and develop material information inquiry and management systems, effectively improve the efficiency of business work such as material procurement, bidding quotation, and achieve management income. In -depth digging the value -added potential of its own management resources, advocate and increase the circulation of internal personnel, materials and equipment, and minimize the work and cost waste caused by personnel caused by poor staged tasks. We will conduct in -depth audit work and loss of losses, strengthen personnel equipment and conduct a detailed process review, and use the pressure of improving the efficiency to manage the efficiency of normalized audit conduction projects. Adhere to the concept of driving the development of scientific and technological innovation, strengthen cooperation with the institutes and universities, and cooperate with the implementation of key topics, ensure the formation of research results, and promote the accelerated development of business development and construction production production shelf life.

"China Railway Cup" contact online work skills competition

Optimize mechanism settings and improve the quality of operation. Combined with the characteristics and reality of the enterprise, there have been 6 consolidated business departments, one of the business departments and 3 professional branches, and achieved "light -fitting management", reducing the intersection of power and improving management efficiency. Strengthen the power of first -tier production and operation, add two regional operation headquarters, and issue the "Implementation Plan for Legal Counselor (Part -time) Legal Counselor (Part -time) Branch". The configuration of managers has consolidated the foundation in order to prevent and resolve various risks of enterprises.

Strengthen the construction of talent teams and continuously consolidate the foundation of development. While strengthening the existing national model Dou Tiecheng, the National Youth Civilization "Xiangyang Flower Team" and the central enterprise Hongqi team's benchmark iron Cheng team, continued to carry out the "Electric Workers" selection activities. The good atmosphere of learning is more than a good atmosphere, forming a 1+2+n high -skilled talent training pattern. Adhere to the principle of "five same management", vigorously promote the construction of its own operating layer, and set up 92 self -owned work teams and 150 own operating teams including communication, signals, power, electrification, and municipal housing construction. Effectively enhance corporate performance. Vigorously promote the training of female employees, and encourage women's positions to move towards the front line, the front desk, and the jobs through the form of job competition and democratic recommendation. Since 2021, two female employees have entered the front -line marketing system through competition, and eight female employees have set up the management burden of the project business department and engineering department, showing excellent management talents. At the same time, through all kinds of compensation and welfare policies, encourage outstanding female employees to challenge new positions and try new fields, continuously stimulate potential, exert their characteristics, and help individual growth and career development.

Strictly control the cost of non -merit and vigorously advocate diligence and thrift. Adhere to the internal meetings and activities, all use the company's own venues to work, focusing on the principle of "orderly, accurate, and efficient", comprehensively compress the meeting time, simplify the meeting process, and promote the office mode of work meals and electronic data. Calling can solve the solution If the problem is not made in a face -to -face report, the management matters that can be completed online can never be operated offline. It avoids the situation of "long waiting" and "running multiple times". Continue to strengthen the management of water use and public equipment in office areas to avoid the occurrence of responsibility such as "long lights". Promote the departure system of the headquarters. At the same time, the vehicles of the department's headquarters and the Shaanxi headquarters are uniformly incorporated into the management of the rotation class. According to the principles of the application of official vehicles and priority to meet the emergency situation, the vehicles are reasonably assigned according to the rotation class to avoid the formation of special vehicles and reducing the idle of the vehicle. It occurred, which improved the efficiency of vehicle use and reduced costs. In addition, systematic reforms have been systematically reforming the green planting, cleaning, security, and employee cafeteria of the office buildings. By incorporating some office buildings green plants and office area cleaning and maintenance in the scope of self -maintenance, mergers and cafeterias, integration resources, etc., the annual management fee expenses cost a total of 682,000 yuan.

Standardize behavior and cultural concepts, and continuously enhance corporate image. Strict implementation of labor discipline constraints and improve work efficiency. Implement the "nailing" check -in system, guide and encourage employees of the headquarters to complete work tasks during the working day, so as not to lack of diligence, be late, and early. In view of the temporary matters and emergencies in daily work, the two sets of working hours allocation plan was formulated through investigation and soliciting employee demands to meet the maximum needs of different conditions and employees of different working habits. In addition, considering the many life problems of employees, a temporary leave group of the headquarters was also established. Within the scope of the system, the person in charge of the department was uniformly listed to clear the leave period. Effectively protect the basic rights of different employees. Looking at the position of the external "window" of the headquarters, on the basis of the original regulations, a unified production of work and shirts were uniformly displayed, which greatly demonstrated the image of the "window"; Permanent, all two offices are released uniformly. The two offices have strengthened the review, and the supervision of all departments must clearly implement the specific organizers and settlement time, so as to be accurate, rigorous, reasonable and feasible, and at the same time, it is convenient to urge all departments and units to complete the tasks on time to ensure work efficiency according to the specific requirements of the document notification to improve work efficiency Essence The organizer is required to carry out statistics and assessment of each submission and completion, and to implement strict rewards and penalties for excellent and poorly according to the results of the assessment. If the notification and documents issued by the organizer and the requirements of the documents themselves are unreasonable, and the failure to submit materials and complete work on time, the relevant units and departments can collect and improve the basic information, propose the complaint and report to the company's office. After the company verification Punit. Through a series of measures, a decree that has been reduced from reality, contradictory, and unable to implement. The fourth is to adhere to the "century -old shop" concept of enterprise governance, respect the style of "doing practical things, tell the truth", and release the "Implementation Measures for the Implementation of Happiness Electricity Cultural Brands" to comprehensively guide and strengthen the concept of all employees, to create a norm to create a norm. Rigid excellent companies consolidate the foundation. This year is the year of the three -year operation of state -owned enterprise reform. At the same time, it is also the beginning of the power company to deepen the reform and improvement of the reform. There will be various complicated contradictions and difficult difficulties, but in the face of fierce market competition and high -quality development work requirements for enterprises, electricity companies will also adhere to the reform ideas of "unchanged center, unchanged steps, objective and pragmatic, and creative effects". With the discipline of iron, the responsibility of the iron, the courage of iron, promote comprehensive reforms, and strive for the creation of "happiness and electricity". (Correspondent Shang Yongchao: Huang Bin)

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