Recalling that he won the bid for Shandong Heavy Industry Weichai Group's "Revealing the Leaders" project a year ago, and became the head of the new generation of high-end "National VI" diesel engine product development team as an ordinary engineer, 36-year-old Dong Duo is still a little excited.

"This is the most important turning point in my 10 years of work! In terms of qualifications, it is difficult for me to have such an opportunity." Dong Duo said that when Weichai Group broke the rules and organized bidding for all employees, she resolutely participated in the challenge. Winning the bid is both affirmation and pressure. With a young team whose average age is less than 30 years old, she changed serial development to parallel development and completed the task 7 months ahead of schedule. With outstanding performance, at the end of 2021, Dong Duo was promoted to the deputy director of the China Truck Platform Office of Weichai Power Engine Research Institute.

It has become a hard rule in Shandong Heavy Industry Group to rank seats based on strength and pay based on performance. In recent years, this enterprise has taken the reform of the "three systems" as the starting point, and has continued to deepen the normalized management system of "cadres can go up and down, employees can enter and exit, and salaries can be high or low", and formed a "capable person, and The selection and employment mechanism of “the mediocre and the inferior”, and the entrepreneurial ecology of officers has been continuously optimized.

Tan Xuguang, chairman of Shandong Heavy Industry Group, introduced that in the use of cadres, the group adopted a combination of "open competition + challenging incumbents", and implemented the "three disclosures" of "online publishing of competition conditions, on-site scoring by judges, and on-the-spot announcement of results". The ownership company Weichai Group implemented open competition for all cadres in batches, and the average age of cadres was reduced to 38.89 years old; since the reform and reorganization of the ownership company China National Heavy Duty Truck Group at the end of 2018, the number of leading cadres has been reduced from 1,597 to 1,164. "80 The proportion of "later" increased from 27.3% to 64.69%.

At the same time, Shandong Heavy Industry strengthens the rigid constraints of assessment, highlights the principle of career-oriented and performance-oriented, and realizes the normalization of leading cadres “below”. In 2020 alone, the Group promoted 66 cadres due to outstanding evaluations; 490 were demoted, dismissed or transferred due to incompetence, incompetence, inaction and other issues in evaluations. Tan Xuguang said that cadres who "speak with strength" can go up and down the mechanism, which has become a strong driving force for the marketization and efficient operation of enterprises.

In terms of maintaining the vitality of the workforce, Shandong Heavy Industry proposes to "do not support idlers, lazy people, enjoy people, and people with poor ability", and continue to improve the performance appraisal system for all employees. Post adjustment, education and training, etc. If an employee has accumulated two evaluation results within two consecutive years or three years as "incompetent", and is judged to be incompetent by comprehensive research, the position adjustment shall be implemented or the labor contract shall be terminated according to the law through negotiation according to the situation. In 2021, a total of 726 people will be adjusted to their posts and negotiated to terminate their labor contracts due to incompetence in the assessment.

In terms of positive incentives, according to the business characteristics of various personnel, Shandong Heavy Industry has set up incremental incentives such as the daily wage mechanism for production workers, the cost reduction incentive mechanism for procurement personnel, the marketing incremental incentive mechanism for sales personnel, and the scientific and technological innovation incentive mechanism for R&D personnel. The system makes the salary fully linked to the performance, and the salary difference of some employees in the same position is more than 4 times.

Let anyone do it. Aiming at breakthroughs in key core technologies of "stuck neck", Shandong Heavy Industry signed 29 "military orders" projects with executives of Weichai Group and China National Heavy Duty Truck; at the same time, in accordance with the principles of "strong competition", "strong transparency" and "strong goals" , launched the "Revealing the List and Taking Command" mechanism for public bidding, and set standardized project incentive standards and rules: the "Military Order" project has a maximum individual reward of 20 million yuan, and the "Revealing the List and Commanding" project has a maximum individual reward of 7 million yuan. Among the 146 bid winners of the two ownership companies, 46 people, including Dong Duo, were only general scientific and technological personnel when they won the bid.

The drastic reform has fully stimulated the entrepreneurial passion of the cadres and employees of Shandong Heavy Industry Group, and promoted the sustainable and high-quality development of the enterprise. In 2021, the group's revenue will exceed 500 billion yuan, and the total profit will exceed 20 billion yuan.Editor/XuNing