Red Star Capital Bureau reported on January 29 that at the opening of today, the share price of Gree Electric Appliances rose all the way, as of press time, **345% at 3482 yuan shares, with a total market value of 19636.7 billion yuan.
On the news side, a few days ago, at the Gree 2024 Global Dream Ceremony, Dong Mingzhu, chairman of Gree Electric Appliances, revealed that in 2023, Gree will create a profit of about 29 billion yuan, and the tax will create a record high, and shouted: "I hope that the tax revenue to the country in 2024 will exceed 20 billion." ”
It is worth noting that Dong Mingzhu's profit of about 29 billion disclosed at the meeting is close to the upper limit in the previous performance forecast.
In December 2023, Gree Electric released its 2023 annual performance forecast, saying that it is expected to achieve a net profit attributable to shareholders of the parent company between 27 billion yuan and 29.3 billion yuan, a year-on-year increase of 102% to 196%。
Gree revealed that in 2023, the company's operating performance will be stable and upward, and its revenue and profit will increase compared with the same period last year. The total operating income is expected to be between 205 billion yuan and 210 billion yuan, a year-on-year increase of 78% to 104%；It is estimated that the net profit attributable to shareholders of the parent company after deducting non-recurring gains and losses will be between 26.1 billion yuan and 27.8 billion yuan, a year-on-year increase of 88% to 159%；Basic earnings per share are expected to be in the range of 4$82 shares to $523 yuan shares, a year-on-year increase of 88% to 181%。
At the meeting, Dong Mingzhu also showed a set of data: since 2012, Gree Electric has achieved revenue of 1,876.7 billion yuan, a cumulative net profit of 230.4 billion yuan, and a cumulative tax payment of 1,534400 million yuan, during which the company also paid a total of 1067 dividends to shareholders600 million yuan. In the past 5 years, Gree Electric has paid an average of 140 dividends per year7.3 billion yuan.
In addition, Dong Mingzhu also publicly announced that Gree would take out an additional 200 million yuan to give employees a year-end bonus. In the 21st century, the most expensive thing is talent, and only with talent can there be a future. "In order to attract talents, Gree is throwing all kinds of money. "As long as the money is in place, it is not a talent but also a talent. Once the money is divided, most of the management problems will be solved."
Let's take a look at Gree's incentive compensation from low-level employees to executives (recommended to like and collect**).
First of all, Gree broke the fixed compensation system for employees and let employees pay for the results. Dong Mingzhu believes that fixed wages to support lazy people will lead to drought and flood to ensure income for employees, which will only lose their wolf nature. Therefore, Huagli has carried out a diversified design of wages and optimized the salary structure to: basic salary + commission + seniority salary + bonus + subsidy + option.
Among them, the fixed salary is divided into two parts: no responsibility basic salary and performance salary, no responsibility basic salary is directly linked to attendance, as long as attendance is normal, you can get the full amount, and performance pay is linked to performance indicators.
A technical director of Gree applied to Miss Dong for a salary increase, asking for a monthly salary to be raised from 60,000 to 80,000, Dong Mingzhu smiled slightly after hearing this, and said: "I can give you 100,000 a month, as long as you have the ability, you can take it".
First of all, 100,000 is divided into 6:4 into 60,000 fixed parts and 40,000 benefits part, 6:4 is divided into basic salary 30,000 6 and attendance is linked, performance salary 20,000 4 is linked to performance, and 40,000 benefits are linked to the following indicators.
1. New product research and development: one per month, 10,000 yuan for each additional one; Didn't finish the less 5,000.
2. R&D cost control: save 10% within the budget, and reward 10,000 yuan for every additional 1% saved; For every 1% less, 5,000 less will be issued.
3. Talent training: 3 technical personnel are trained every month, and 10,000 yuan will be awarded for each additional one; 5,000 less for every 1 person missing.
4. Yield: 10% increase in monthly yield, 10,000 yuan for every 1% increase; For every 1% less, 5,000 less will be issued.
5. Improve the process: 90% is completed every month, 5,000 will be awarded for every 1%, and 2,000 will be issued for every 1% less.
Dong Mingzhu said: The excess salary is the profit of the enterprise, and it also nourishes the greed of employees; Profits went up, but employees were not motivated.
Wages are not paid well, and enterprises are easy to fail! Level 7 salary is in place, and employees work hard!
1. First-level salary: completely fixed salary, suitable for: doorman.
Bought the employee's time
2. Second-level salary: fixed + performance, suitable for: administrative.
Bought the quality of the work of the employees
3. **Salary: fixed + performance + personal commission, suitable for: salesman.
What is bought is the individual ability of the employee
4. Four-level salary: fixed + performance + personal commission + team commission, suitable for: manager.
What I bought was the manager's training ability.
5. Five-level salary: fixed + performance + personal commission + team commission + department dividend, suitable for: director.
What I bought was the managerial ability of the director.
6. Level 6 salary: fixed + performance personal commission + overproduction bonus + virtual share dividend, suitable for: senior management.
What is bought is the management ability of the executives
7. Seven-level salary: fixed + performance + personal commission + over-production award + virtual share dividend + shareholder dividend, suitable for: general manager
What I bought was the desire of employees to challenge themselves for high salaries.
In fact, being a leader is actually to solve five major problems
1. Manage personnel well and solve organizational problems.
2. Arrange the work well and solve the problem that everyone has something to do.
3. Distribute the benefits well and solve the problem of everyone's enthusiasm.
4. Report the work well and solve the problem of communication with the senior management.
5. Plan the strategy well and solve the problem of what to do.
And as a leader, you should know that the core of management is to solve the essence of human nature.
What is the nature of human nature?
That is, to solve the selfishness of human nature with distribution, to solve the laziness of human nature with assessment, to solve the vanity of human nature with promotion, and to solve the driving force of human nature with incentives.
Many enterprises have strategies and resources, but they can't implement them because the company's organizational management system can't keep up with the new model and new business. Therefore, even Jack Ma said: "If the organization can't keep up, don't start a new business." ”
I have put the above information on the implementation of a complete set of management systems in the "Salary Design and Huawei Management Law" linked below, and there are more detailed explanations of the practical methods and cases of design
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