We are very temperate in writing articles about Xiaomi. There are only four articles in the last two years: Xiaomi's fourth organizational adjustment, hard work, personnel adjustment from Xiaomi, organizational ability behind political commissar C's debut, Xiaomi making cars, Xiaomi and Lei Jun in my eyes. Maybe we should speed up the pace in the future.
Briefly talk about three views on this round of organizational adjustment of Xiaomi.
File priority:
First, the biggest winner of Xiaomi's organizational adjustment-Xu Fei
The biggest action of Xiaomi's organizational structure adjustment this time is to integrate the market system in China and adjust some cadres at the same time. The most striking thing should be Xu Fei, general manager of China Marketing Department and vice president of China District.
Let's look at the appointment documents. Xu Fei has been promoted to the "top leader" in the market system, and even the group's public relations department has to report to Xu Fei on two fronts. Between Lei Jun and Lei Jun, there is a Lu (Senior Vice President and President of China District). The importance of Xu Fei's position is self-evident.
Who's Xu Fei?
She is an employee of Xiaomi No.46. Her earliest position was MIUI product manager, and she was called "the most beautiful engineer" by rice flour. Xu Fei graduated from Tsinghua University Computer Science and Technology Department in 2007 with a master's degree in engineering.
Before entering Xiaomi, from 2007 to 2065438+00, Xu Feixian worked in Google China as a product manager, mainly responsible for integrating search, mobile search, mobile phone map, Chinese voice search and other contents.
20 10 after Google withdrew from the mainland market, Xu Fei accidentally entered Xiaomi.
Let's take a look at a soap tablet that Xu used to work in Google, during which she came out to participate in a "Google engineers face to face" activity. The engineer's temperament is quite accurate.
After entering Xiaomi, Xu Fei also answered some HR interview questions in Zhihu, which was simple and clear.
With the promotion of Xu Fei's position, her social account has not been updated for a long time. However, maybe you can see her in more market activities and Xiaomi's official videos in the future.
Second, why is Xiaomi a political commissar?
If you look at the appointment documents again, you will find that the words "Xiaomi Organization Department", "China District Political Commissar" and "League Staff" are constantly emerging.
These concepts originally belonged to the army or system, but they did not exist in foreign companies. At first, these "games" were just emerging private enterprises such as Huawei and Ali.
Now this model has also been used by Xiaomi, and almost all departments have set up "political commissars".
How deep is Xiaomi's "political commissar"?
We have written about the personnel adjustment of Xiaomi and the debut of political commissar C. Taken together, there are two judgments:
First, the team is big and people are not easy to bring.
When a company grows up, its corporate culture, values, mission and vision are easily diluted. Everyone can't bury themselves in the performance, just to "survive". Someone has to be "long-term", stick to some principles, keep an eye on high-voltage lines and advocate some ideals so that everyone can "live healthier and have better quality".
Political commissar is especially suitable for this. Traditional HR is too functional and not very good.
A few years ago, Xiaomi made some public opinions such as market promotion and recruitment speeches from time to time. Whether it is a team management issue or a value-oriented issue, a political commissar is needed to manage this line.
Second, there are too many companies and not enough cadres.
The political commissar system not only adds a department or a post, but also plays a more important role. It can also be used as a mechanism to organize and train cadres, just like the political commissar of the army, who is in charge of politics and culture at ordinary times and acts as a commander in wartime, always acting as the first substitute.
Xiaomi's political commissar system, Ali's political commissar system and Huawei's legion system all have a driving force behind them-in order to solve the company's development, there are not enough cadres and they can't move.
Third, why does Xiaomi HR lack a sense of existence?
Here, I am not saying that Xiaomi's HR is not doing well. What I want to express is that in the large-scale organizational adjustment and cadre appointment of Xiaomi, there is almost no mention of the adjustment of Xiaomi HR executives. For example, many large factories have Chief Human Resources Officer (CHO) and Vice President of Human Resources.
Xiaomi's current list of non-business executives: Lei Jun as chairman, Lin Bin as deputy director, Wang Xiang as group president, Liu De as organization director, Zhang Feng as group chief of staff, Wang Chuan as chief strategy officer and Lin Shiwei as chief financial officer, but the chief human resources officer did not disclose it.
Some people say that in June, 5438 +2020 10, Lei Jun Weibo published a photo inviting Peng Zhibin with Country Garden background to be the chief human resources officer of Xiaomi. However, according to insiders, in February of 20021year, that is, six months after Peng Zhibin left his post. At present, Baidu Encyclopedia has not been updated.
Real estate HR Daxie crossed the border to the technology industry and did not complete the transformation. Peng Zhibin is not the first. In addition to personal reasons, the industry analyzes the core reasons for the difficulty of HR crossing the border:
The first is the difference of industry value chain.
Capital+land+talent is the core triangle of real estate, focusing on group army and heavy combat mode. Users+products+traffic is the core triangle of the Internet, which is more suitable for special forces, light cavalry and regiments. The guiding ideology of HR and talents is very different.
From this perspective, why do Internet companies like flattening? Flattening does have high management efficiency, but the management level is not necessarily high.
The second is the difference of talent model.
Real estate needs heavy assets+high turnover, talent echelon+talent training+talent incentive, just like the high-speed rail from head talents to waist talents. Internet requires finding the right direction+have it both ways, and continuous iterative innovation. The core is the head talent (engine), that is, founder+core team. The talent model is like a Boeing plane.
From this perspective, it can also be understood that the Internet is really important for talents (head talents), but it may really be impatient for the cultivation and retention of talents below the waist. Just look at the sky-high price of the universe recently.
Of course, Peng Zhibin's failure to land in Xiaomi may be the main reason-the organization department of Xiaomi Group is too strong, and Xiaomi also has the General Staff Department and the Chief Strategy Officer. The space left for Peng Zhibin is limited and the combat radius is too small.
Just like Huawei's cadre department and Ali's political commissar, these departments are more or less competing with traditional HR for territory. Although their original intention was not to grab the territory of HR, it was not because the traditional HR was not done well.
To put it simply, the cadre department and the political Committee system are more existential than traditional HR, because they are naturally suitable for combat and closer to core resources.
Besides capital (land), technology and supply chain, the core production factors of a company are talents and cadres. Whoever is them, who is the real C position.