Through friendly negotiation between both parties, tencent games related products have been restored to the shelves in Huawei Game Center.
On the morning of June 65438+1 October1,Huawei completely removed its shelves from tencent games. In response, the tencent games Community Announcement said: "Because the agreement between Huawei's mobile game platform and our mobile game promotion project failed to be renewed as scheduled, the related products in tencent games were suddenly removed from the shelves this morning. At present, we are actively communicating and negotiating with Huawei's mobile game platform to strive for recovery as soon as possible. "
the second part
In order to achieve strategic development goals, enterprises usually need to subdivide the goals at different levels and finally implement them on employees, which is a series of performance management. It can be said that performance management carries the strategic objectives of the enterprise, and at the same time, it is like a baton, which affects and even determines the words and deeds of employees.
Tencent, as a large Internet company, has a huge workforce, so it is obviously inseparable from a performance management system in the management of employees. Tencent's performance management system includes KPI, company performance management, employee performance management and annual comprehensive evaluation.
Tencent's performance appraisal is based on KPI, and the employee's behavior results are assessed by performance measurement standards and work results; Performance appraisal is goal-oriented, relying on the traction and pull of performance goals to urge employees to achieve performance goals; Performance appraisal emphasizes the participation of managers and employees, and emphasizes communication and performance counseling.
How about the last elimination system?
The last elimination system is a kind of performance appraisal system, which mainly refers to that an enterprise formulates a certain evaluation index system according to its overall and specific goals and the actual situation of each position, and evaluates employees according to this index system, and eliminates employees with low scores according to the evaluation results. The last elimination system has both positive and negative effects.
1. The positive role of the last elimination system
(1) Encourage employees, arouse their work enthusiasm and avoid overstaffing. According to research, people are prone to lack of fighting spirit in a comfortable and stress-free environment, and even become "boiled frogs in warm water", which leads to the lack of vitality of the whole team. The last elimination system is a kind of strong management. By putting some pressure on employees, stimulating their enthusiasm, the whole team is in a positive and enterprising state, which solves the problem of overstaffing and helps to improve work efficiency and organizational benefits.
(2) Streamline institutions and promote the redistribution of social resources. Enterprises eliminate employees with different performance levels through the last elimination system, which gives consideration to fairness to a certain extent and effectively reduces the organization. At the same time, promoting the re-employment of eliminated employees, promoting the re-allocation of human resources, and contributing to the optimization of resource allocation.
(3) Promote the construction of enterprise cadres. The last elimination system applies not only to grass-roots staff, but also to middle-level cadres. Through the last elimination system, the assessment of cadres will be placed under the supervision of the masses, so as to realize the "survival of the fittest" and optimize the construction of cadres. (4) It is beneficial to implement the last elimination system at the corresponding stage. Generally speaking, the management of employees in enterprises can be roughly divided into three stages: the first stage is the labor cost stage. Enterprises think that employees are costs, employees come to enterprises to "apply" and enterprises are in the active position of "recruitment". In this case, enterprises will lack respect and trust for employees, and even think that as long as employees' wages are depressed, they will get more benefits. At this time, employees can only be conscientious and can't be lazy. " The second stage is the human resources stage. Enterprises gradually realize that the efficiency and effect of employees' active and passive work are significantly different, so enterprises begin to pay attention to the training of employees, pay attention to improving their skills, and introduce a series of performance appraisal systems to "force" employees to exert their subjective initiative; The third stage is the human capital stage. Enterprises gradually realize that the competition of enterprises depends more and more on innovative elements, and the competition of innovation is ultimately the competition of people. Therefore, employees are gradually regarded as the assets of enterprises, and the most fundamental way to ensure the value-added of enterprises is to let employees add value.
At present, the management of employees in China enterprises has basically passed the first stage and is in the transition from the second stage to the third stage. Among them, some industries have begun to enter the third stage, and some enterprises have begun to regard employees as assets, including Tencent and Alibaba. Under normal circumstances, the last elimination system is more effective in the first and second stages, and the assessment is simple, and it is eliminated directly according to the assessment results. In the third stage, the assessment indicators will focus on innovation and corporate culture maintenance, which is more complicated than the previous assessment, so the specific implementation of the last elimination system is also facing adjustment.
2. The negative impact of the last elimination system
(1) From the legal point of view, the last elimination system may be illegal, and the labor contract signed between the enterprise and the employee is a legal act of both parties. Before the expiration of the contract period, either party must unilaterally terminate the labor contract for legal reasons, otherwise it will be considered illegal. In the last elimination system, the main reason for the termination of the labor contract between enterprises and employees is the poor performance of employees, which has certain defects in the legal basis, and improper use may lead to illegality.
(2) From a scientific point of view, the development level of different industries and enterprises is not balanced. Some employees with poor performance appraisal may be excellent in other industries or other enterprises. In this case, even if the last employee is eliminated, the actual effect may not be as good as before. Furthermore, if all employees in a team are excellent, it is unscientific to force some people out of the "last elimination".
(3) From the perspective of personality, the dismissed employees are "eliminated", which is detrimental to personal dignity to some extent. If it is not handled properly, it will even cause psychological distortion of "broken cans and broken falls" to "eliminated" employees. From this perspective, the last elimination system is too cruel, even damaging people's dignity. At the same time, it will shake the team belief to a certain extent and even directly affect it.
(4) From the management point of view, the last elimination system does not conform to the "people-oriented" management concept advocated by modern management. People-oriented management aims at respecting human nature and tapping people's inner potential, and strives to exert people's initiative, team spirit, sense of responsibility and innovative spirit by creating a relaxed and trusting external environment. Therefore, people-oriented thought focuses on long-term effects rather than short-term effects. As a typical strong management, the last elimination system advocates strict management through the competition of internal employees, and the external environment of employees is tense. In this environment, employees are under great psychological pressure, even nervous every day, and the relationship between colleagues is also very tense, and team spirit is easy to deteriorate. Moreover, enterprises usually have to pay a high price in recruiting, training and cultivating employees. The last employee is eliminated, and the new employee needs training, which will affect the overall performance of the team. More importantly, the last elimination system generally pays attention to short-term effects, which is inconsistent with the increasing emphasis on long-term benefits by enterprises today.
In China, Huawei and other companies take the lead in implementing the "last elimination system". In 2000, at the peak of Huawei, Ren sent an internal letter from Huawei in winter to remind Huawei people to be prepared for danger in times of peace, which kicked off the "last elimination". In this regard, Ren said: "The last elimination system will never stop. Only by eliminating outstanding employees can the entire organization be activated. " Of course, there are different opinions about Huawei's "last elimination", so I won't discuss it too much here.
Generally speaking, the last elimination system has been implemented for so many years, and the human resources industry has gradually reached a * * * understanding through a large number of enterprise practices: in theory, the "last elimination system" really helps to put pressure on employees, make employees aware of their worries, and prevent employees from falling into "petty bourgeoisie" and losing their morale; But in the long run, it will cause great damage to the cultural construction of enterprises, and it is also a deviation from the people-oriented management of enterprises to some extent. Therefore, under the normal operation of enterprises, "last elimination" can only be done occasionally, which is not suitable as a long-term strategy.
Relatively speaking, Tencent "regards employees as the first wealth of the enterprise" and is also very careful in implementing the last elimination system. In addition, Tencent established an "internal talent market system" long ago, and employees only need to work in the original department for three months before they can apply for transfer. 20 1 1 Hundreds of employees were transferred through the "internal talent market system", all of which were voluntary applications.
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