Grand Management "Game": Personal value before the enterprise value realization

Wen/Shen Wei-min in the mystery of the Dark Shrine, Shanghai Tian International Transportation Co., Ltd., general manager of the Kang Zhongjun thrilling 36 monsters guarding the checkpoint, he also paid a high price. In the "he" respite, suddenly from a corner of the temple flew out a large number of crazy ducks, recruit a fatal attack.　　"He" finally failed to withstand the duck attack, fell in the Dark temple last.　　This entrepreneur is a grand game hardcore "fan" in one, he is playing a grand launch of the "Dragon Valley (Dragon Nest)" Public beta, this product just picked up the 2010 Baidu Game Rankings new sharp games list Kui. In addition to continuing to gain profits from online innovation games, Shanda is increasing the vertical integration in the cultural industry chain. "Shanda insists on applying new technologies and new business models to innovate in the cultural industry, and we believe that only through the most advanced technology can we maintain our leading position."　　"This is the beginning of the 2010 Chen to the grand strategy of new positioning."　　And Chen's business model, in the grand and was given a new meaning. Employee First "All business model, essentially only one, the highest wages to the best talent, the best talent to create the greatest value!" "This is the new business model that Chen Tianqiao has thrown inside the company." This argument broke the traditional "model theory" of the cage, the unique core competitiveness attributed to the creation of people. "Personal value before the enterprise value realization."　　"Chen said. A year ago, Ma Yun also put forward an enterprise core value theory, is customer first, employee and Enterprise second, shareholder third. However, from the perspective of different enterprises, Chen that the value of employees should be ranked first in the three relations, and the value of enterprises and shareholders in the second.　　Chen that this logical relationship can integrate the internal and external factors of enterprise operation, and form a complete and efficient operation system with unique core competitiveness. Within the enterprise, Chen Advocates "reasoning": Data defies logic, logic defies democracy, democracy defies dictatorship, dictatorship defies hesitate.　　With "reasonable" culture to embody the "fair, transparent, respect for individuality", Chen Tianqiao is to break any artificial management and the so-called common thinking, the staff's personality completely released to promote their personality creation, thus creating value for the enterprise. "Game-style" management now, the grand staff every morning to open the computer will see a similar game interface management system. There will be some sort of column of the game's complement, blood and role level, which represents a series of important data linked to the employee's pay system and job change. In this system, employees are most concerned about their own "experience value."　　Because it is directly linked to pay, position. The innovation of human resource management with online games is a new practice under the new business model of "personal value before enterprise value". In fact, the innovation of human resource management is always the problem of enterprise management. In the face of an increasingly large workforce,Groups, how to effectively carry out management measures to avoid the rigidity of the system, how to assess the contribution of staff, how to design a reasonable and fair pay and promotion mechanism and so on. Although Chinese enterprises absorb similar KPI, balanced scoring method and other management tools, but still have a key brain drain, employees are not strong sense of corporate identity such a dilemma.　　Such a problem, once troubled grand. Human Resources Director Dr. Xunli is one of the designers of the management system, he told the manager: "The so-called ' game management ' is a reference to the management of the network game mode." The new company will determine the starting experience according to the position of the employee. Like the Mage and Samurai in the game, they have different starting points for different skills. Complete the daily work, can obtain according to each post value contribution preset ' Post experience value ', similar to the daily ' practice ' of the game, if the work does not meet the standard, will be accountable, through direct superior and experience value Management Department of the two-level approval after the deduction experience value, similar to the game in the task failure. After actively participating in and completing additional projects, the project experience value will also be obtained. As the core module, "Experience value" is the specific quantification of the personal value of salary, position and so on.　　Xunli revealed that in a culture driven by the company's encouragement of personal values, the company adds new elements to the original experience module, and even has an "upgrade assistant" in the system that automatically tells you how to earn "post experience", how long it will take to get a promotion or raise, and what you can do to get a faster promotion or raise. "Game-style management system" has broken all "leadership and being led" human management pattern, but also embodies transparency and fairness. As long as the experience value to the corresponding rank of the standard, the employee's salary and level will be automatically upgraded, without waiting for company resolution or leader's instructions. In the grand "game-style management strategy" has a clear explanation. "However, ' promotions ' don't necessarily mean ' promotion '. Grand implementation of the two-ladder development model, that is, Professional post ranks and management positions. The former has no quota or limitation of establishment, while the latter is related to the organization structure and has the limitation of establishment. Of course, there is a rise in the fall, the number of times to be more accountable, experience value deduction, the same will be reduced.　　”? "We have a system in which more than 700 projects have been approved and completed." Last year, the number of grand per capita promotions reached 1.62 levels, while pay rose by 14%. One of the fastest-promoted employees has 16 levels, which, at least, have risen by more than one times.　　"Xunli said. For a long time, Chinese enterprises have focused on the external business competition model, and ignore the value of employees, and Shanda use it technology of the original "Game management system" will be the realization of personal value to the common platform with the value of the enterprise, breaking the traditional organizational model, all the personal value of the final cohesion to one place, Become the core of enterprise innovation and results of the source.