New Century Weekly: Work like a game in grand

From game management to job platform, Shanda network constantly upgraded information management system, so that Chen become a grand network of "Big Brother", clearly see the work of everyone in the company-our reporter Wang Shanshan | The author Chen The idea of game-style management, which arises from his doubts about the online game observation.　　A game can attract 3 million of people at the same time online, players to practice the level of the "never need to approve." "These 3 million people are consciously paying for their time and money, and the game just gives them a sense of virtual fulfillment and they're content." Employees from the enterprise to get wages, why are there people who are noisy to go?　　He once expressed his confusion to the subordinates responsible for human resources. Shanda Network founder, chairman and CEO Chen from 2007 began to ponder the feasibility of game management, and as one of the company's top ten projects.　　2008, the system officially online operation, the grand announcement, "There is no manual salary increase, the promotion of all by the experience of the value of the points to decide." In short, the core of the game management system is the experience value management system, is a set of real-time recording way, so that all employees like the game "play the Blame" "copy" like, complete their work to obtain cumulative experience value of the incentive system. In a video game, your experience determines whether your game role can be upgraded.　　And for the Royal Network staff, since the game-style management online, experience value is directly related to their ability to raise, upgrade. In the past two years, how is this game-style management implemented?　　According to the 2010 Quarterly employee Development Report released by Shanda Network December 22, in the past three months, 40% of the 4,000 grand network employees under the game-style management system have automatically been promoted by rank and salary, and 10% of the employees have been promoted to the rank of major category. 2005, Chen from Beida founder dug to Midanin, as Shanda Network Vice President and Chief Information Officer (CIO), since then began for the grand IT management system, the goal is to achieve the entire company's information system management. The so-called Experience value management system is only a small part of this huge information system. July 2006 on the line of the workflow platform, like a neural network, so that Chen through this platform to achieve the enterprise's work flow control.　　and the upcoming job platform, will further play the fine management of the energy, to achieve the collection of various process systems, employees will be the action of all the time left traces and be recorded, converted to experience value, and Chen can achieve for each employee work details of the master. "Earn some points!" "Now, this phrase has gradually become the grand staff of the banter between the mantra."　　Work in the enterprise really can be as simple as to participate in a game? Employee = Player Not all Shanda network employees are included in the game-type management system. With the Shanda network in recent years to start acquisitions, the number of employees expanded to nearly 10,000 people, late acquisition companies have yet to be integrated, now included in the game-style management, including Shanda games, Shanda online staff, the total of about 4000 people. In a game-style management system, each employee is presented with an identical "double ladder development Model", which shows the ladder of professional and managerial positions-from junior technicians to chief experts, from supervisors to chief executives.　　When the employee accumulates the experience value to achieve the promotion and the raise salary standard, will obtain the promotion automatically. The core of game-type management system is the experience value system and the information system of personnel incentive system.　　The experience value can be obtained through two channels, one is the post experience value and the other is the project experience value. The position experience value is to the staff daily work completion condition appraisal, the qualified award, unqualified is deducted.　　Different levels of employees in accordance with different standards to accumulate daily experience value, the level of experience value of the cumulative number will be higher, each experience value will be converted into a specific amount of money, employees as long as not too much error, the basic can get 5% of the salary rise. The project experience value is obtained by the employee through the active Declaration project, after completion. After the employees put forward the project, Shanda network each subsidiary of each business system under the plan and Risk Control Committee (for the Grand interior very important department, as the Planning Council, the project will be evaluated beforehand, according to the importance of the project divided into the group level, the company level and the central level of three, and preset project indicators.　　The employee will be able to obtain additional project experience values on time and quality. In Chen's view, game-style management system allows employees to know their development goals very clearly, "as long as through their own efforts to achieve goals."　　According to this assessment system, if you want to raise the salary as soon as possible, the best way is to do the work on the basis of the initiative to do additional projects to obtain additional experience value. Collisions seem inevitable for any change in management. Some employees in the interview, the integration of the management style is not respected, that this "formulaic" personnel pay promotion system is not necessary flexibility, not too strong attraction, and some key indicators still need to be subjective, and do not avoid "head" decision-making. The Human resources department says the company is more concerned about whether the system provides space for enterprising employees.　　The contradiction between ideal and reality is embodied in the rules of scoring. In grand, the extra experience value is seen as an honor reward for those enterprising and excellent employees.　　In order to encourage employees to do additional projects, Shanda's human resources department even hopes to upgrade the quarterly settlement to a shorter period of settlement, so that the staff's efforts can be quickly converted into a direct raise. According to the company's human resources department statistics, 2009 staff participation in the project 743, more than 50% of the company employees are involved.　　According to the importance of the project, but also divided into the group level, corporate and central level, the average of 3,000 points per project-5,000 points of experience. However, many employees to the Economist that the project experience value of the establishment of the period is oftenLong, many people kerfuffle completed. "Experience value three months, and a lot of projects can not be completed in three months, and finally each project to everyone on the head, there are only hundreds of experience value." "A grand employee told The Economist that the 10,000 experience is about a salary increase of 1500 yuan to 2000 yuan, depending on the experience gained from doing the project, the salary and career promotion is almost a drop in the bucket."　　Therefore, the real hope is to rely on the experience of the job every year to obtain a guaranteed 5% salary increase. However, the post experience value of the guaranteed pay raise is fair, also encountered the staff questioned.　　Because lower-level employees grow at the same rate as their senior counterparts, the lower salary base is relatively low, with a 5% increase that is very different for junior and senior staff. "They have worked hard for five years, but they have risen 25% from a very low salary base, and the job experience usually accumulates for four or five years to get a big promotion."　　"A middle-level manager who has worked in a grand game for many years has told our correspondent many young employees in their own team, faced with the clear" two-ladder development model ", can almost see themselves in the grand future five years or even 10 years, the very limited salary floating and promotion space, inevitably gave birth to a bleak future. There are also Shanda network employees who say the line between extra projects and day-to-day work is unclear.　　As a result, the game-style management of the practice of strengthening the gold content of additional projects, will lead some employees to neglect to devote enough energy to their own work, instead obsessed are put on the extra projects. In the process of evaluating the project, the decision of the planning will be transformed between the value of the project and the experience value.　　Over the past few years, although the Human resources department has continuously optimized its operation process and accumulated a lot of experience of conversion experience, but did not completely eliminate the controversy of this process. "The main task of this system is to discover, attract and retain outstanding employees so that they have the opportunity to stand out," said Xiong, director of human resources at Shanda Network. No company can be a good employee, which is usually 20% to 25% of all employees. If everyone feels fast, it's not normal. "This fully transparent promotion mechanism, so that the grand middle is also challenged." In order to stabilize some of the ratings and promotions dissatisfied subordinates, to avoid the loss of staff, they have to find ways to fight for their subordinates to get a raise.　　In the past, they can produce more general and subjective opinions, but now, it is necessary to study the integration system, digging up space, or for special raises, and often powerless, because only a few places a year.　　Xiong to our correspondent confirmed that there is no additional salary increase application, usually first by the Planning Commission assessment, and finally by Chen I audit, each year to receive special salary increase in the total number of employees in no more than 1%. However, the Royal network from the peer enterprises dug up, often pay higher than in the same position of the old staff, they are also very different from this salaryWith。 "Any enterprise in its development and expansion of the process, will encounter new and old people conflict of interest."　　Xiong explained that grand to develop, this is the inevitable contradiction. "Big Brother" Chen Flyover introduced a game-type management system, to some extent, reflects the Chen Tianqiao management company's personal style.　　Since 2004, after the completion of the listing financing, Shanda network innovation is weak, only through foreign mergers and acquisitions expansion to maintain performance. July 2008, the Grand Network integrated a number of network literature site, the establishment of a grand literature. After the Grand network further to the Interactive entertainment media strategic goal rudder, June 2009 acquisition of Huayi Century, September completed grand games in the United States to split the listing, November and Hunan Radio and television investment set up a Chinese film, and then acquired online video site 酷6网.　　So far, the grand has basically formed including games, literature, media, film and television, tourism and other five business sectors, as well as Shanda online and grand wireless platform, including the integrated Interactive Entertainment Group, the total number of employees close to million people, and also in the annual rate of about 10% per cent increasing.　　A familiar with the Chen of the industry to the reporter analysis, Chen flyover is very diligent, the company control will be very strong, but only by their own force, again diligent will incompetence, so Chen try to use information management system to extend their control radius. Midanin as the Grand Network Chief information Officer, 2006 to Chen Flyover presented the first "Treasures"-Workflow system. The system began planning in March 2006 and officially launched in July.　　After many years of optimization, workflow system support flows from the first few, have been enriched to the present 300.　　With the rush, to work the effect and particularly picky Chen overpass relative, Midanin speech slowly, but also dripping not dew.　　In his view, the series of workflow system of various functional components, has become a huge "neural network and Highway", Chen Tianqiao is the brain, each subsidiary and business system is "hands and feet." Midanin may be the best person in the company to understand the Tian Bridge management dream. After 2009, he led a team of nearly hundred people, the main task is to cooperate with Chen Tianqiao's "group" strategy, the development of the corresponding information system management norms.　　corresponding to the requirements of the Grand Network group, information management system from supporting a single enterprise, has become to support many enterprises.　　The ultimate goal of Midanin is to bring together the various process applications that are currently in use on a unified platform, which he named the platform "job platform." "Hopefully this unified platform will support more management in place. Especially after the experience of the system, you can realize the position of the experience of refined management.　　Midanin to this newspaper reporter said. will be on line across the entire Grand Network group "job platform", you can record the work of the staff of dribs and drabs, the formation of a clear performance history. If the Grand network is a game, Chen can be said to be a grand network of "Big Brother", he can clear anytimeChu saw what everyone in the company was doing. In the eyes of Chen Tianqiao, this may be an ideal scene without the management of dead ends. However, this is the 80% status quo, just want to lie on the experience of the industry to easily get 5% of the annual guaranteed pay salary of employees hope that the scene?