To subvert you, it must not be your competitor, but the barbarian at the door.
Editor’s note: This article is from WeChat public account “Noteman” (ID: Notesman), author Ye Aji.
Content Source: On September 9, 2019, at the 2019 Bund Human Resources Summit Conference hosted by the Bund Business School, the Dean of the Bund Business School and founder Ye Aji made a speech entitled A wonderful sharing of “Human Resources, Past and Present”. As a partner, Note Man is reviewed and approved by the organizer and the speaker.
Before you invite me to read, think about it:
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Why is human resources increasingly important?
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Is customer satisfaction important, or is it important for employees to be satisfied?
First, the past and present of human resources
Talking about human resource management, a person who must be introduced is Taylor (Frederick Winslow Taylor, who is called “the father of scientific management” by later generations). He wrote this book called “The Principles of Scientific Management”. , affecting the entire management academic community. Because before him, management was not a science, and human resources were even less talked about.
In this book, the fundamental purpose of scientific management is to seek the highest labor productivity. After the social division of labor, the factory was created. After the factory, people were required to manage the workers, so they had human resource management. The supervisor is called Supervisor. This person is the person who monitors the workers. The purpose of monitoring is to improve efficiency.
The pursuit of efficiency in the industrial era is efficiency. TaylorThe most extreme thing I have done is to use a video camera to record the scenes and actions of the worker’s work to analyze which action is superfluous. Therefore, a science-management science has emerged, and human resources have emerged after management.
The second person is Fayol (Henry Fayol, a French scientific management expert, one of the pioneers of management). How far is he?
Today I teach EMBA students to study what management is. This management is what he defines. He said that management is planning, organization, coordination, and control. This definition has not changed to this day.
Famous with Fayol, and a German Weber (Max Weber, economist, later called “the father of organizational theory”). These three people are known as the three originators of classical management.
I really appreciate Weber’s words, “The backwardness of a country is first and foremost the backwardness of the elite, and the sign of the backwardness of the elite is to laugh at the backwardness of the people.” This is the symbolic idea of the Germans, because in that era Germany was very popular with elitism, thinking that only the elite could save the society and save the country.
Weber defines a system that is still in use today, called bureaucracy, also known as bureaucracy. Why put a boss on top? Because he is an elite, he can control many people.
The theory of these three people is still in use today. Whether it is the three pillars, the divisional division, or any management structure, it is actually the foundation laid by these three.
The person who brought human resources to the company is called Mayo (George Elton Mayo, American management scientist). He did a very well-known experimental study in Hawthorne – how to improve the efficiency of workers.
He assumes that if the environment of the factory is improved, is the worker’s efficiency higher?
He experimented in three workshops in a factory. The lights in the first workshop were very bright, the air conditioning temperature was very good, the environment was very comfortable; the second workshop did not change; the third workshop lighting Darker, the environment is a bit harder.
He thought that efficiency should also be a decreasing trend, but the experimental results were that the efficiency of the first workshop increased, the second remained unchanged, and the third improved. He felt very strange. If you change the experiment and do another experiment, it is still the result.
He didn’t understand very much. He asked the workers why the lights were dimmed and the efficiency was higher.
The worker’s answer surprised him. The worker said, “We work here every day, and no one has ever cared about us.They are like the screws on this machine. Finally, one day someone came to help us adjust the lights. Although it was not adjusted successfully, it was dimmed, but we think he cares about us, so we will do better.
This shows that people are social and need to be cared for. People are not a machine, they can’t be calculated by machine. You can’t measure a person’s contribution with a substance or a quantity of activities. Mayo really turned human resources into a science, and thus became the originator and founder of the behavior school.
In addition to Mayo, there is also a person who contributes a lot to mankind, especially in the field of philosophy. This person is called Schopenhauer (Arthur Schopenhauer, famous German philosopher) He said: “The world you see is not the real world, but the world you want to see.”
I think that human resources as a science begins with Schopenhauer’s theory. The focus of the manager is not to change the other person, but to change your perception of the person. Once you change your perception of the person, the world will change. Schopenhauer and Mayo’s theory brings management from the classical management science to modern management science.
May said that the object we really care about is not a thing, but a person, and people’s ideas are different. Therefore, management has entered a second realm. There are many very powerful people in this realm, and Drucker has made great contributions to the development of management.
Druck said: “Management is to let others do what you want, management is to inspire goodwill.” Our theory and practice today are traced back to Peter Drucker. Many of his management concepts have laid the groundwork for today’s HR industry.
There is another currently living master, David Urich (known as the pioneer of human resource management). He mentioned two concepts, one is the three pillars of human resources, and the other is that human resources has four roles – employee affairs experts, strategic participants, employee incentives, and change agents.
He also has a more important sentence: “Department managers must be human resources leaders.” The human resources that are well done today are those who can do human resources rather than human resources, such as Ling Zhenwen and Xing Jian, president of Red Star Macalline.
The highest level of human resource management is that all department managers must be responsible for human resources. If the HR practitioner wants to improve the position, the primary mission is to make the manager a master of management. It must be the primary responsibility of the manager to take care of the person. This is a philosophy and belief that needs to be promoted.
There is also a person who is worthy of a grand recommendation. This person is called Maxwell. He has a word that I appreciate. He said that “the glory and decline of all organizations and individuals are derived from leadership.” That is to say, the glory and decline of any company is actually determined by people, not technology, brand, capital, manufacturing, and people are the only supporting elements of enterprises and organizations.
From him, human resource management has risen to a very high level. Unfortunately, our HR did not put itself in that position.
If HR can reach the same level of thinking with the boss and realize that talent is the most important asset of this company, then I believe that your choice must be different. Zhang Yong, the founder of Haidilao, said, “People not only need fame and fortune, but also need respect. The respect for employees is mainly reflected in their trust in them.”
We say that Haidilao sells not products but services. According to Maslow’s theory, Haidilao sells the first few layers of service?
Let’s take a look at Maslow’s hierarchy of needs.
The first layer is called physiological needs and can easily be satisfied;
The second layer is called security, I believe everyone has already met;
The third layer is called belonging;
The fourth layer is called the demand of respect;
The fifth layer is called self-realization.
I often tell a joke. A cockroach can’t satisfy the physiological needs. He doesn’t care about safety. He will eat very junk food. If he is full, he will have security needs. Find a bridge to hide and wait for him. With security, I want to feel a sense of belonging, so I want to join the gang; when he has a sense of belonging, he wants to be respected, he wants to run for the lord; when he is on the campaign, he needs to go to the fifth floor, called self. Realization, so he wants to rebel, and then succeeded, that person is called Zhu Yuanzhang.
The different periods of Zhu Yuanzhang represent five levels of demand. Therefore, the satisfaction of Haidilao is obviously the need for the fourth layer to be respected. Generally, the hot pot restaurant only meets the physiological needs of the first layer. Using the fourth layer of respected demand to combat the physiological needs of the first layer, in management, called the dimension reduction strike, apparently invincible, so no hot pot restaurant can beat the sea fishing.
Haidian Zhang Yong also said a word:
“Compared with customer satisfaction, I care more about employee satisfaction. Instead of giving me 50 satisfied customers, you might as well give me 5 satisfied employees, if there are 50 satisfied customers, but my employees If they are dissatisfied, they will be dissatisfied after all. On the contrary, if I have 5 satisfied employees, they will bring infinite customers.”
In his mind, satisfied employees are more important, I think this may be one reason why he became the richest man in Singapore, because he is very Carepeople.
In the evolution of human resources, there is another person worthy of recommendation because he completely changed the world’s perception of Microsoft. This person is Satya Natra, an Indian.
On February 4, 2014, he was appointed by Microsoft’s board of directors as the new CEO of Microsoft, and the third CEO after Bill Gates and Ballmer. That year, in the era of mobile Internet, many aspects of Microsoft have been surpassed by Google, Apple, Amazon, and Facebook.
He made two decisions after he took office:
The first decision, prohibiting the scoring mechanism for performance appraisal, requires Microsoft to cancel the performance score for all employees;
The second decision was to open Microsoft’s office system to Apple.
At that time, everyone did not agree, saying that Office is our housekeeping skill, how can we give our opponents? He said: “We want to return to our vision. Our vision is to help our customers succeed, to contribute to the world, and to achieve extraordinary results. As long as that person is our customer, we have an obligation to help him succeed, and should let him use our stuff. .”
Under his leadership, Microsoft has risen rapidly, and this year has surpassed Apple to become the world’s largest market capitalization company. Many people study his management model and find that he is different from the one we imagined. He has no 996, no swearing, and his child is a disabled person. He goes back to Canada every weekend to accompany his family. He doesn’t usually work overtime. What he likes to do includes meditation, meditating, and meditation in the office.
Afterwards, Kabakkin summed up his set and came up with a theory – mindfulness leadership.
The most influential people in the world, one is Sakyamuni and the other is called Jesus. These two people never talked, sit still and do not move, meditate and meditate every day. But everyone who goes to them will be self-reflective, self-aware, self-motivated, and self-growth. Therefore, the highest level of talent management is to inspire the goodwill of others. I think it makes sense.
We are going to look at the development of human resources management. There are no special rules to follow. In addition to people becoming more and more important as an asset, you have to understand that: Change is the norm. From the industrial economy era to the knowledge economy era, we are at a critical juncture of change. It can be compared with the transformation from the agricultural era to the industrial age.
Second, the effect is more important than efficiency
Someone concludes that we are moving from the atomic world to the bit worldboundary. The essence of the atomic world is the creation of objects, and the bit world is the creation of the mind.
If you have studied management or studied Franklin Covey’s “The Seven Habits of Highly Effective People”, you must be familiar with this concept, that is, the world is the creation of the mind. Creation, and the creation of the mind will eventually change everything created by the object.
Atoms are representatives of the industrial age and are characterized by the creation of matter.
In that era, people were part of the machine, and many of us existed on the machine. We did everything for efficiency. Today’s era is called the era of knowledge economy, and the machine becomes a part of human beings. This is the meaning of artificial intelligence. In this era, efficiency is not so important, but the effect is more important.
If you continue to follow the efficiency route, you will be defeated badly. Last year, two Nikon factories in Suzhou were shut down, not because the lenses produced by other companies were better, but now the camera function of the mobile phone can completely replace the camera, so no one buys a camera.
Master Kong instant noodles have recently closed several factories because some people produce instant noodles better than their homes?
No, it’s because of being hungry, the US group is coming. It’s a bit miserable when I’ve been hungry recently. They say that because of the garbage sorting in Shanghai, orders have been greatly affected. It’s hard to imagine how this change in the world would be like this. The subversion of your home must not be your competitor, but the barbarian at the door.
The essence of the bit world is its speed and depth of change, not at all imaginable.
The top ten companies in the world’s largest market capitalization in 2007 were ranked by market capitalization: Exxon Mobil, General Electric, Microsoft, Industrial and Commercial Bank of China, Citibank, AT&T, Shell, Bank of America, PetroChina, China Mobile.
If you use the atomic world to calculate, the nine are all atomic worlds, and only Microsoft is a company in the bit world.
The rankings for 2017 are: Apple, Google, Microsoft, Facebook, Amazon, Berkshire Hathaway, Alibaba, Tencent, Johnson & Johnson, ExxonMobil, and the top five companies in the world are all bit The world’s companies.
And General Electric, ranked second in 2007, has been removed from the Dow Jones Index this year. Because the company is no longer good, the market value has fallen too much.
Three or four important changes
The world has changed so much. If we are still in the former world, our human resources are still thinking about how to choose, use, educate, stay, how to do the three pillars, I think it is called Outofdate (out of date) .
The four most important changes really affect what we are doing. People often call it the ABCD era, and A is artificial intelligence.AI), B is the blockchain (BlockChain), C is the cloud service (CloudService), and D is big data (bigData).
The first one is AI.
AI will definitely change a lot of things, like all repetitive work will definitely disappear.
Today, there is no waiter at the Philippine Hotel, and there is no waiter in the unmanned restaurant in Haidilao. The ticket seller of the Forbidden City in Beijing has disappeared.
After the development of AI, highway toll collectors, garage toll collectors, drivers, ticket sellers, security guards, traders, analysts, sales clerk, these jobs will disappear, and only the work that needs to be creative is necessary.
The second is the blockchain.
After the development of the blockchain, banks may close down, and companies that make a back-adjustment in the human resources field will also close down. The reason is simple. The blockchain solves the most important problem – the security and transparency of information.
The blockchain is distributed and the information is completely symmetrical and transparent. Today, the bank is making information asymmetry. After the application of blockchain technology in the future, everyone’s credit is open. As long as I am willing to open it to you, you can fully see and evaluate my credit, so you can lend to I don’t need to go to the bank, I can lend it directly to me.
The third is the cloud service, the fourth big data.
After cloud services and big data applications, all information will be in the cloud, communication efficiency and effectiveness will be greatly improved, information sharing and storage will be solved, and big data can better assist decision-making.
We will move from an era of certainty into an era of uncertainty. The era of certainty is what Newtonian mechanics tells us, and uncertainty is the quantum world. Why is Microsoft now so high in market value?
This is because Microsoft is now doing three things that represent the future direction: the first is artificial intelligence; the second is mixed reality; the third is quantum computing. So many investors are very optimistic about them.
What is the impact of this change on people?
We will move from a traditional business model to a new business model, and the new business model will put people in a more important position. As of today, people are called liabilities on the balance sheet, and I think it must be Capital in the future. In the future, when measuring the value of a company, people will be measured as assets. The future status of CHO (Chief Human Resources Officer) will be more important than CFO (CFO).
Change is an inevitable trend. Today’s HR don’t think it’s a function (functional department), but should beDoing is a business.
When I was at Fosun Group, I wrote an article about investment, we only have people. With good people, there will be good projects. With good projects, there will be good money. This logic is very simple, so the investment industry is a Peoplebusiness (in terms of people’s business), in fact, many industries today are Peoplebusiness.
In the future, all business is about people’s business, and with the right people, there will be everything right.
Changes will continue, changes will accelerate, and changes will be unpredictable. How to deal with this change?
I think only learningability can be dealt with. Everything you have today is likely to be a negative asset in the future, so experience no longer plays an important role, but learning ability is more important.
The most important thing to learn is to open yourself. Only an open mind can accept new things.
There are three things in the future world that are important:
The first is professional aspiration (ambition and ambition);
The second is your learningability;
The third is the way you see the world, the mode of thinking.
Building continuous learning skills and constantly challenging yourself, you will not be eliminated by change, but can lead change.
* The article is an author’s independent point of view and does not represent a note-taking position.