It is particularly important for an enterprise to grow in the steady development of the industry and the impact of the trend. How to effectively deal with the uneasy psychology of the employees when the environment changes rapidly and turn the crisis into an opportunity tests not only the individual ability but also the pattern and courage of the leaders. The choice and judgment made by Huannai on the road of exploring "all-employee shareholding". It also proves Jia Feng's keen decisiveness as a leader. After 23 years of improvement and innovation, the stock structure has shown an obvious positive role in the growth process of Huanai. The stock system of all employees is more like a mace for Huanai to "bribe" employees by reserving talents.
Hua Nai Lijia joint-stock core concept is to retain people. Let more people know that enterprises attach importance to talents, will be more and more sticky, produce the accumulation of talents. At present, China is facing institutional innovation. Effective incentive and reasonable incentive are the core of organizational management. First of all, the relations of production should be adapted to the productive forces and the means of production. Without the means of production, it would be like farmers without land, because the market is fully competitive. If a person does not control the means of production, he is not overstepping his authority. The joint-stock system of Huannai is to tell employees that they have a certain right to speak and their identity is respected and recognized. If employees are still in a state of labor-capital opposition with you, harmony is out of the question.
Shareholding system allows employees to have a natural connection with the company. Employees will not easily damage the interests of the company, so as to minimize the regulatory cost of the enterprise, improve the efficiency naturally, and the enterprise will virtually win one point in the competition. Any link and detail will affect the cost, efficiency and customer satisfaction of the enterprise. Hua Nai Lijia believes that joint-stock system can establish a relatively harmonious environment and mechanism.
In order to ensure the effectiveness of equity and construct a reasonable exit mechanism, Huanai, which has implemented the equity incentive system since its establishment 23 years ago, innovates and improves the equity mechanism in the course of continuous development. For different groups of people rationing different forms of equity, the equity mechanism of Hua Nai is roughly divided into: original shares, post shares, merit-based shares. As for the exit mechanism, Huanai proposed three chapters. If someone wants to leave, the shares will be sold, and the next problem is the value of the shares. Huanai estimates the shares through the net asset appraisal method, and the price of each share has a clear price every year, which is open and transparent.
In the face of social change can follow the iteration, this is the biggest challenge facing Hua Nai. Enterprises have their own characteristics when growing up in different periods, different stages and different industries. When the environment, competitors and industries are changing, enterprises seek to adapt and improve at all times. By understanding and respecting the young employees of Huannai, we can gradually grasp the needs of this generation of young consumers. After all, with the changes of the market and consumers, it is very important to try to understand the proposition of younger and younger consumers.
