Huawei's midnight snack system stipulates that employees can get midnight snack through salary cards after 8: 30 in the evening. Huawei's midnight snack is generally a set meal such as milk and fruit, and many large enterprises generally have such a midnight snack rule.
In the recent Huawei violation case, an employee who worked in the gym until 8: 30 after dinner was found to have eaten supper without overtime, and was punished by "permanently canceling the right to eat supper, freezing wages, lowering the assessment and informed criticism".
This matter also quickly boarded the hot list of major communities, causing a big wave of discussion. Some people think that Huawei's punishment this time is too severe, but more employees think that companies can clearly recognize the progress and development of enterprises and employees.
In fact, all kinds of welfare policies formulated by enterprises are aimed at attracting employees to retain talents, facilitating their work and life, and thus improving their satisfaction with the enterprise. However, this does not mean that welfare policies can be unprincipled. Employees still have to follow the management system of the enterprise, so why is it more worthwhile to follow a company with a clear distinction between public and private like Huawei?
KDDI and Kyocera, founded by well-known enterprise management scientist Shen Tao Hefu, are both Fortune 500 companies, and the success of these two companies cannot be separated from the management of Shen Tao Hefu. The famous entrepreneur insists on "distinguishing between public and private".
Enterprises that can clearly distinguish between public and private enterprises have relatively standardized internal management. Of course, standardized management is based on clear responsibility, taking responsibility assessment as human means, and the final result of standardized management is people-oriented, responsibility goes to people and rights are decomposed.
The enterprise with clear distinction between public and private is also the decomposition of the whole enterprise goal. Only by decomposing the objectives can we implement the strategic objectives to each employee, thus completing the enterprise tasks. At the same time, the environment can also be matched through certain adjustments.
Whether another enterprise can continue to grow and develop is also inseparable from the financial management of the enterprise, which is also a key measure to ensure the standardized operation of the enterprise and ensure its advantages.
Enterprises with unclear division of labor will not only cause problems such as employees throwing pots at each other, but also gradually lose the problem of enterprise management and slowly affect the whole enterprise.
In such an environment, the workplace needs to form a completely equal relationship, which is also the courage to show self-ability. Enterprises can also solve this problem through some form of market talent outsourcing, just as many people work part-time on their own flexible employment platform, and gradually make their income higher by matching 3-7 tasks every month. Since 20 17, dozens of employees have earned at least 200,000/year platform income. Some of them updated MacBooks, some set up studios and started their freelance careers.