Great organizational changes

In order to build the so-called ecosystem, what has LeTV built? Management organization+project organization? The organizational structure of.

Management organization has broken the traditional pyramid organizational structure, the relationship between user needs and product design is more direct and close, the interaction is smoother and more efficient, and the internal communication and decision-making process is flatter, so it is a normalized organization. Letv has also established two levels of management to realize borderless resource sharing in the grid. One level is the business line, including? Business Group+Vertical Business? . A business group is equivalent to a matrix. When a business in the matrix grows bigger, it will break away and become an independent individual? Vertical business? For example, LeTV's sports channel has hatched LeTV Sports Company.

And another public platform of two-tier institutions, including? Public * * * business platform+public * * * function platform? Responsible for the construction and operation of the entire eco-business platform system, so that the entire ecological resources can be fully opened; The public function is to provide ecological resources support, such as human resources and strategic management. Now these two levels of organizations have been completely opened up, realizing real resource sharing. Ecological organization itself is a dynamic, flexible and cooperative organization.

In contrast, project-based organizations can quickly respond to changes in the external market, and ensure efficient decision-making of key businesses and rapid landing of core businesses through project management. They are a dynamic organization. When the project organization is mature, it can be transformed into a management organization.

Under this organizational structure, LeTV not only demolished the departmental walls, but also demolished the floors. For example, a director-level project leader can call VP (Senior Vice President), directors and ordinary employees, and PMO (Project Management Office) to assist the project leader in the management of the whole project process, including the setting of general indicators, the promotion, monitoring, resource integration and call of the project process, and finally the project evaluation.

However, with the reorganization of the organizational structure, problems have followed. Letv found that there are no ready-made talents available for this ecological organization model. Finding the right person and cultivating talents has become a top priority.

? Now we put the right people in the car first, and the institutions and resources will match accordingly. ? Jiang Xiaolin, vice president of human resources of LeTV Group, told Chinese and foreign management. Like Google's HR, 80% of the year is devoted to finding excellent talents. ? Letv is also short of talents at present, and it recruits two or three hundred people every month, which shows how big the talent gap is.

? At one time, setting up posts for people was considered a very unprofessional management method. For an organization, it must be strategic and organized first, and then find someone. However, such a human resource strategy has become very backward in this Internet age. ? Jiang Xiaolin described that at present, LeTV first acquires outstanding talents, and then matches talents according to our strategy, organization and resources, and makes some resource inclinations. ?

What is the talent standard for entering the LeTV ecosystem?

As long as there are two principles: first, outstanding talents in the industry; Second, have strong communication and learning ability. Jiang Xiaolin believes that in traditional enterprises, a person may only work in a single field, but now to contact other completely different links in the ecology, people must be a process of re-learning, re-understanding, and even reshaping the thinking system.

Cross-border talents? Chemical reaction?

For LeTV, what is needed is cross-border talents.

In fact, it is to put talents from different majors into one project and let them produce each other? Chemical reaction? . At present, LeTV has spanned six major industries, and the required talents involve the Internet, manufacturing, e-commerce, TV sets, mobile phones, automobiles, supply chain management, user experience and many other fields.

Let talents from different fields collide together, so products such as LeTV super tv and LeTV mobile phone were born.

Take the super mobile phone as an example. The project consists of Internet business and intelligent terminal business. Colleagues engaged in Internet business found that they have developed something that can have a hardware socket and directly interact with users. Colleagues in the smart terminal business used to be just a mobile phone hardware, but now they have implanted the genes of the Internet and made a mobile phone in the way of the Internet. Colleagues who are smart terminals may never think that they can interact with users directly with the content desktop if they just make mobile phones with their peers.

? On such an ecological platform, everyone is constantly learning, cultivating and innovating in a subtle way. ? Jiang Xiaolin said. Be able to work in LeTV for more than two years, and the investment and performance meet the post requirements, and become an excellent ecological talent.

Savings? Talent pool?

In LeTV, employees after 80 s and 90 s account for more than 60%. ? They are the aborigines of the Internet. We don't need to try to tell them what to do, but encourage them to innovate. In fact, their needs can represent young users. ? Jiang Xiaolin said.

However, how to make their innovative thinking fall to the ground instead of being unconstrained?

Training is needed to give employees a reference path and turn innovative ideas into reality. What is the most important training program for new employees in LeTV? Letv? . Every week, the company invites the core directors and VP of various departments to do their own product research and development, especially the introduction and sharing of some strategic projects. In this sharing, it is not simply about management or professional skills, but about the birth process and innovation of sharing music ecological products. Moreover, every successful project will be regarded as a training case and a knowledge base.

This is conducive to strengthening the cooperation culture within LeTV, and it has also formed? I am willing to serve others, will others support me? Ecological culture. ? Let employees feel the ecological culture of LeTV, and constantly identify and transform their own behavior habits. This is actually the best training. ? Jiang Xiaolin was deeply moved.

In addition, LeTV conducts guidance through cultural training, collaborative meeting mechanism, and distribution of cultural observers to ensure that employees' understanding and recognition of LeTV culture can be consistent.

In the past year, LeTV set up a post-85 s and post-90 s employee training camp to select innovative talents through sea elections, and then be guided by tutors and evaluated. After the talents are screened out, they will be guided and trained in all directions. And this training camp actually left one for LeTV? Talent pool? .

Subsequent plan

What is the particularly important way for LeTV to reserve talents? Succession plan? . Not only the top management, but also the director level has begun to implement this plan.

Letv requires each successor to complete more than three ecological studies, and the strategy department and the main VP of each ecology will give successors an in-depth analysis of ecological business and establish a composite knowledge structure through some interactive practices and discussions.

At the same time, it is supplemented by self-study and promotion of ecological knowledge, guidance from direct superiors, professional skills training and job transfer mechanism, so that talents can enhance their multiple abilities in practice. ? In fact, the birth and development of this ecology itself provides opportunities and space for talents to practice in actual combat. ? Jiang Xiaolin said.

Letv is also divided into two professional tracks, the management line and the technical line, which can be opened and converted. For example, the director of R&D is a team leader, and he himself grew up by an R&D engineer, and has reached Grade 4 or 5; The chief architect or chief scientist is a professional, and he will not assume management responsibility. When the R&D engineer is promoted to level 4 or 5, he can choose to lead the team or continue to do technology. When he rose to level 9, he became? Scientists? .

? Letv will fully consider the demands of talents' own development and the needs of company posts, and carry out employee training and development planning. ? Jiang Xiaolin added.

There are both KPI and collaboration mechanism.

How to innovate the evaluation of employees under ecological organization?

At present, many companies are talking about KPI, but LeTV has its own views. ? KPI will not affect innovation, but will incorporate every step of innovation of employees into his performance. ? Jiang Xiaolin said.

In LeTV, everyone should not only bear their own responsibilities, goals and corresponding KPIs, but also achieve collaborative indicators. For example, an Android development engineer wants to put the knowledge and skills of Android into the project. In this process, the project organization will assess it, and his direct supervisor will directly incorporate this part of the performance into his normal KPI assessment. Because, even if you work together, you can't do without your own job responsibilities.

Because LeTV emphasizes the cooperation mechanism, all resources can be called for the project team. Even some engineers in core positions have set up collaborative indicators in addition to the normal KPI in their own assessment indicators. In some key positions, we should not only complete our own work, but also help others to generate value for the next link.

Behind this, there must be a strong incentive mechanism. In LeTV's incentive system, there are not only normal performance appraisal incentives, project incentives and sales incentives, but also the ongoing full equity and global partner plan. To this end, LeTV took out nearly 50% of the shares of non-listed companies as equity incentives for management, employees and partners.