"The personnel reform work has encountered doubts and obstacles as early as the beginning of the project discussion."

Xu Sinian looked at everyone, patted the table with his palm and said, "But look, can anyone stop me?"

"Don't talk about our Yingcheng shipbuilding business. This work starts from the steel rolling mill, from the most fundamental core of the Red Star Factory. What do you want me to say?"

He paused, glanced around, and saw the changes in everyone's expressions, and then continued: "You don't need me to preach the importance of personnel changes, right?"

"It's very simple. Let's talk in plain language behind closed doors. If the factory wants to develop and make progress, it must innovate."

"Director Xu——"

Some team members frowned and said: "This is not innovation, this is dismissal of our jobs and everyone's jobs."

This chapter is not finished yet, please click on the next page to continue reading the exciting content! "Oh, are you scared?"

Xu Sinian looked at him and said, "If I had known this today, why did I do it in the first place?"

"I'm not afraid -"

He spread his hands, looked at everyone with ease and said: "I am the squad leader, I accept it, and I will bear the responsibility. This time it is nothing more than removing me from my position and going back to retire."

"but--"

He slammed the table and asked everyone: "If the factory removes me from my position, will the personnel changes be stopped?"

"Do you think any of the people here today can win the respect of the factory leaders and take over my job?"

Xu Sinian waved his hand and said: "It doesn't matter. Speak boldly. I support whoever has this confidence."

"I will recommend him in front of Deputy Director Li, and when I return to the Red Star Factory, I will go to the leader in person to recommend him."

The venue fell into silence, everyone's eyes intertwined, testing and observing each other.

No one stood up, and no one showed a confident expression.

It's very simple. It is impossible and will not allow a cadre from the original Yingcheng Shipyard to serve as the leader of the Red Star Factory.

Although the leaders of the factory say it well on the surface, once you enter a house, you become a family.

However, it is absolutely impossible for those who camp the city and ships to progress where they are.

It's not to guard against them, nor to discriminate against them, this is the rule.

From the time of acquisition to the present, Yingcheng Shipbuilding has never been in a situation where the building is about to collapse, so why would it risk hiring people?

Xu Sinian's words were very straightforward and thorough.

If Red Star Factory wants to implement personnel changes, it must break up the old organizational ecology and bring in fresh water.

Cadres with rigid ideas were decentralized and young cadres were brought up for training.

One above the other, they form contrast and complementarity, and at the same time free up more space for Red Star Factory to arrange and adjust.

Hongxing Factory now has no shortage of cadres, and some units even have two sets of teams.

Although this is preparing to support the establishment of a new steel rolling mill in the capital industry, we can also see the current organizational structure of the Red Star Factory.

Excellent management cadres will definitely be retained by Red Star Factory, and they must be reused after inspection.

The management team of the Beijing Steel Rolling Mill will have to transition to the group management team, and many personnel adjustments will also occur during this period.

The personnel reform is not just the downgrading of middle-aged cadres and the promotion of young cadres in Yingcheng Shipbuilding, but a systematic and all-round personnel adjustment.

The cadres of Beijing Hongxing Factory will be transferred to the shipyard, and the outstanding young cadres of the shipyard will also have the opportunity to be promoted to the main factory.

The regions that have formed an ecosystem for cadre training include Beijing, Gangcheng, Yingcheng, and Fengcheng.

What the cadres in these four places hope most is to stay and serve locally. In addition to the reason of being close to home, it is nothing more than attachment to the working environment and interpersonal relationships they have established for many years.

This kind of involvement and collusion will make the organizational system run slowly, and human relationships are the fetters.

Li Xuewu took this into consideration when he designed this set of personnel system changes.

Therefore, a relatively detailed and systematic layout has been made regarding cadre assessment, adjustment, appointment, selection, etc.

What Hongxing Factory needs to do now is not only to cut inward with a knife to eradicate the root of the poison and cure the root cause, but also to cut outward with a sharp knife to eradicate the shortcomings and treat the symptoms.

"Deputy Director Li is here, I have no choice."

Xu Sinian looked at the crowd and said, "Good friends from the past, don't say that I, Xu, am unloyal."

"There are only two ways to go now. You can either help me implement the factory's policies."

He knocked on the table, paused, and then said decisively: "Either you go against me and see if I defeat you or you defeat me."

"Deputy Director Li will host a symposium later. I will be the first to express my position. You can follow me or not."
Chapter completed!