Recently, Ant Group has made several important changes.
First, Ma Yun no longer controls Ant Group
On January 8, Alibaba issued an announcement on the Hong Kong Stock Exchange announcing that Ma would no longer control the majority voting rights of Ant Group held by Junhan and Junao.
To put it in layman's terms, before the adjustment, Ma Yun was the actual controller of Ant Group (indirectly holding more than 53% of Ant's equity), and after the adjustment, Ma Yun voluntarily gave up the control of Ant Group.
In fact, there is no change in Ant's shareholding structure (the figure below is Ant's latest equity chart), Junhan and Junao account for 53%, and Alibaba Group, the third largest shareholder, holds 33% (belonging to other shareholders) also unchanged.
Ant Group said in its latest announcement that after this adjustment, there is no longer any situation where direct or indirect shareholders control Ant Group alone or jointly. The purpose of this is mainly to improve the level of corporate governance of ants.
In addition, in response to the outside world's speculation about Ant's restart of IPO, relevant people of Ant Group responded to the media that at present, Ant is still focusing on rectification and business upgrades, and has no plans to start listing.
The second is the departure of Ant CPO Zeng Songbai
On January 3, Ant Group updated the list of executives, and the CPO (Chief Human Resources Officer) was adjusted from Zeng Songbai to Wu Minzhi.
Wu Minzhi is an old man of Ali, joined Ali in 2000, has done countless positions, more famous, 2012-2014 as the president of B2B business group, in 2017 as Ali's chief customer officer, in August 2021 transferred to Ant as deputy CPO, in January 2023 turned positive.
Zeng Songbai is an old man of ants, whose flower name is Lin Xiangru, joined Ant in February 2012, and after eleven years, watched Ali's Alipay, from Ali Xiaowei, Ant Financial, to grow into today's Ant Group.
Ant Group's revenue in 2021 is 188.7 billion, a little more than Meituan's revenue (179.1 billion), compared with banks, Ant Group is similar to Shanghai Pudong Development Bank (190.9 billion, the 10th largest bank in the country), but Ant has only 24,000, Pudong Development has 60,000, and Meituan has 100,000.
It means that the human efficiency of Ant Group is as high as 7.86 million / year, which is very bright in Internet companies, and Zeng Songbai has contributed a lot.
In 2017, Zeng Songbai was named a partner of Alibaba Group, which is the affirmation and praise of Alibaba Group. In 2022, Ali Group and Ant Group will "separate", and all Ant executives, including Jing Xiandong, Zeng Songbai, Wu Minzhi, etc., will withdraw from the list of Ali partners.
Zeng Songbai graduated from Hangzhou Business College (now renamed Zhejiang Gongshang University) with a bachelor's degree in engineering in 1988, and graduated from Wuxi Institute of Light Industry (now renamed Jiangnan University) with a master's degree in engineering in December 1993.
At the beginning, Zeng Songbai worked as a teacher in a university, and later went to work as an HR in a foreign company, and successively worked as an HR executive at British American Tobacco, Budweiser China, and McDonald's China, engaged in the HR industry for more than 20 years, and can be regarded as an "old master".
According to our understanding, Zeng Songbai's departure is a normal end of his term, but I don't know Zeng Songbai, where to go next?
Regarding the story of Zeng Songbai, we wrote an article in 2017 "How did the HR of Ant Financial build the organization?" 》
The article mentioned that Peng Lei, the first family member of Alipay and also a former Ali CPO, reminded Zeng Songbai, who was an airborne soldier, to directly move the foreign company's set to Alipay, which may not be adaptable, and needs to "deeply understand the business, and then gain insight into changes."
Therefore, Zeng Songbai came to Alipay and had the following "grounded" management actions:
1. "Walking the building" to provoke business
The so-called "walking building" is to go to each floor, stop to chat with engineers who are working overtime, smoke a cigarette, understand the working status of employees, and mobilize some company resources to support when needed.
Zeng Songbai not only went by himself, but also asked his HRG (political commissar) to follow along.
2. "Open Platform" sharing
The so-called "open platform" activity, in which Zeng Songbai asks an executive and employee to communicate the company's strategy every month.
This communication lasts an hour and a half, the executives speak first, then the employee questions session, employees can come and go freely, but even so, every time the open platform meeting, the company has 180 people attending, the purpose of the event is to make everyone care about the future development of their organization.
3. "Small victory is celebration" boosts morale
In 2013, Alipay started the all-in wireless strategy, how does the HR team mobilize the enthusiasm of employees?
Zeng Songbai thought of a picture of a warrior going to battle, so the Alipay HR team designed some bridges: beating drums, awarding flags, tying hairbands, under such a scene, the morale in the hearts of employees is easily stimulated.
Later, Alipay's HR team also held a "small victory is celebrated" activity, which means that even a small victory should be celebrated in time to boost morale.
They put up a drum on the wall of the lobby on the first floor of Alipay, and the team that won the wireless side would spend 15 minutes doing a small celebration. During this ceremony, everyone beats the drums and says their achievements out loud, and the teams write their achievements on strips of cloth and hang them on the drums.
Finally, I would like to share with you a speech by Zeng Songbai, which is his keynote speech "HR Transformation and Transformation in the Internet Era" at a human resource management forum.
1. Traditional industries switch to the Internet, and they are extremely unsuitable in the first year
2. Three propositions for HR to think about at the trough
3. HR and business are the relationship between the palm and the back of the hand, and they should be followed
4. HR and business should be integrated together and stick to the business to move forward
5. The essence of Ali culture: sense of mission, sense of value, emotion
6. Alibaba's three stages of growth: let culture push the business
7. Organize a more flexible approach: committee system, circle system, HR should be hermaphroditic
8, post-90s management methods: choose curious people, stand at the level of the Tao to guide