Source: People's Daily - Guizhou Channel
Recently, Guizhou Hotel Group Co., Ltd. issued the "Implementation Opinions on the Trial Separation of Enterprise Management Posts and Grades" (hereinafter referred to as the "Opinions"), which clearly clarifies the separation of enterprise management positions and grades, focuses on the pain points and blockages in the institutional mechanism, adheres to the combination of "de-administrativeization" and "heavy marketization", changes the management mode of posts and grades, promotes the transformation from traditional "identity management" to market-oriented "post management", and effectively loosens the constraints for talents. Maximize the stimulation and release of all kinds of talents to create vitality for innovation and entrepreneurship.
Guizhou Hotel Group 2021 self-operated hotel manager vacant position internal competition written test site.
Decentralization is loosened, so that the employment authority returns to the main body. The "Opinions" were formulated and issued in the name of the party committee of the group, which clearly stated that the post management of the enterprise was the mainstay, supplemented by the management of employee ranks, and the human rights were delegated in accordance with the authority of post management, and more authority such as employment, evaluation, assessment, and distribution was delegated to the main body of employment, so that the subject of employment had more "right to speak". Fully grant the power of the board of directors, the general manager's office and other employing entities, in the member of the manager of the subsidiary company, fully implement the term system and contractual management, the 34 managers of the 15 subsidiary companies of the group have all signed the appointment agreement and the annual and tenure of business performance responsibility letter, improve the salary management and assessment management system, and implement the rigid implementation of the assessment results. In terms of the selection and recruitment of professional managers, the group party committee grants the subsidiary company greater use of human rights, in accordance with the principle of who employs people and who is responsible, the group party committee only reviews and checks the selection and recruitment plan and the candidate situation, and fully grants the employing authority such as who to select, how to use, how to pay, how to evaluate, etc., and gives play to the subjective ability of the employing entity.
De-administrativeization, so that the post levels are appropriately separated. The "Opinions" clearly stipulates that within the framework of the group's cadre selection and promotion system, the enterprise post settings should be kept unchanged, the employee grade setting and promotion system should be kept unchanged, the management method different from that of the party and government leading cadres should be implemented, the further administrativeization should be explored to pilot the appropriate separation of enterprise management positions and employee ranks, the two lines of post management and employee management should be implemented, the administrative level and employee rank of enterprise management posts should be diluted, and the one-to-one correspondence between post levels and employee grades could be broken, and low posts and high jobs could be hired at lower posts, at the same level, and at the same level. According to the degree of matching between the position level of the enterprise and the grade of the employee, flexible methods such as the appointment system, the election system, and the appointment system can be used to take office, open the "shackles" of administrativeization, and effectively "reduce the burden and loosen the shackles" for the majority of outstanding talents. After the issuance of the "Opinions", the hotel group broke the restrictions on the level of management positions and took out 5 management positions of the managers of the subsidiary companies for the open competition of the whole group, and the management positions of the managers of 1 subsidiary company were open to the public.
Guizhou Hotel Group Manager Tenure System Contract Management Work Deployment and Signing Ceremony Site.
Emphasize marketization, so that hard-working talents can reap fame and fortune. The "Opinions" clearly adhere to the "market-oriented selection, market-oriented management, institutionalized withdrawal", establish incentive constraints closely linked to performance appraisal and introduce exit mechanisms. Adhere to the appointment to look at ability, look at performance, do not look at seniority, do not engage in seniority ranking, as long as the ability level meets the requirements of the post, regardless of the level of employee rank can be hired to the post. In terms of salary and treatment, in accordance with the principle of fixed salary and post change salary, during the period of appointment to management position, enjoy the corresponding salary treatment of the management position, and after dismissal, it is implemented in accordance with the salary standard of the new post, and the salary is not linked to the rank of the management personnel, so that the people who have the ability and can do things have a position and get benefits, and realize the "double income of fame and fortune". Up to now, the hotel group has selected 3 professional managers through market-oriented methods, flexibly introduced 1 high-level talent for hotel management, and all salaries have been assessed and cashed in accordance with market-oriented standards. (Photo courtesy of Yang Zaijiang and Guizhou Hotel Group)