The flowers in the factory of rebirth are too fierce

Lin Zhiyuan stayed out for three weeks to offer condolences, visiting every base in the northwest. He did not return to Yanjing until the end of January.

After returning to Yanjing, Lin Zhiyuan did not rest for a single day and immediately convened a team meeting to discuss the Spring Festival benefits.

2001 was the first year of the group's establishment. Although the group was not financially abundant, the Spring Festival benefits were the most concerned issue for every cadre and employee, and it was related to the employees' direct impression of the group. No matter what method he used, Lin Zhiyuan would try his best to do this work to everyone's satisfaction.

After the meeting and research, the team reached a consensus.

Each employee of the group will receive welfare materials such as rice, flour and oil worth 500 yuan, and a base year-end bonus of 500 yuan. Leaders at all levels can increase the bonus appropriately based on the base, and profitable companies can increase the bonus as appropriate according to their own circumstances. In addition, the materials and year-end bonus of personnel working in difficult areas will be doubled.

This standard is not low in this era, but it is not high either, but overall it is fair and just.

Lin Zhiyuan also wanted to give everyone more benefits, but the current China Electronics Group has too many employees and a weak foundation. The entire group has 150,000 employees. Based on the base of 1,000 per person, the year-end benefits add up to 150 million. In addition, the leaders at all levels and the staff in difficult areas have to pay more, and the year-end benefits have exceeded 300 million. Fortunately, Dongtian Electronics handed over the management expenses for 2001 in time, totaling 400 million US dollars, which is 3.2 billion RMB, so the group is not stretched.

The Spring Festival of 2002 was a bit dull. Lin Dajun and Ning Xiufen knew that their son could not leave Yanjing, so they came to Yanjing again to celebrate the New Year.

Even during the Spring Festival, Lin Zhiyuan is still busy.

On the night of New Year's Eve, he went to the electronics industrial park in the suburbs of Yanjing and personally cooked dumplings for the workers on duty.

On the first day of the new year, he left Yanjing and went to the satellite navigation system's research and development base to express his condolences.

On the fourth day of the Lunar New Year, Lin Zhiyuan officially went to work. Although the current China Electronics Technology Group seems to be calm on the surface, it is actually under heavy burdens and has many places to spend money.

On the fourth day of the Lunar New Year alone, the funds allocated with Lin Zhiyuan's signature reached 1 billion yuan.

The group’s two most core scientific research projects are the satellite navigation system with a value of 500 million yuan and the lithography machine project with a value of 500 million yuan.

On the eighth day of the first lunar month, Lin Zhiyuan convened another team meeting. The topic to be discussed this time was of great importance and might cause a lot of trouble later. It only takes a minute to write four simple words: reduce staff and increase efficiency, but it is more difficult to do it. After all, this work is related to the iron rice bowl of many employees.

There was a dead silence in the headquarters meeting room. Several members of the leadership team were smoking. The room was filled with smoke, just like a fire scene.

"Everyone, please speak up!" Lin Zhiyuan crushed his cigarette butt into the ashtray and looked at Ji Jiamu first. "Secretary Ji, I asked you to do a survey of the employees in the group who are over 50 years old and not in research and production positions. Now you can announce the results to everyone."

This work was arranged by Lin Zhiyuan when the group was just established. The main purpose was to reduce staff and increase efficiency. However, considering that the group was just established at that time, stability should be the priority. Therefore, although the results were counted, it has not been implemented.

When Lin Zhiyuan called his name, Ji Jiamu raised his head, picked up the form in his hand and began to read, "Director Lin, leaders, according to the statistics of the Organization Department and the Personnel Department some time ago, there are now 13,227 cadres and employees in the group who are over 50 years old and not in scientific research and production positions. Among them, there are 74,464 employees in economically developed areas, 3,975 employees in underdeveloped areas, and 1,788 employees in areas with difficult conditions. Director Lin, I have finished my report."

Lin Zhiyuan nodded. He took in the expressions of the leaders present. "I know that this is the job that everyone is most reluctant to do, and I am the same, but there is no way. The group is now burdened with too much. There are 150,000 people asking me for wages. The group pays out about 200 million yuan in wages every month. This expenditure is like a mountain that makes the group breathless. If the group wants to develop and engage in research and development, what should it do? There is only one way to go, unload the burden and go into battle lightly, so I can only make a choice."

Everyone knows that what Lin Zhiyuan said is the truth. With so many people in the group now, the annual salary plus the year-end benefits are nearly 3 billion yuan, and the management fee contributed by Dongtian Electronics every year is just this figure. After deducting employee expenses, there is basically nothing left.

It has been nearly half a year since the group was established in August last year. If it were not for Lin Zhiyuan borrowing money from Dongtian Electronics, the group would not have been able to sustain itself, let alone conduct scientific research, and could only maintain the most basic survival.

On the one hand, there are development issues that the group needs to solve urgently, and on the other hand, there is the tragic scene of employees losing their jobs. This dilemma is placed before all members of the leadership team, and they have to make the most difficult choice.

"You don't have to be overly pessimistic. I came from Gegang. In the last century, Gegang faced this problem. I have some experience in this regard. I will learn from Gegang's practices and try to ensure that this process goes smoothly and that every employee has the minimum living security. Now I will talk about my personal views..."

Everyone was excited and started recording immediately.

"I plan to extend the time for the reduction to two years, and divide it into four stages to minimize the impact. In the first stage, I will learn from the practice of Gegang 3050, that is, to adopt a one-time buyout method for employees in non-production and scientific research positions who have worked for 30 years or more and are over 50 years old..."

"In the second phase, starting from the second half of 2002, the group established a life support center to remove the external employees of security, doormen and canteens in various units under the group, and the life support center took over. The personnel composition of the life support center is mainly composed of personnel transferred from non-production and scientific research positions in the group. There is no age limit for this part of the personnel."

"The third phase will begin in the first half of 2003. The group will set up some auxiliary companies based on actual production conditions, such as transportation, packaging, and storage centers, to try to accommodate employees who were not selected by the living cooperation center."

"In the fourth stage, we will buy out all the employees who have not yet been resettled. By the end of 2003, I hope that the total number of employees in the group can be reduced to less than 100,000. The income of cadres and employees in important production and scientific research positions should be strictly divided from that of other non-important positions, so that those who are capable and those who work hard can get more, and the enthusiasm of employees can be stimulated..."

Lin Zhiyuan's speech was very long and the steps were very detailed, so the other members of the leadership team present breathed a sigh of relief. If the work was arranged according to Director Lin's plan, the impact could indeed be minimized and those diverted personnel could be taken care of to the greatest extent possible.

Lin Zhiyuan assigned this task to Zhan Daying, Ji Jiamu and Li Hongquan.

After the meeting, the three were the last to leave the meeting room.

The sky in Yanjing was gray in February. The three of them knew that this job was not easy and they were in a heavy mood.

Li Hongquan said, "I will retire in three years. My biggest wish now is that the group can smoothly get through this difficult period."