摘要
国外流传着这样一个调侃故事：企业就像一棵树，树的每层枝丫上都爬满了猴子，上面的猴子往下看，看到的都是笑脸；下面的猴子往上看，满眼都是屁股。
In January 1996, the key employees in the marketing department of Huawei Technologies had to submit two reports, one was a self-appraisal report, and the other resign report. Then they had to become applicants to be interviewed in the competition for the jobs. The management approved one of the reports according to an applicant's performance, potentials and the needs of the company. In the appraisal and contest, about 30% of the cadres were replaced.In the second half of 2000, Huawei announced new HR rules. All the employees who had been working in the company for two years could apply to leave their jobs to start up their own businesses as agencies for Huawei. And the company also adopted a policy to support them. If he or she failed in their businesses in half a year, an employee could return to be arranged a job by the company. It is the second of the 'Campaigns of Substitution' launched in a grand way by Ren Zhengfei.Both 'resign collectively' and 'create one's own enterprise in the company' ess o clear standards for substitution and reliable data for appraisal of qualified persons. But only professional management of human resources and a mechanism of 'benign circle' for talents could constitute a solution to the problem.
