fuqi 2012-2014 target program:
1. Build a development platform for Fuqi enterprises with an annual tax payment of 10 million within three years;
2, three years to build a product quality in the same industry absolutely first-class enterprise development platform;
3. Build an enterprise development platform with the first treatment for employees in the same industry within three years;
fuqi 2015-2017 target program:
After the realization of the 2012-2014 three-year plan, the company's new three-year plan for 2015-2017 will begin to be customized. The specific plan is as follows:
1. realize that those who have the will are the masters of their own affairs and make employees become shareholders widely. This requires three strategic supports:
1, talent strategy, talent strategy is divided into talent training strategy and talent selection strategy.
(1) Talent strategy: Talent training strategy should be implemented from the 2014. The specific methods are as follows:
First, the conference training.
A monthly senior management meeting is held, chaired by the General Manager. The senior management of each department reports on the completion of the headquarters's tasks last month and the task plan for next month, and the general manager evaluates and guides the report. The general manager sets up a common vision for senior executives, completes a common mission, improves common values, has a common dream, and expands the personal pattern. The general manager rises with everyone what he has learned and realized.
Weekly middle management meeting, chaired by department executives. The middle level of each department will report on the completion of the headquarters's tasks last week and the task plan for next week, and the senior management will evaluate and guide the reports. Senior management of each department should train the middle level in management knowledge, communication ability and execution. Senior management should pass through the positive energy knowledge learned to the middle level.
The daily morning meeting is jointly presided over by members of the department management team (the final version was carefully discussed the night before). The contents of the meeting include the completion of yesterday's tasks (safety, quality, progress, civilization and efficiency), the objectives of today's tasks, and the training contents include job skills, corporate culture, department system and upward motivation.
Secondly, orientation training.
The company has set up a comprehensive training office to train the company's aspirants every two weeks. The trainer is every lucky person who has been trained outside.
(2) Talent Selection Strategy: The talent selection strategy will be implemented in 2015. The specific contents are as follows:
The company will actively cultivate and copy talents, including general manager, chief financial officer, marketing manager, technical minister, production director, engineering minister, squad leader of each production department, engineering captain, safety minister (member), quality inspection minister (member), custody minister, administrative logistics minister (member), etc. The above talents should be selected according to their positions, skills, qualified training and seniority among the existing talents. After the cadres of the post have trained mature successors to their positions, they will enter the subsidiary of the new model Fu enterprise after passing the political examination by the leaders, so that the employees will gradually own shares in the subsidiary.
2, the company's specialization and expansion strategy:
(1) Specialization strategy: In 2014, the company will realize the development path of specialized industries with steel structure as the leading industry, other supporting industries as the dependence, and industries unrelated to steel structure, so as to make the industry single-minded, refined and strong!
(2) Expansion Strategy: The Company will acquire or set up steel structure enterprises in other regions during the necessary period from 2015 to 2017, expand and register three subsidiaries, and organize and import the selected talents. Fuqi Group was established at the end of 2017.
3, the company's equity incentive strategy.
The company has the conditions to allocate 60% of the shares to the above personnel in succession, and the company holds 40% to realize everyone's dream of shareholders and make life better!
The specific share ratio is as follows:
Subsidiary general manager 10%, marketing manager 5%, chief financial officer 4%, technology minister 4%, production director 4%, engineering minister 4%, production department squad leader 1%, engineering team leader 1%, safety minister (member) 1%, quality inspection minister (member) 1%, custody minister (member) 1%, administrative logistics department minister (member) 1%. Fredda Trainers 1% per company.
Implementation Plan for Establishment of Subsidiaries and Distribution of Shares:
The company invests in the establishment of a subsidiary company, and dividends will be paid after the first year's income of the subsidiary company is 1/3 of the company's investment plus interest. The general manager will be divided into 7% (3% reserved), the marketing manager 3.5 (1.5 reserved), the chief financial officer 3% (1% reserved), the technology minister 3% (1% reserved), and the production director 3% (1% reserved), engineering Minister 3% (reserved 1%), production department squad leader 0.9, engineering team leader 0.9, safety minister (member) 0.9, quality inspection minister (member) 0.9, custody minister 0.9, administrative logistics department minister (member) 0.9. Fredda Trainer 0.9% per company. Company share 35% (reserved 5%)
In the second year, the subsidiary company will pay dividends after the company's investment balance plus 2/3 of the interest. The general manager will be divided into 7% (3% reserved), the marketing manager 3.5 (1.5 reserved), the chief financial officer 3% (1% reserved), the technology minister 3% (1% reserved), the production director 3% (1% reserved), and the engineering minister 3% (1% reserved), the squad leader of each class in the production department is 0.9, the project team leader is 0.9, the safety minister (member) is 0.9, the quality inspection minister (member) is 0.9, the custody minister is 0.9, and the administrative logistics department minister (member) is 0.9. Fredda Trainer 0.9% per company. The company is divided into 35% (reserved 5%)
In the third year, the subsidiary company will pay dividends after the company's investment plus interest is fully paid. The general manager will receive 7% (3% reserved), the marketing manager 3.5 (1.5 reserved), the chief financial officer 3% (1% reserved), the technology minister 3% (1% reserved), the production director 3% (1% reserved), and the engineering minister 3% (1% reserved), the squad leader of each class in the production department is 0.9, the project team leader is 0.9, the safety minister (member) is 0.9, the quality inspection minister (member) is 0.9, the custody minister is 0.9, and the administrative logistics department minister (member) is 0.9. Fredda Trainer 0.9% per company. The company is divided into 35% (reserved 5%)
The reserved funds are used for investment and mortgage margin, when the investment amount reaches the relative proportion of investment, take the capital into the industrial and commercial registration, can take the principal registration in advance. Become an official shareholder.
Shareholder dividends are not related to post wages.
2. product upgrade strategy
Increase investment in research and development, steel structure products should gradually transition from low-end products to high-tech products within three years.
3. first service strategy
The first service strategy is the only way out for manufacturing enterprises to open up the market and take the lead in the development of service first. The first service strategy is implemented as follows:
First of all, the establishment of a complete after-sales service department, according to the traditional passive maintenance changed to once a month active on-site maintenance.
Secondly, pay attention to service-oriented quality training, learn and apply the "sea fishing" model. The realization of the dream depends on the joint efforts of our team!
