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cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u8c22\u8c22\uff01<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u90ed\u5e73\u8fd8\u4e0e\u4e3b\u6301\u4eba\u5c31\u6570\u5b57\u5316\u8f6c\u578b\u53d8\u9769\u76f8\u5173\u7684\u201c\u5982\u4f55\u6253\u9020\u521b\u65b0\u6587\u5316\u201d\u3001\u201c\u5982\u4f55\u901a\u8fc7\u5b66\u4e60\u4fc3\u8fdb\u5458\u5de5\u57f9\u8bad\u4e0e\u53d1\u5c55\u201d\u3001\u201c\u5982\u4f55\u4e3a\u53d8\u9769\u8425\u9020\u826f\u597d\u7684\u73af\u5883\u548c\u6c1b\u56f4\u201d\u7b49\u95ee\u9898\u8fdb\u884c\u4e86\u4e92\u52a8\u3002<\/strong><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q<\/strong>\uff1a\u4eba\u7684\u53d8\u9769\u662f\u6210\u529f\u53d8\u9769\u7684\u5173\u952e\uff0c\u5728\u8fd9\u6837\u7684\u80cc\u666f\u4e0b\uff0c\u5982\u4f55\u53bb\u6253\u9020\u4f01\u4e1a\u7684\u521b\u65b0\u6587\u5316\uff1f<\/h2>\n\n\n\n<p class=\"has-medium-font-size\"><strong>A<\/strong>\uff1a\u6570\u5b57\u5316\u5b8c\u5584\u7684\u6d41\u7a0b\uff0c\u8ba9\u5927\u90e8\u5206\u7684\u5458\u5de5\u5728\u5de5\u4f5c\u65f6\u6709\u7ae0\u53ef\u4f9d\uff0c\u4f46\u5e76\u4e0d\u662f\u6240\u6709\u7684\u6d3b\u52a8\u90fd\u88ab\u4e25\u683c\u9650\u5236\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u6211\u4eec\u516c\u53f8\u4e5f\u5728\u6709\u610f\u5730\u521b\u9020\u65b0\u7684\u6587\u5316<\/strong>\uff0c\u9996\u5148\u662f\uff1a<strong>\u5bbd\u5bb9\u5931\u8d25<\/strong>\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u534e\u4e3a\u6bcf\u5e74\u4f1a\u628a\u6536\u5165\u768410%\u4ee5\u4e0a\u6295\u5165\u5230\u7814\u53d1\uff0c\u5176\u4e2d30%\u7684\u7ecf\u8d39\u53c8\u7528\u4e8e\u7814\u7a76\u548c\u521b\u65b0\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u6211\u4eec\u7684\u7814\u7a76\u90e8\u95e8\uff0c2012\uff08\u5b9e\u9a8c\u5ba4\uff09\u5c31\u4e13\u95e8\u505a\u57fa\u7840\u7814\u7a76\uff0c\u516c\u53f8\u9f13\u52b1\u4ed6\u4eec\u91c7\u7528\u591a\u8def\u5f84\uff0c\u591a\u68af\u961f\u7684\u65b9\u5f0f\u6765\u8bd5\u9519\uff0c\u6bd4\u5982\u8bf45G\uff0c\u5f53\u5e745G\u6211\u4eec\u5c31\u6709\u5f88\u591a\u6280\u672f\u7684\u50a8\u5907\uff0c\u6700\u540e\u67d0\u4e00\u79cd\u6280\u672f\u88ab\u7eb3\u5165\u6807\u51c6\uff0c\u6210\u529f\u4e86\uff0c\u540c\u65f6\u8fd8\u6709\u4e00\u4e9b\u6ca1\u88ab\u7eb3\u5165\u6807\u51c6\u7684\u6280\u672f\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u6211\u4eec\u7684\u521b\u59cb\u4eba\u4efb\u603b\u66fe\u7ecf\u8bf4\u8fc7\uff1a<strong>\u4f60\u8d70\u4e86\u6b64\u8def\u53d1\u73b0\u4e0d\u901a\uff0c\u4f60\u544a\u8bc9\u4f60\u7684\u540c\u4e8b\u8fd9\u6761\u8def\u8d70\u4e0d\u901a\uff0c\u54b1\u4eec\u6362\u4e00\u6761\u8def\u8d70\uff0c\u90a3\u4e5f\u662f\u6210\u529f\u3002<\/strong><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u5176\u6b21\uff0c\u534e\u4e3a<strong>\u5e7f\u6cdb\u5730\u5f15\u8fdb\u9ad8\u7aef\u4eba\u624d<\/strong>\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u6211\u4eec\u5438\u7eb3\u6700\u4f18\u79c0\u7684\u4eba\u624d\u52a0\u5165\u6211\u4eec\u5206\u5e03\u5728\u5168\u7403\u7684\u7814\u7a76\u6240\uff0c\u751a\u81f3\u4e3a\u4e13\u95e8\u7684\u79d1\u5b66\u5bb6\u5728\u4ed6\u559c\u7231\u7684\u5730\u65b9\u4e13\u95e8\u5efa\u4e86\u7814\u7a76\u6240\uff0c\u56e0\u4e3a\u4ed6\u4e0d\u613f\u610f\u79bb\u5f00\u4ed6\u7684\u5bb6\u4e61\uff0c\u6211\u4eec\u8ddf\u7740\u4eba\u624d\u8d70\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u516c\u53f8\u7ed9\u8fd9\u4e9b\u79d1\u5b66\u5bb6\u548c\u5929\u624d\u4eec\u521b\u9020\u975e\u5e38\u5bbd\u539a\u7684\u5de5\u4f5c\u73af\u5883\uff0c\u8ba9\u4ed6\u4eec\u53ea\u9700\u8981\u5145\u5206\u5730\u53d1\u6325\u51fa\u4ed6\u4eec\u7684\u806a\u660e\u624d\u667a\u3002<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q<\/strong>\uff1a\u901a\u8fc7\u8bd5\u9519\u548c\u53d8\u5316\u6765\u9a71\u52a8\u53d8\u9769\u548c\u521b\u65b0\uff0c\u5b66\u4e60\u662f\u975e\u5e38\u5173\u952e\u7684\u3002\u90a3\u4e48\u5728\u534e\u4e3a\uff0c\u5982\u4f55\u53bb\u63a8\u52a8\u5b66\u4e60\uff0c\u6765\u63a8\u52a8\u4eba\u7684\u57f9\u8bad\u548c\u53d1\u5c55\uff1f<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/h2>\n\n\n\n<p class=\"has-medium-font-size\"><strong>A<\/strong>\uff1a\u6211\u4eec\u8ba4\u4e3a\uff0c<strong>\u53d8\u9769\u662f\u6539\u53d8\u4eba\u7684\u89c2\u5ff5\u3001\u610f\u8bc6\u548c\u884c\u4e3a\uff0c\u6240\u4ee5\u53d8\u9769\u4e2d\u6700\u5927\u7684\u6311\u6218\uff0c\u6700\u5173\u952e\u7684\uff0c\u4e5f\u5728\u4e8e\u6539\u53d8\u4eba<\/strong>\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u5728\u6211\u4eec20\u591a\u5e74\u7684\u53d8\u9769\u5b9e\u8df5\u4e2d\uff0c\u534e\u4e3a\u5df2\u7ecf\u5f62\u6210\u4e86\u4e00\u5957\u7684\u53d8\u9769\u7ba1\u7406\u6846\u67b6\uff0c\u7cfb\u7edf\u5730\u89e3\u51b3\u53d8\u9769\u4e2d\u4e0e\u201c\u4eba\u201d\u76f8\u5173\u7684\u95ee\u9898\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u9996\u5148\uff0c\u6211\u4eec<strong>\u8981\u505a\u5229\u76ca\u5173\u7cfb\u4eba\u7684\u5206\u6790\uff0c\u628a\u53d8\u9769\u5f71\u54cd\u5230\u7684\u7fa4\u4f53\u6309\u7167\u201c\u80fd\u529b\u201d\u548c\u201c\u610f\u613f\u201d\u5206\u4e3a\u4e0d\u540c\u7684\u7fa4\u7ec4\uff0c\u91c7\u7528\u4e0d\u540c\u7684\u5e94\u5bf9\u7b56\u7565<\/strong>\u3002\u5bf9\u4e8e\u79ef\u6781\u62e5\u62a4\u53d8\u9769\u7684\u4eba\uff0c\u6211\u4eec\u8981\u4e88\u4ee5\u6fc0\u52b1\uff1b\u5bf9\u4e8e\u62b5\u5236\u53d8\u9769\u7684\u4eba\u5458\uff0c\u8981\u53ca\u65f6\u8fdb\u884c\u8c03\u6574\u6216\u8005\u91c7\u53d6\u5176\u4ed6\u7684\u63aa\u65bd\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u5176\u6b21\uff0c<strong>\u6c9f\u901a\u4e0e\u57f9\u8bad\u8981\u8d2f\u7a7f\u53d8\u9769\u7684\u59cb\u7ec8<\/strong>\uff0c\u9488\u5bf9\u4e0a\u8ff0\u5229\u76ca\u5173\u7cfb\u4eba\u5206\u6790\u7684\u7ed3\u679c\uff0c\u8981\u91c7\u53d6\u4e0d\u540c\u7684\u6c9f\u901a\u7b56\u7565\u3002\u901a\u8fc7\u6709\u9488\u5bf9\u6027\u7684\u57f9\u8bad\uff0c\u8ba9\u53d8\u9769\u53d7\u4f17\u638c\u63e1\u65b0\u7684\u6280\u80fd\u548c\u65b9\u6cd5\uff0c\u4ece\u800c\u786e\u4fdd\u53d8\u9769\u65b9\u6cd5\u7684\u6709\u6548\u843d\u5730\u3002\u4f8b\u5982\uff0c\u6211\u4eec\u5728\u505a\u8d22\u7ecf\u53d8\u9769\u671f\u95f4\uff0c\u6211\u4eec\u5bf9\u7ba1\u7406\u5c42\u3001\u4e1a\u52a1\u4eba\u5458\u3001\u8d22\u7ecf\u4eba\u5458\u8fdb\u884c\u4e86\u8d85\u8fc71000\u573a\u7684\u57f9\u8bad\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u6700\u540e\uff0c<strong>\u6211\u4eec\u8fd8\u7279\u522b\u5173\u6ce8\u53d8\u9769\u5e26\u6765\u7684\u4f01\u4e1a\u6587\u5316\u7684\u8f6c\u53d8<\/strong>\u3002\u4f8b\u5982\uff0c\u6211\u4eec\u7684\u96c6\u6210\u4ea7\u54c1\u5f00\u53d1\uff0cIPD\u7684\u53d8\u9769\u5e26\u6765\u4e86\u77e9\u9635\u5f0f\u7684\u7ba1\u7406\u65b9\u5f0f\uff0c\u8fc7\u53bb\u4e60\u60ef\u4e8e\u5411\u804c\u80fd\u90e8\u95e8\u4e3b\u7ba1\u6c47\u62a5\u7684\u5458\u5de5\uff0c\u8fd8\u662f\u8981\u540c\u65f6\u63a5\u53d7\u9879\u76ee\u7ecf\u7406\u7684\u9886\u5bfc\u3002\u5bf9\u7ec4\u7ec7\u6587\u5316\u7684\u5f15\u5bfc\u548c\u8f6c\u53d8\uff0c\u662f\u4fc3\u8fdb\u53d8\u9769\u843d\u5730\u7684\u4e00\u4e9b\u6709\u6548\u4fdd\u969c\u3002<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q\uff1a<\/strong>\u80fd\u4e0d\u80fd\u4e3e\u4e00\u4e9b\u5177\u4f53\u7684\u4f8b\u5b50\uff0c\u6765\u770b\u534e\u4e3a\u5982\u4f55\u6765\u6253\u9020\u9002\u5408\u7ec4\u7ec7\u53d8\u9769\u7684\u5de5\u4f5c\u73af\u5883\u548c\u6c1b\u56f4<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/h2>\n\n\n\n<p class=\"has-medium-font-size\"><strong>A:&nbsp;<\/strong>\u6211\u8ba4\u4e3a\u6709\u51e0\u4e2a\u65b9\u5411\u6765\u7ec4\u6210\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u6b63\u5411\u6fc0\u52b1\uff0c\u5bf9\u53d8\u9769\u56e2\u961f\u8fdb\u884c\u5956\u52b1\uff0c\u8ba9\u66f4\u591a\u4eba\u77e5\u9053\u516c\u53f8\u7684\u65b9\u5411<\/strong>\uff0c\u8fd9\u662f\u6700\u5e38\u7528\u7684\u65b9\u6cd5\u3002\u6211\u4eec\u534e\u4e3a\u6bcf\u5e74\u6709\u597d\u51e0\u5343\u4eba\u83b7\u5956\uff0c\u8fd9\u65e0\u7591\u80fd\u4ea7\u751f\u53d8\u9769\u7684\u6b63\u5411\u63a8\u52a8\u529b\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u4f46\u4ece\u534e\u4e3a\u7684\u7ecf\u9a8c\u6765\u770b\uff0c\u5371\u673a\u611f\u4e5f\u975e\u5e38\u91cd\u8981\uff0c\u5b83\u80fd\u591f\u5e26\u6765\u53d8\u9769\u7684\u52a8\u529b\uff0c\u9020\u5c31\u771f\u6b63\u7684\u53d8\u9769\u3002<\/strong><\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u6709\u65f6\u6211\u4eec\u9700\u8981\u628a\u6f5c\u5728\u7684\u5371\u673a\u663e\u6027\u5316\u3001\u53ef\u89c6\u5316\u624d\u80fd\u589e\u5f3a\u5458\u5de5\u5185\u5fc3\u7684\u5371\u673a\u611f\uff0c\u7406\u89e3\u53d8\u9769\u7684\u5fc5\u8981\u6027\u3002<\/strong>\u00a0<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u4e3e\u4e2a\u4f8b\u5b50\u6765\u8bf4\u5427\uff0c 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class=\"has-medium-font-size\">\u90a3\u4e00\u5e74\uff0c\u6211\u4eec\u53ec\u96c6\u4e86\u5168\u7403100\u591a\u4e2a\u4ee3\u8868\u5904\u7684\u76f8\u5e94\u4e3b\u7ba1\u56de\u5230\u516c\u53f8\uff0c\u4e3e\u884c\u4e86\u201c\u5168\u7403\u4ed3\u5e93\u5927\u4f1a\u201d\uff0c\u9762\u5411\u5168\u7403\u76f4\u64ad\uff0c\u5c55\u793a\u4e86\u4e00\u4e9b\u8ba9\u4eba\u89e6\u76ee\u60ca\u5fc3\u7684\u56fe\u7247\u3001\u89c6\u9891\uff0c\u6bd4\u5982\u5206\u5305\u5546\u5806\u79ef\u5982\u5c71\u7684\u7269\u6599\uff0c\u8ba9\u5927\u5bb6\u53d1\u81ea\u5185\u5fc3\u5730\u7406\u89e3\u53d8\u9769\u7684\u5fc5\u8981\u6027\uff0c\u4ece\u800c\u79ef\u6781\u5730\u6295\u8eab\u5176\u4e2d\u3002\u901a\u8fc7\u8fd9\u51e0\u5e74\u7684\u52aa\u529b\uff0c\u516c\u53f8\u7ec8\u4e8e\u5728\u8d26\u5b9e\u76f8\u7b26\u65b9\u9762\u8fbe\u5230\u4e86\u6211\u4eec\u7684\u65e2\u5b9a\u76ee\u6807\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u6765\u52bf\u6c79\u6c79\u7684\u5371\u673a\u4e5f\u4f1a\u63a8\u52a8\u66f4\u4e3a\u9ad8\u6548\u3001\u5f7b\u5e95\u7684\u53d8\u9769<\/strong>\u3002\u8fc7\u53bb20\u5e74\uff0c\u6211\u4eec\u4e60\u60ef\u4e8e\u91c7\u8d2d\u5168\u4e16\u754c\u6700\u597d\u7684\u5668\u4ef6\u5f00\u53d1\u6700\u597d\u7684\u4ea7\u54c1\uff0c\u4e1a\u52a1\u6bcf\u5e74\u4e5f\u589e\u957f\u7684\u5f88\u597d\uff0c\u5927\u5bb6\u90fd\u4e60\u4ee5\u4e3a\u5e38\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u8fc7\u53bb\u4e24\u5e74\uff0c\u534e\u4e3a\u6240\u9762\u4e34\u7684\u590d\u6742\u7684\u5916\u90e8\u73af\u5883\uff0c\u53d7\u5230\u4e86\u6781\u9650\u7684\u6253\u538b\uff0c\u8ba9\u5168\u4f53\u534e\u4e3a\u4eba\u4e5f\u6e05\u9192\u5730\u8ba4\u8bc6\u5230\u516c\u53f8\u7684\u751f\u5b58\u73af\u5883\u4ea7\u751f\u4e86\u5de8\u5927\u7684\u6539\u53d8\uff0c\u4e5f\u6fc0\u53d1\u4e86\u6562\u4e8e\u81ea\u6211\u53d8\u9769\u7684\u51b3\u5fc3\uff0c\u6211\u4eec\u4e3a\u4e86\u89e3\u51b3\u4ea7\u54c1\u7684\u4f9b\u5e94\u8fde\u7eed\u6027\uff0c\u53bb\u63a8\u52a8\u6211\u4eec\u7684\u4ea7\u54c1\u7684\u7814\u53d1\u7684\u8fdb\u4e00\u6b65\u53d8\u9769\uff0c\u53bb\u4e3b\u52a8\u57f9\u80b2\u5b89\u5168\u53ef\u4fe1\u7684\u53ef\u9760\u7684\u4f9b\u5e94\u94fe\u4f19\u4f34\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u6211\u4eec\u8ba4\u8bc6\u5230\uff1a<strong>\u590d\u6742\u7684\u53d8\u5316\u3001\u751f\u5b58\u7684\u538b\u529b\uff0c\u90fd\u662f\u53d8\u9769\u7684\u52a8\u529b\uff0c\u4e5f\u662f\u8425\u9020\u53d8\u9769\u6c1b\u56f4\u7684\u7edd\u4f73\u7684\u5951\u673a<\/strong>\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u7ffb\u8bd1\uff1a<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">November 17th, Peter. The Drucker Global Forum was held in Vienna, Austria (online). Guo Ping, rotating chairman of Huawei, delivered a keynote speech entitled &#8220;Building organizational Competitiveness through Digital Transformation&#8221;.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Guo Ping pointed out in his speech: &#8220;Although many enterprises have made it clear that they want to digitize, the goal is not so clear. For most businesses, digital is just getting started, and the first thing to consider is: How can digital transformation enhance organizational capabilities to achieve strategic goals?&#8221;<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">The following is the full text of the speech:<\/p>\n\n\n\n<p class=\"has-medium-font-size\">It gives me great pleasure to attend this year&#8217;s Drucker Forum.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">I noticed that the theme of this year&#8217;s conference is &#8220;human imperative&#8221; (Focus on People: Advancing in an uncertain digital world), and digital technology is becoming the new imperative for humanity today.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">It&#8217;s understandable that people sometimes worry about digital technology replacing humans. But, in my opinion, for most businesses, digitization is just getting started. While most companies are clear about going digital, the goals are not so clear, and sometimes it may feel like they are still jumping on the bandwagon.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">This reminds me of Huawei&#8217;s IT strategic goal, which was determined after repeated discussions more than two decades ago: &#8220;Our goal is not to become a world-class IT, but to become a world-class Huawei.&#8221; Looking back now, we were fortunate to interlock our digital goals with the company&#8217;s overall strategic goals at the beginning of Huawei&#8217;s digital transformation.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">So I think what most companies are thinking about now is how to enhance their organizational capabilities through digital transformation to achieve their strategic goals. Below, I would like to share my views on digitalization and some of Huawei&#8217;s practices for managing change.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">First, the vast majority of enterprises in the future will be digital enterprises<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">In the past, we&#8217;ve seen Internet companies like Uber disrupt the traditional taxi market; As traditional car service companies have introduced digital technologies to provide consumers with an online experience, we are now seeing Uber also start buying cars in large volumes, and they have also become asset-heavy companies.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Perhaps in the end we are looking at the vast majority of enterprises, which are digital enterprises.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">High-quality change planning is the starting point for digital success<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/h3>\n\n\n\n<p class=\"has-medium-font-size\">Take Huawei as an example. In 1998, we launched a project of &#8220;IT strategy &amp;Planning&#8221;, which officially launched the great transformation of Huawei. Through this plan, in the past 10 years, we have realized integrated product development, integrated supply chain, and financial services, built corresponding processes, organizations, and solidified into IT, our organizational level capabilities have also taken a qualitative leap, and a series of change projects have supported our original vision of &#8220;world-class enterprise&#8221;.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">A few years ago, in 2016, we launched a second round of company-level digital transformation plans to support Huawei to stay ahead in the digital age. For example, during the epidemic period, we used the cloud exhibition hall to create immersive solutions and face-to-face communication experiences for customers. In the two or three years after the outbreak of the epidemic, I personally met customers through video more times than in previous years.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The core of effective change is to &#8220;change people&#8221;<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">Huawei employees generally have a consensus: &#8220;In Huawei, the only constant is change.&#8221; Because of the changes of external conditions, the company often needs to make timely strategic adjustments, and the management system needs to change accordingly. In addition, companies sometimes intentionally create an atmosphere in order to improve management efficiency. On the whole, our atmosphere of change is very strong, and the strong atmosphere is very favorable to the promotion of the change project.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Second, we will provide some institutional guarantees:<\/h4>\n\n\n\n<ol class=\"wp-block-list\">\n<li class=\"has-medium-font-size\">In order to reduce the resistance to change, the interests of the people affected by the change will be protected.<\/li>\n\n\n\n<li class=\"has-medium-font-size\">We have laid down a county and left a &#8220;county chief&#8221;. What is really important for us is to identify people who have a mission and understand the change, and send him to land and change the old people of this county.<\/li>\n\n\n\n<li class=\"has-medium-font-size\">In the process of promoting change, it is necessary to respect differentiation, encourage advancement, but also allow backwardness, do not pursue the same pace, and give everyone time to accept and change.<\/li>\n\n\n\n<li class=\"has-medium-font-size\">Of course, not everyone can change. We also need to make timely adjustments to those things that can&#8217;t really be changed and can&#8217;t be changed in time.<\/li>\n<\/ol>\n\n\n\n<p class=\"has-medium-font-size\">In order to keep up with The Times, Huawei reviews the change plan every year to ensure that the changes are in sync with the business strategy. I believe that continuous management change will support most enterprises to continuously improve their capabilities in the digital age. And I also encourage enterprises to embrace change and dare to change.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Finally, I would like to end my introduction with a quote from Drucker: &#8220;We cannot control change, we can only be ahead of it.&#8221;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Thank you!<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Guo Ping also interacted with the host on questions related to digital transformation, such as &#8220;How to create an innovative culture&#8221;, &#8220;How to promote employee training and development through learning&#8221;, and &#8220;how to create a good environment and atmosphere for change&#8221;.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Q: The change of people is the key to successful change. In this context, how to build an enterprise innovation culture?<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">A: The digital process is perfect, so that most employees have rules to follow at work, but not all activities are strictly limited.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Our company is also deliberately creating a new culture, first and foremost: tolerance for failure.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Huawei invests more than 10 percent of its revenue in research and development each year, with 30 percent going to research and innovation.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">In 2012, our research department (laboratory) specialized in basic research, and the company encouraged them to adopt a multi-path, multi-echelon approach to trial and error, such as 5G, we had a lot of technology reserves in 5G, and finally a certain technology was included in the standard and succeeded, while there were some technologies that were not included in the standard.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Our founder, Mr. Ren, once said: if you go this way and find it impossible, you tell your colleagues that this way is impossible. Let&#8217;s take another way, that is also a success.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Second, Huawei has extensively recruited high-end talent.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">We recruit the best minds to join our global institutes. And we even set up institutes for dedicated scientists in their favorite places, because they don&#8217;t want to leave their hometown.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">The company creates a very generous working environment for these scientists and geniuses. So that they only need to give full play to their intelligence.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Q: Learning is critical to drive change and innovation through trial and error and change. So in Huawei, how to promote learning, to promote the training and development of people?<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">A: We believe that change is to change people&#8217;s ideas, consciousness and behavior, so the biggest challenge in the change, the most critical, is to change people.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">In our more than 20 years of change practice, Huawei has formed a set of change management framework to systematically solve the problems related to &#8220;people&#8221; in the change.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">First of all, we need to do stakeholder analysis, divide the groups affected by the change into different groups according to &#8220;ability&#8221; and &#8220;willingness&#8221;, and adopt different coping strategies. We need to inspire those who embrace change; For those who resist change, timely adjustment or other measures should be taken.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Secondly, communication and training should run through the whole process of change, and different communication strategies should be adopted according to the results of the above stakeholder analysis. Through targeted training, the change audience can master new skills and methods. So as to ensure the effective implementation of the change method. For example, during our financial transformation, we conducted more than 1,000 training sessions for management, business and financial personnel.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Finally, we pay special attention to the changes in corporate culture brought about by change. For example, our integrated product development, IPD changes have led to a matrix management style. And employees who used to report to functional department heads are still under the leadership of project managers. The guidance and transformation of organizational culture are some effective guarantees to promote the implementation of reform.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Q: Can you give some specific examples of how Huawei creates a working environment and atmosphere suitable for organizational change<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/h3>\n\n\n\n<p class=\"has-medium-font-size\">A: I think there are several directions to it.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Positive motivation, rewarding change teams and letting more people know about the direction of the company, are the most commonly used methods. At Huawei, thousands of people receive awards every year, which undoubtedly creates a positive impetus for change.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">But from Huawei&#8217;s experience, the sense of crisis is also very important. It can bring about the momentum of change, create real change.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Sometimes we need to make the potential crisis visible and visualized in order to enhance employees&#8217; inner sense of crisis and understand the necessity of change.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">For example, in 2014, Huawei&#8217;s supply chain had shortcomings. The actual goods and detailed accounts did not match. And sometimes the information flow could not run faster than the physical flow. Many of our colleagues are aware of this issue, but do not have a deep understanding of the huge risks to customer satisfaction and operational safety.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">After several years of hard work, the company has finally achieved our goals in terms of accounting compliance.<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">That year, we convened the corresponding directors of more than 100 representative offices around the world to return to the company and held a &#8220;Global Warehouse Conference&#8221;, which was broadcast live to the world and showed some stunning pictures and videos. Such as the mountains of materials piled up by subcontractors. So that everyone could understand the need for change from the heart and actively participate in it. After several years of hard work, the company has finally achieved our goals in terms of accounting compliance.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The magnitude of the crisis will also push for more efficient and radical change. For the past 20 years, we have been accustomed to sourcing the best components in the world and developing the best products. And the business has grown very well every year.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNI0N CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">In the past two years, the complex external environment faced by Huawei has been subjected to extreme pressure, which makes all Huawei people clearly realize that the living environment of the company has undergone tremendous changes. And also inspires the determination to dare to change themselves. In order to solve the continuity of product supply. We promote further changes in the research and development of our products. To proactively cultivate safe, trusted and reliable supply chain partners.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">We recognize that complex change, the pressure of survival, are the driving force for change. 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