Reborn Entrepreneurial Giant

Honor faces many difficulties. For example, the 64-bit chip with its self-developed architecture needs to integrate the embedded neural network processor NPU, achieve high performance and low power consumption, and find a way that can continue to iterate and evolve. Qualcomm's Krait (Krait) Samsung's Mongoose (Mongoose) simple.

That's right, at this time, Qualcomm and Samsung are learning from Apple's self-developed architecture chips based on the ARM V8 architecture. Qualcomm also mentioned the "Zeroth" chip last year, which may be the earliest NPU concept. It can not rely on programming, but through repeated "observation " and "self-learning" to realize the self-evolution of programs and performance.

Spreadtrum's Constellation chip is equipped with Qualcomm's "AI accelerator" in advance, a high-performance GPU jointly developed with AMD, and an excellent ISP image processing chip, which can be regarded as a hybrid AI processing.

In order to hurry up, the architecture design should be completed first, the general direction should be determined, and then the computing core can be modified using the public version architecture and integrated into their self-developed architecture, which is somewhat similar to the Kryo architecture of Qualcomm Snapdragon 820.

To make such a decision, Qu Li must have made a lot of effort. He knows that the ARM public version architecture is powerful, and the Honor chip development talents are not as good as Apple and Qualcomm. So what Qualcomm can't do, can they do? Because it is difficult to break through, it has been two years of hard work, but it still cannot reach the level of Apple's A-series processors, so we have to change our thinking.

Qu Li is willing to create miracles, but he does not believe in miracles, so he gave the Spreadtrum team more time to try and make mistakes. Now the market is the first priority, to ensure that the self-developed chips do not fall too far behind Apple's A-series chips, and compete with Qualcomm's flagship .

In the future, when he digs more people from chip companies such as AMD, the effect may be better.

Since the chip is not powerful, it must be made up for in other ways. For example, KOS switched to F2FS file management system, and Chrysanthemum Factory later developed EROFS (Extensible Read-Only File System) by itself. The combination of the two can solve the problem of long-term use of Android system question.

Among them, F2FS is a new open source flash file system specially designed for NAND-based storage devices, and it is not difficult to migrate to mobile phones. The essence of EROFS is to prevent users from modifying the operating system and rooting to obtain super privileges, which makes it more secure. At this stage, it is not impossible, but it cannot be done. The advantage of Android is that it has a high degree of freedom. At this time, turning the system into a read-only file will obviously become more and more closed.

That's roughly what Qu Li learned about the situation, and he didn't understand it any deeper. He should know more about Glory's management, organizational structure, and corporate culture.

As a multinational company, there are a large number of overseas employees, but most European and American elites are unwilling to work in China, so they started the Singapore headquarters. Sanjay Jha arranged for people to preside over the work, and he stayed in China.

The current Glory organization structure is complicated, at least it seems to Qu Li that it is quite complicated. There are many departments and the division of powers and responsibilities is not clear, so the company is very large and can accommodate some losses.

For example, the largest department must be the smartphone department, but the operating system and chip department are equally important. There are also two chip design companies, Spreadtrum and Weizhi, with R\u0026D centers distributed around the world. Operating systems are divided into mobile phones, smart devices, and cars.

Then the system department also has a Klun voice assistant, which involves voice recognition, artificial intelligence, and also serves voice speakers. Oh, and designing chips for cars.

Now that the management level has become longer, sometimes there will be situations beyond the reach of the whip, so adjustments must be made. Qu Li does not like to consider various spheres of influence, first move the big framework, and then arrange people to fill the various departments.

Glory’s board of directors and board of supervisors will not move, only the company will be divided into the operation management committee and the human resources committee, and the scope of responsibility can be known from the name.

Under the jurisdiction of the Management Committee: the hardware engineering department responsible for product design and development (including chips/mobile phones/tablets/computers/drones, etc.); the hardware technology department responsible for product maintenance and service; software (including operating systems, various applications ); artificial intelligence (Klun voice assistant, etc.); energy (power battery/energy storage/photovoltaic power plant, etc.); whole house smart home (voice speaker, etc.). The rest is marketing, operations, sales, retail, legal affairs, etc.

Great Wall Huaguan is divided into the investment sector, and it may be listed independently after it is operated independently. Weizhi only retains the chip design business, the map is divided into the software department, and the driving recorder is divided into the Great Wall Huaguan.

"We need to strengthen the cooperation among various departments to ensure the innovation capability of the enterprise." Qu Li's attitude is obvious. For the sake of innovation, departments such as mobile phones, drones, and smart watches are divided together, and there is a separate design The department is on an equal footing to ensure that all products of Honor conform to the design aesthetics of Honor.

In addition, the automotive department was cancelled, and most of the business was distributed to various departments. In fact, the important intelligent driving car-level chips are still being developed by the Honor team.

The division of the various departments is followed by personnel adjustment. Although the company is owned by Qu Li, he is not in charge of the management, so the "three provinces and six departments" need to be discussed. It is necessary to maintain Lei Jun's authority and ensure the vitality of the company. One big family.

The job rotation system has not been implemented for the time being, and Li Yinan made him worry that a man worth tens of billions would still be trading in stocks, so the future insider trading might not be wronged him. In addition, Qu Li did not dare to bet on the loyalty of overseas executives such as Sanjay Jia in the context of the confrontation between China and the United States, so he had to limit their development.

Qu Li took this opportunity to meet and chat with Glory's middle and high-level executives. Anything he was not satisfied with had to be re-tested, and promotion issues could be discussed later. Taking this opportunity, the Human Resources Management Committee is considered to be officially operating, and future promotions need to be organized for discussion.

The disadvantage of doing this is that all parties will seek (mutual compromise), that is, rent-seeking rights, and eventually form internal corruption, which cannot be eradicated after a long time. hit.

The two management committees actually turned individual decision-making into collective decision-making. Qu Li is still the privileged person, and there is basically no hindrance to what he wants to do. For example, Qu Li wanted to make a car before, but investors refused to let him. Now, Qu Li is not willing to do it the other way around.

Honor’s internal organizational structure has been adjusted. The news has not yet spread, and it is not known whether the behavior of abandoning the “electric car business” will be questioned: when Qu Li was begging to build a car, would he have thought of such a day.

"Have you ever thought of it? I don't know today. What is certain is that Qu Li will be very busy in the future, meeting with various executives to screen out outstanding talents. The other thing is to recruit employees. Regardless of the channel, starting school recruitment in September is a very important part. This interview is just a supplement, and it is a temporary personal behavior...