Tech Giants: Starting from Bankrupt Companies

76: Chapter 76: The Rebirth of ArchitectureJuly 10th, 2:00 PM, Xingchen Heavy Industry Strategic Conference Room

The lunch following the press conference was simple to the point of being rushed—sandwiches, salads, coffee, finished in fifteen minutes.

At exactly 2:00 PM, all core members involved in the Shenyang project had returned to the conference room.

The excitement from the morning’s press conference still lingered in the air, but at this moment, everyone’s expression had turned serious and pragmatic.

Su Chen was the last to walk in.

He had already taken off his suit jacket, loosened his tie, and rolled his shirt sleeves up to his elbows.

This posture sent a clear signal: the time for speeches was over, and the time for hard work had begun.

”Everyone, sit down.”

Su Chen stood at the front of the conference room, with a blank electronic whiteboard behind him.

”This morning, we showed the world our promises. Now, we must prove to ourselves how those promises will be fulfilled.”

He signaled to Zhao Tiezhu, ”Tiezhu, announce the structure.”

Zhao Tiezhu walked to the front and turned on the projector.

The first page was the company’s organizational chart, designed like a tree with deep roots.

**Roots: Company Legal Entity**

- Full Company Name: **Xingchen Shenyang Machine Tool Co., Ltd.**

- Registered Capital: 3 billion rmb (Xingchen Heavy Industry contributed 2.4 billion, accounting for 80%; SASAC contributed partial equipment assets valued at 600 million for equity, accounting for 20%)

- Brand Strategy: Dual-brand operation.

”Shenyang Machine Tool” as the main brand, used for all heavy-duty, special, and traditional advantageous products; ”Xingchen” as the technology brand, used for numerical control systems and intelligent solutions.

Zhao Tiezhu enlarged the board of directors structure chart:

”Seven members on the Board of Directors. Chairwoman: Lin Wan.”

Lin Wan nodded slightly; this appointment had already been announced internally that morning.

”Vice Chairman and General Manager: myself.”

”Director and General Manager of Xingchen Military Industry: Chen Zhiyuan.”

”Director: One representative from SASAC, to be nominated by Director Xu, expected to arrive tomorrow.”

”Two Employee Directors: one elected by all employees, one selected by technical backbones.”

This structure was very balanced: three votes for Xingchen, one vote for SASAC, two votes for employees, plus one vote for an independent director (currently vacant).

Any major decision required at least five votes, meaning they had to secure support from either the employees or SASAC.

”Management setup.”

Zhao Tiezhu turned the page. ”I will serve as the General Manager, responsible for overall operations. There will be four Vice General Managers under me.”

He explained them one by one:

”**Vice General Manager of Production**: Former Technical Vice Factory Director of Shenyang Machine Tool, Wang Jianguo, retained for evaluation.”

”Factory Director Wang is fifty-five years old, has worked in Shenyang for thirty-two years, and is familiar with heavy-duty machine tool production.”

”Retaining him is to maintain production continuity, but he needs to undergo training on the new system.”

”**Vice General Manager of Technology**: Dr. Li Xiang, Director of the Digital Design Department at Xingchen Heavy Industry, thirty-five years old.”

”He will bring a complete digital R&D system.”

”**Chief Financial Officer**: Zhang Lei, Deputy CFO of Xingchen Group, forty years old.”

”She will rebuild the financial system to achieve transparency and digitalization.”

”**Human Resources and Administration Director**: Chen Tao, Senior Manager of the Xingchen Human Resources Department, thirty-eight years old.”

”His primary task is to complete the job evaluation and compensation system reconstruction for 15,000 employees.”

Su Chen interjected, ”Regarding the retention of Vice Factory Director Wang Jianguo, I have something to say.”

Everyone looked at him.

”Factory Director Wang sent me a text message this morning.”

Su Chen projected his phone screen. ”He said: ’President Su, I have worked here for over thirty years and know where the factory’s problems lie.”

”But I am old and afraid I can’t make the changes.”

”If you trust me, I will give my all; if you don’t trust me, I will retire early and not stand in your way.’”

The conference room went quiet.

”I replied to him with eight words,” Su Chen said slowly. ”’An old horse knows the way, and a warrior cuts off his own wrist.’”

”’An old horse knows the way’ means we need his familiarity with the factory area, equipment, and personnel;”

”’A warrior cuts off his own wrist’ means if the reform requires it, he must take the lead in cutting off those unreasonable old rules.”

He looked at everyone. ”This is our attitude toward the original management of Shenyang—no blanket purges, but they must pass the ’Reform Assessment’.”

”Three-month probation period; those who can adapt to the new system stay, those who cannot will be transferred or let go.”

Zhao Tiezhu continued to explain the business group structure, which was the core of business operations.

**First Business Group: Civil Equipment Business Group**

”This is the source of cash flow.”

Zhao Tiezhu pulled up the product plan. ”Authorized to produce four mature Xingchen products: three-axis machining centers, Jingwei CNC lathes, Luban CNC milling machines, and Gongshu drilling and boring machines.”

”Goal: 5 billion rmb revenue in the first year, 10 billion rmb in the second year.”

He explained in detail: ”The General Manager of the Business Group will be the Director of Production and Operations at Xingchen.”

”Key indicators: production ramp-up speed, quality pass rate, and cost control.”

”This business group must adopt the strictest Xingchen management system—daily production meetings, weekly quality reviews, and monthly cost analysis.”

**Second Business Group: Heavy-Duty Special Equipment Business Group**

”This is Shenyang’s ’heirloom’.”

Zhao Tiezhu displayed a series of photos: nuclear power pressure vessels, ship diesel engine blocks, and spacecraft structural parts.

”Shenyang Machine Tool has a unique advantage in large-part processing—not because the equipment is so advanced, but because of the accumulation of experience and craftsmanship.”

”This business group inherits the tradition and specializes in large, special, single-piece, and small-batch processing in the fields of nuclear power, shipping, aerospace, and energy.”

He emphasized: ”The General Manager of the Business Group will be concurrent with Vice Factory Director Wang Jianguo.”

”But we will dispatch young technical and production vice general managers to achieve a combination of ’old experience + new methods’.”

**Third Business Group: Military Industry Business Group (Xingchen Military Industry)**

This was the most sensitive and potentially lucrative part.

”A wholly-owned subsidiary, an independent legal entity, but shares R&D and production capacity with the parent company.”

Zhao Tiezhu pulled up the organization chart. ”General Manager: Chen Zhiyuan.”

Chen Zhiyuan stood up. This fifty-two-year-old senior technical expert seemed a bit excited: ”Thank you for the trust.”

”My team has already completed the preliminary assessment of 37 military manufacturing processes, 15 of which can begin conversion within three months.”

He reported the specific plan: ”The Military Industry Business Group will implement ’three-tier security management’: General Area (office), Control Area (R&D), and Core Area (production).”

”All personnel must pass political screening and security training.”

”We have already had preliminary contact with three military industrial groups. The most likely first order is for precision components for a certain type of drone landing gear, with an order value of about 80 million rmb.”

Lin Wan asked: ”The profit margin for military business is very high, but what about the payment cycle? Military procurement usually involves long approval processes.”

”That is exactly what we are going to solve,” Chen Zhiyuan replied.

”We have designed three tiers of payment methods: regular military products follow national standard processes; urgently needed spare parts can go through a ’green channel’ with a 50% advance payment; joint R&D projects can apply for advance payment from national defense research funds.”

”In addition, we are applying to be included in the ’Military Supplier Rapid Response List’. Once approved, the payment cycle can be shortened from an average of 180 days to 60 days.”

With the structure explained, it was time for the most complex issue: personnel.

Lin Wan took the microphone.

”Personnel integration is not just a simple job allocation; it is **cultural transplantation**.”

She opened a map of China, with red lines marking the routes between the north and south.

”We have designed a two-way flow mechanism.”

**Heading North: Xingchen Advance Team**

”The first batch of 200 people will be dispatched, departing on July 15th, which is five days from now.”

Lin Wan listed the composition:

- Management Group: 50 people, covering production, quality, supply chain, finance, and human resources functional departments.

- Technical Group: 150 people, including CNC system engineers, process engineers, equipment maintenance experts, and digital consultants.

”These people will work in Shenyang for at least one year.”

”The company will provide triple salary subsidies, family visitation expenses, and—most importantly—**priority for promotion**.”

”The Shenyang project is regarded as a ’cadre training base’; those who perform well will be given priority for promotion within the Xingchen system in the future.”

She pulled up the supply preparation list: ”In addition to personnel, we are preparing fifteen containers of technical materials—including twenty sets of ’Starry Sky’ CNC systems, fifty industrial computers, a full set of quality inspection instruments, and even... a batch of special lubricants and antifreeze suitable for the Northeast climate.”

Zhao Tiezhu added: ”We also customized a batch of special work uniforms in Guancheng—thickened, cold-resistant versions, but they retain the Xingchen logo and design aesthetic.”

”We want the masters in Shenyang to wear new work uniforms with dignity.”

”Starting August 1st, 300 young technical backbones under 45 years old will be selected from Shenyang and sent south in three batches of 100 people each to train in Guancheng for three months.”

Lin Wan displayed the training plan:

- First month: Theoretical training + workshop observation, learning the Xingchen production management system.

- Second month: Job rotation and practical operation, with each person working in three different positions.

Month 3: Project practice, complete an actual production improvement project in groups.

During the training, your salary will be paid as usual, food and accommodation will be fully covered, and an additional living allowance will be provided. Most importantly—the **Certificate of Completion**. This certificate will carry critical weight in future job evaluations and salary grading.

Su Chen interjected, ”This training must solve a fundamental problem: letting the young people in Shenyang see what it’s like to work in a modern factory. It’s not about asking them to completely reject the past, but to make them realize that the world has changed and we must keep up.”

”Within the Shenyang factory area, we will designate Workshop No. 2 and the surrounding area to establish an ’Innovation Special Zone’.” Lin Wan displayed the design renderings—a completely modernized workshop renovation: epoxy flooring, LED lighting, air conditioning systems, and office areas with transparent glass partitions.

”This special zone will operate entirely according to Xingchen standards: daily standing morning meetings, weekly improvement proposal meetings, and monthly technical innovation reviews. All management systems, salary structures, and assessment methods will be implemented on a trial basis.”

She explained the strategy: ”Why not roll it out to the entire factory? Because we need to avoid strong backlash. Let some people see the benefits first and let the change spread naturally. The average salary for employees in the special zone will be 30% higher than in the traditional workshop, but the assessments will also be much stricter—using tangible income gaps to drive change.”

”In addition to rigid systems, we have designed a series of cultural integration activities.” Lin Wan listed them:

- Monthly ”Xingchen Lecture Hall”: Using a video system to allow Su Chen and various business heads to have direct dialogues with Shenyang employees.

- Weekly ”Improvement Proposal Meeting”: Any employee can submit production improvement suggestions; once adopted, they will be rewarded with 500-5000 rmb.

- Daily ”Standing Morning Meeting”: Ten minutes to discuss tasks, safety, and quality, cultivating discipline.

- Quarterly ”North-South Technical Competition”: A skill competition between employees in the same positions in Shenyang and Guancheng, with winners receiving the title of ”Technical Star” and a bonus.

- Annual ”Integration Family Day”: Inviting the families of employees from both the north and south to visit the factory and organizing social activities.

”The key to cultural integration is **Respect**.” Lin Wan emphasized, ”The first page of the ’Shenyang Project Employee Handbook’ we produced reads: Thank you for your decades of contribution to China’s manufacturing industry; now, let us write a new chapter together. The handbook includes portraits and stories of twenty Old Master Craftsmen, which is our way of expressing respect.”

Finally, Su Chen walked to the front of the stage. He brought up a 100-day countdown chart, from July 11th to October 18th—exactly one hundred days.

”Now, I will announce the 100-day assault targets.” Su Chen’s voice became resonant and firm, ”This is not a KPI; this is a **Military Order**.”

**Month 1 (7.11 - 8.10): Foundation**

”Complete four things: First, asset inventory—establish digital ledgers for all equipment, tools, materials, and work-in-progress; Second, core equipment maintenance—especially that set of Germany five-axis gantry milling machines, which must be back in operation within one month; Third, core team formation—management team in place, technical core formed; Fourth, system promotion—ensure all employees know how the new company operates and what the new rules are.”

**Month 2 (8.11 - 9.10): First Production**

”This month has only one goal: **The first ’Xingchen-Shenyang’ jointly manufactured machine tool rolls off the line**.” Su Chen zoomed in on the product image—it was a Jingwei series CNC lathe, but with a special design on the nameplate: ”Shenyang Machine Tool” engraved on the left, ”Xingchen Technology” on the right, and the joint LOGO in the middle.

”This machine tool must have a complete production record: who designed it, who machined it, who assembled it, and who inspected it—all traceable. It will be permanently displayed in the factory history museum as a witness to this rebirth.”

**Month 3 (9.11 - 10.18): Self-Sufficiency**

”Achieve three breakthroughs: First, secure the first military industry order—Mr. Chen, the 80 million rmb drone parts order must be won; Second, cash flow break-even—monthly operating revenue must cover monthly operating costs; Third, quality compliance—product first-pass inspection pass rate must reach over 98%.”

Su Chen looked around the room: ”If all three of these goals are achieved, it means the new company has the ability to be self-sufficient. We can say: the surgery was successful, and the patient has come back to life.”

The conference room was silent. The goals were clear, but the difficulty was immense. Everyone knew that these three months would be a tough battle.

Su Chen turned off the projector and walked to the center of the conference room. Sunlight shone in from the side, outlining his silhouette clearly.

”I know many people here are thinking: Three months, is it possible?” His voice was not loud, but every word felt heavy, ”Those old machines, those habits that haven’t changed in decades, those skeptical gazes—the difficulties we have to face might be ten times greater than we imagine.”

He paused, his gaze sweeping across every face: ”But I also know that in the Shenyang workshop, Master Liu Weiguo will bring his apprentices this afternoon to start cleaning that Germany equipment. In the office of Deputy Factory Director Wang Jianguo, he is organizing the process notes he has accumulated over thirty years, preparing to pass them on to the young engineers. In the employee dormitory, those young technicians selected for the training in the south are excitedly and nervously packing their luggage.”

”They are all taking action.” Su Chen raised his voice, ”They are telling us with their actions: **They want to change, they are willing to change, and they are waiting for someone to lead them in changing**.”

He walked to the window and pointed outside: ”One hundred days from now, if everything goes smoothly, we will hold a celebration meeting here. But I want to be clear in advance—”

Su Chen turned around, his eyes burning: ”We are celebrating, but not because the merger was successful. A merger is just a legal procedure and not worth celebrating. We are celebrating the **roll-off of the first product bearing the new gene**.”

He walked back to the whiteboard and drew a simple DNA double helix structure: ”What is the new gene? It is the experience of the Shenyang Old Master Craftsmen combined with the technology of Xingchen’s young people; it is the solidity of northern heavy industry combined with the agility of southern manufacturing; it is the legacy of the planned economy combined with the vitality of the market economy. Only when these three genes fuse together can a truly new life be created.”

Lin Wan said softly: ”Just like you promised Master Liu this morning—shouldering history, charging into the future.”

”Correct.” Su Chen nodded, ”In these one hundred days, what we need to do is turn this statement into reality. Let the weight of history be our foundation, not a burden; let the drive for the future be our wings, not recklessness.”

He said finally: ”Now, I will assign tasks.”

”Zhao Tiezhu, you have seventy-two hours to produce a detailed equipment maintenance and production line transformation plan.”

”Lin Wan, you have forty-eight hours to complete the final formation and mobilization of the team heading north.”

”Chen Zhiyuan, you have twenty-four hours to confirm the intention for the first order with the military industry group.”

”Everyone else, get to your posts. In five days, the first team will head north. One hundred days from now—”

Su Chen paused, his gaze burning like a torch: ”I want to personally press the start button of that jointly manufactured machine tool in the Shenyang workshop. When the spindle starts turning, the cutting tool cuts in, and the chips fall down like a silver waterfall—”

”That will be the true **Moment of Rebirth**.”

Meeting adjourned.

People left one after another, but when everyone left, their backs were straighter than when they came in.

Zhao Tiezhu and Lin Wan remained until the last. They walked over to Su Chen.

”A lot of pressure, right?” Lin Wan asked softly.

Su Chen smiled: ”But I feel very grounded. Knowing what to do, knowing how to do it, knowing why we are doing it—this is more reassuring than anything else.”

Zhao Tiezhu looked at the 100-day countdown chart: ”General Manager Su, can I make a request for the celebration meeting in one hundred days?”

”Go ahead.”

”Invite Master Liu and let him press the first start button.” Zhao Tiezhu said, ”His hands have been operating machine tools for a lifetime. Let his hands open the new era.”

Su Chen’s eyes grew warm, and he nodded firmly: ”Okay. It’s settled.”

Outside the window, the sun was setting.

And a manufacturing rebirth experiment that spanned north and south and traversed history had entered a countdown measured in hours.