As for the 10% of the shares, it is actually divided proportionally among several shareholders. Wu Hao owns 80% of the company's shares, so he contributes the largest proportion. He will use 8% of the shares to establish a share option fund.
Zhang Jun owns 10% of the shares, and he contributed 1% of it. As for Zou Xiaodong and Yang Fan, they each hold 5% of the shares, and each of them contributed 0.5%.
Each person should give 10% of the shares they hold. This is the most fair division and can be accepted by several people. Although a little more or a little less doesn't make much difference to them, after all, every point now represents huge profits. If the distribution is unfair, it may sow the seeds of disaster and bring hidden dangers to the future.
Wu Hao took out the most shares this time. Although he seemed to be at a disadvantage, who gave him the most shares? Even after deducting this 8%, he still owns 72% of the shares, accounting for an absolute share of the company, which is enough to have absolute control over the company.
Sure enough, after Wu Hao announced the news, the entire company was in a state of excitement. Employees were discussing the stock option incentive fund, whether they had a share in it, and so on.
Many people are also calculating to see how much they can get.
However, according to requirements, only experienced employees with more than three years of experience are eligible. Employees who join the company within three years must wait for the expiration of three years. This applies to both high and low positions. Including Tong Juan, who has recently joined them as the company's vice president.
As for veteran employees who have been employed for more than three years, there are different allocation methods according to their levels. For example, employees at the lowest level have incentive stock dividends, while those at higher levels have option dividends linked to their positions. Share awards are only for middle- and high-level cadres, as well as technical talents who have made special contributions and outstanding employees of the company.
This 10% will not be distributed all at once, but will be established as a long-term share option incentive fund.
Although it is only 10%, the profits distributed every year are also very amazing. If it is all distributed at once, what will the employees who join later do?
This is indeed a shot in the arm, gradually calming down some of the floating hearts within the company. Moreover, the enthusiasm of employees has also improved a lot, which is visible to the naked eye.
This news was immediately known to the outside world and aroused heated discussions. Everyone was speculating and discussing how much the 10% of the shares were worth. Some say 10 billion, some say 50 billion, and some say more. The exact number is unknown, but without exception it attracted another wave of hatred.
Even Lin Jianliang, the director of the human resources department, told him that their recruitment positions have become popular again recently. For an ordinary position, there are hundreds or even thousands of applicants.
However, in terms of employee and talent recruitment, under Wu Hao's instruction, the human resources department has become increasingly tight.
To put it simply, the conditions are getting higher and higher, the competition for positions is fierce, and it is basically the best among the best. If it was just recruitment by ordinary large companies before, now it is like taking the civil service exam or the postgraduate entrance exam.
Of course, under Wu Hao's instruction, recruitment does not depend on academic qualifications, or academic qualifications are just a reference and are not important in the entire recruitment conditions.
If there are two identical people, one with a high degree of education and the other with a low degree of education, and if their overall abilities are equal, the person with the higher degree of education will definitely be hired. But if the overall ability of low-educated people is better, then people with low educational levels will be favored to be hired.
In a word, we no longer pay attention to academic qualifications. This also provides a convenient channel for those outstanding talents. As long as they have the ability, it doesn't matter if they don't have academic qualifications.
In the company's R&D department, it is not uncommon for undergraduates to earn higher salaries than master's and doctoral students, and many of them.
Secondly, relevant talent recruitment no longer only examines the theoretical knowledge of these people, but pays more attention to practical hands-on ability. Some so-called high-quality talents have a lot of theoretical knowledge, but they don't know anything when it comes to actual hands-on operations. Wu Hao doesn't want such a person. Such a person will only talk when he comes.
Another big change is that they, like most large companies, are more inclined to recruit fresh graduates. Even if they don’t have any work experience, it’s their lack of experience that makes them like a blank sheet of paper, making it easier to be molded.
Moreover, fresh graduates recruited directly in this way have higher recognition of the company and greater loyalty.
Compared with some old technicians, they are more energetic, more active in thinking, and more creative.
Of course, they will not close the window for those veteran technicians or older talents to enter. As long as you have the ability, it doesn't matter if you are older. There are many technical talents over forty years old in the company, and many of these people hold core positions.
These people all have very rich professional experience, and many of them have even been laid off by some large companies. These people did a good job when they joined, and because of their rich experience, they brought out a large number of outstanding young talents.
It is said that the company is now in a stage of rapid development and rapid expansion, and employee recruitment should be expanded. But why Wu Hao wants to limit the current flow? This is mainly related to their future working environment.
The ones stuck here are mainly other positions, such as various production plants under the company. Now all intelligent unmanned production is realized, and ordinary production workers are not needed at all, or only a small number of production workers are needed.
Secondly, there are some ordinary positions in the company. Due to the application of artificial intelligence office systems, these positions are gradually disappearing.
Finally, there are some administrative positions. Why do large companies have low operation and office efficiency? It is because their departments and positions are relatively bloated and complex, so efficiency cannot be improved.
This is like the reason why a bloated fat man can never outrun a lean normal person. What Wu Hao is doing now is considered as 'fitting' for him. Lose excess fat on its body and build strong and powerful muscles.
Although the position is relatively tight, it does not mean that the company's personnel positions are relatively fixed. On the contrary, there is strong mobility. Although the company's system is relatively free and even somewhat lax, this does not mean that the company's requirements for employees will be lowered. On the contrary, it will be much higher.
If employees fail to meet the requirements, they will be suspended from work to receive training. If they still fail to meet the requirements after training, they will be fired.
Wu Hao was ruthless in this regard and even laid off a group of old employees who had been with them for a long time. They were privately complained that they were unkind.
