Striving for excellence and preferring deficiencies rather than excesses are Wu Hao's new requirements for Lin Jianliang and the human resources department in talent recruitment. After rapid growth in the past few years, the company has developed into a large enterprise with more than 40,000 people and nearly 50,000 people. Of course, there is still a certain gap in scale compared to those big giant companies, but it is still a big presence among domestic companies and even the world's technology companies.
The continuous expansion of the company's scale and the continuous increase of employees have naturally brought some problems to them. This has also led to management problems, and the expansion of personnel organizations has not only failed to improve work efficiency, but has actually reduced it.
Secondly, the rapid increase in personnel has also added a considerable amount of costs to the company. The first is naturally the employment cost.
Not to mention anything else, the monthly salary and wages paid to these more than 40,000 people have reached a terrifying figure. Based on the average salary of 10,000 yuan per person per month, if there are more than 40,000 people, that is more than 400 million yuan.
No matter how profitable your company is, you have to pay wages to people every month, which can be said to be a huge expense for a company.
Next, there are other aspects of operating expenses brought about by the expansion of staff, which basically cover all aspects, including newly added offices, supporting office facilities, and even meals in the company restaurant, etc. These little bits and pieces add up to a considerable expense.
For a company that is developing normally and healthily, these are certainly not problems. But if something goes wrong with this company, these expenses will undoubtedly be the straw that breaks the camel's back.
Therefore, Wu Haozai decided to optimize the current company's personnel to improve the utilization of talents within the company, so that every employee can fully play his role. Instead of developing problems such as too many people, bloated organization, low efficiency and so on due to rapid expansion of personnel.
For example, a situation that occurs in many companies is that there are too few people who actually work. Often one person works, with four, five or even seven or eight leaders. This is not a joke, but may be a common situation in some companies.
What Wu Hao has to do is to avoid this situation, nip it in the bud, and liberate productivity very early. Promote outstanding employees who do practical things, and eliminate those so-called opportunists who do not do practical things but only talk.
As for the introduction and recruitment of talents, the previous extensive form of large-scale recruitment has been changed to a method of striving for excellence and preferring shortage over excess to recruit and absorb truly capable and capable talents.
Of course, this doesn't mean they have to slow down their recruitment. Although the two are related, they are not directly related. Although there are few capable and capable talents, it is not impossible. It will only make the recruitment more difficult.
In addition, Wu Hao advocates the independent talent cultivation strategy to strengthen the training and reserve of young talents. Compared with all kinds of outstanding talents who have experienced the workplace, these young talents who have just left school have more prospects for development, and their loyalty and cohesion are much stronger than those people.
More importantly, the growth of an enterprise is bound to have its own reserve talent training base. There is no need to be too rigid about academic qualifications or the school's reputation. Really tap out potential talents from these schools and then train them to become a solid foundation and driving force to support the company's development.
"Talent competition has always been the focus of competition among major enterprises. Today's technology companies are expected to compete for products rather than for talents. Good talents can promote better development of enterprises, so major enterprises and even various places They are all trying their best to recruit outstanding talents.
So for us, talent strategy is critical. "
Speaking of this, Wu Hao said to Lin Jianliang: "Although excellence and quality will raise the threshold and reduce the number of recruits, which will have a certain impact at the current stage, it will also be very beneficial to us in the long run.
The entry of outstanding talents will only enhance the strength of our entire team and the entire company. But if some people who fish in troubled waters are allowed to come in, it will be just a mouse dropping that spoils the pot of soup.
It is difficult to maintain a good atmosphere, but it is very easy to corrupt it. Do you understand what I mean? "
Lin Jianliang nodded when he heard this: "I understand, but at this stage it will indeed have some impact on our personnel recruitment work and the employment of various departments.
But we are currently working hard to overcome difficulties and organize relevant personnel to go to various universities and regions to carry out talent discovery and recruitment.
Previously, in addition to Anxi, we mainly concentrated on the four first-tier talent gathering cities such as Beijing, Shanghai, Guangzhou and Shenzhen, but now we have changed our strategy and went to some new first-tier central cities and universities. For example, Shudu, Jiangcheng, Hangcheng, Luzhou, Green Island, etc.
Our school recruitment team basically never stops. They always end up in one city and then go to another city. They even go to a city specifically for a university.
Cast the net wide, catch as many fish as possible, and choose the best. "
What a good choice. Wu Hao praised the person, then Nahao Kan looked to Wei Bing, the person in charge of the security department who was silently following him and said nothing. "Where is your security department?"
"Since the Ministry of Security took over the park, it has conducted multiple rounds of careful inspections of the park and found a total of 1,871 security loopholes. Among them, we found a total of micro pinholes in some buildings and park infrastructure. There are sixty-five cameras, a total of one hundred and eighty-two wireless recording devices, and eleven wireless data ports buried in the pipelines.
Moreover, we also found a secret passage. "Wei Jun reported to Wu Hao.
Secret passage, this is impossible. Forget about these monitoring and spying devices, you said. These things are relatively hidden and difficult to detect. But this secret passage is absolutely impossible. The entire project construction is under our strict supervision. How could there be a secret passage? Dong Yiming shook his head repeatedly in disbelief.
Haha, old Dong, don't be excited. Let's listen to what Wei Bing has to say first. He can't make a target out of thin air. Wu Hao smiled and comforted, and then looked at Wei Jun. He was also a little curious. He was not surprised to be able to find out these surveillance and spy equipment, but this secret passage was too much.
Wei Bing nodded and said seriously: "Yes, it is a secret passage. We found in the underground pipe network system that someone left a secret door in the originally isolated underground pipe network system. This secret door is very hidden and can be accessed from outside the park. It can be opened and entered into our park.”
This is impossible!
