Chapter 110: The crisis of technology leaks

In the next few days, Wu Hao held a number of special seminars with the expert group and had a very lively discussion on the use of intelligent speech technology in the military.

The focus of the discussion is also on the military application direction of this technology, as well as its related role and positioning.

The most among them is the one most recognized by everyone, that is, this intelligent voice system can indeed provide more real-time information and data to combat units. And this kind of real-life broadcast can greatly reduce the fatigue of the combatants for complex data and information, and they can concentrate more.

As an inspection team led by the Air Force Equipment Research Institute, everyone's focus is still on the aircraft.

Through a series of discussions and demonstrations, everyone still gives great affirmation to this pilot's combat effectiveness.

But even if the expert group is very optimistic about this technology, Li Weiguo cannot immediately sign a contract with Wu Hao and cooperate. Because there is still a series of procedures to go, and the task of this group of experts is mainly to examine the demonstration report, and the real decision-making power is not in them.

However, judging from the successful cases of previous cooperation, this cooperation should be absolutely stable. So when Li Weiguo left, he also prepared him and waited patiently for the news.

After all, launching a major scientific research project is not just a matter of moving your mouth. In the early stages, you need to make preparations in various aspects. Such as venues, personnel, funds, etc., not to mention this is a military project, and the related preparation work is even more.

Wu Hao naturally knew this, and he had to make relevant preparations here. You have to know that once this project is started, he has to draw the backbone from the current R & D team, which will definitely affect the progress of the current project.

So he has to make adjustments during this time, on the one hand recruiting and training new technical researchers. On the other hand, to accelerate the progress of existing projects, to ensure that when the new project starts, these backbones can get out and invest in new projects.

Of course, the most important thing is Wu Hao himself. If he can't make time to lead the project, the project cannot be carried out.

These technicians have only been with him for a short time, and their current technical level is still limited. So in many cases, Wu Hao personally instructs and controls, and even many key places need Wu Hao to personally complete.

Since their intelligent voice assistant, or directly pushed forward to the subsequent development of the cluster control technology, many companies have thought of these technicians.

Of course, it has also been successful. For example, before the cluster array technology research and development team was dug out two very good technical staff.

It's just that these people's wishful thinking has been shorted. Although the two people who have been removed have been exposed to related technical content, they are not core technologies. The core technology is always in the hands of Wu Hao, and what these two people have is just fur.

After realizing the risks in this area, what did Wu Hao think, Zhang Jun began to take measures. The first is the relevant confidentiality agreement. All employees who have access to the company's projects and related technical information must sign a confidentiality agreement.

The second is some important technical talents who have access to core technical information, and these people have signed relevant competition agreements.

But in Wu Hao's opinion, these are useless. Both the confidentiality agreement and the competition agreement are very limited, and compared to the technology itself, its liquidated damages are too small.

So in the final analysis, it is still necessary to cultivate employee loyalty. To put it plainly, is to enable employees to meet the status quo and make up their minds to follow you.

This requires the leader to have a strong personal charm, but for Wu Hao, a hairy kid who has just graduated not long, there is no personal charm.

All he can do is to maintain a relationship with these people, and then conquer these people technically and personally, so that they feel that he can learn something, grow insights, and gain success with him.

The other is to promise and draw big cakes. Wu Hao gave these people promises that employees who will make important contributions to the company in the future at a certain stage will make options and equity rewards, which undoubtedly set a good hope for everyone.

Compared with these, technical talents value the realization of self-worth more, that is, they must show a sense of accomplishment.

Although Wu Hao didn't say much in this regard, the employees also saw hope from the two previous technologies and his words.

First of all, these two technologies can be said to have reached the world's leading position. Such a small company can come up with these two technologies, and its development prospects are definitely very broad.

In addition, Wu Hao's rich and profound knowledge and super scientific research ability have really enabled him to gain a group of followers who are still pretty good at present.

These people believe that following him will be able to create more and more amazing results, and full of longing for the beautiful future that he describes.

Of course, these are both spiritual and material. In order to recruit and engage these technical personnel, the company can say that the compensation given is very rich.

Wu Hao's salary for their technical staff, even for the same position in mega cities such as Beijing, Shanghai, Guangzhou and Shenzhen, is among the top.

What's more, in inland cities like Anxi, both housing prices and consumption are much lower than those in coastal megacities.

This means that the same salary will enjoy completely different treatment and living standards in Anxi, which is absolutely attractive for these technicians.

There are also differences between technical talents, so wages are also graded accordingly. The level of technology and job content can determine the salary level of employees, which is also an incentive for the learning and progress of technical talents.

Then there are all kinds of benefits. UU Wuhao, www.uukanshu.com, Wu Hao, they also refer to the corporate culture of some large companies, giving these employees a fairly relaxed office environment, and various benefits. In order to give these people a good working atmosphere and win people's hearts.

In addition to these there is the ultimate promise, which is the future options and share incentive plan. It's just that this is a carrot hanging in front of everyone's mouth. When will Wu Hao eat it?

Of course, even such a generous condition can't leave everyone, some people can't stop you if you want to leave.

Therefore, when Wu Hao set up the relevant technical project team, the technical scientific research personnel he selected were those who were stable and loyal, performed well, and he could trust. And those who performed poorly, and the employees of the three and four seasons were placed in non-essential positions.

And now the company has to set up a special security department, which will greatly reduce the occurrence of internal leaks in the future.

The so-called anti-human heart cannot be excluded. As a company with core technology, especially a company stared at by many people, it is necessary to do a good job in this area. Otherwise, no matter how hard you try, it will be an empty bucket .