Vol 2 Chapter 616: Equal talents

As for the 10% of the shares, they are actually apportioned among several shareholders. Wu Hao owns 80% of the company's shares, so he has the largest percentage. He will take out 8% of the shares to establish a share option fund.

Zhang Jun owns 10% of the shares, and he takes out 1% of them. As for Zou Xiaodong and Yang Fan, each of them owns 5% of the shares and each of them takes out 0.5%.

Take out 10% of each individual's shares. This is the most fair share, and several people can accept it. Although a little more or less is not much different for them, after all, every point now represents a huge benefit. If the distribution is unfair, it may lay the root cause and bring hidden dangers to the future.

This time Wu Hao took out the most shares. Although it seems to be a little loss, who will let him have the most shares? Even after deducting this 8%, he still has 72% of the shares, which is the absolute share of the company, which is enough to control the company.

Sure enough, after Wu Hao announced the news, the entire company was boiling, and employees were discussing the stock option incentive fund, whether they have a share and so on.

Many people are also calculating to see how much they can get.

However, according to the requirements, more than three years of old employees are eligible. Employees recruited within three years are required to wait for the expiration of the three-year period. Including Tong Juan who joined them as the company's vice president.

Veteran employees who are more than three years old have different distribution methods according to their levels. For example, the most basic level employees have incentives to pay dividends, and the higher level is position-related option dividends. The share award is only for middle and senior cadres, as well as those who have made special contributions to technical personnel and outstanding employees of the company.

This ten percent will not be divided all at once, but will be established into a long-term stock option incentive fund.

Although it is only this 10%, the profit from the annual dividend is also very amazing. If this one-time share is completed, what will the employees who join later do?

This is indeed a dose of strength, which gradually calms down some people in the company. And the enthusiasm of the employees has also improved a lot, these are visible to the naked eye.

This news was immediately known to the outside world and caused heated discussions, and everyone was speculating and discussing how much the 10% stake was worth. Some say 10 billion, some say 50 billion, and some say more than that. How much is unknown, but without exception, it has caused a wave of hatred.

Even Lin Jianliang, the director of the human resources department, is reacting to him, and recently the position they recruited has become hot again. For an ordinary post, there are hundreds or even thousands of candidates.

However, in terms of staff and talent recruitment, under the guidance of Wu Hao, the human resources department is getting tighter and tighter.

Simply put, the conditions are getting higher and higher, and the competition for positions is fierce. If it was just the recruitment of an ordinary large company, it is now like a civil servant or a graduate entrance examination.

Of course, under Wu Hao's advice, recruitment does not depend on academic qualifications, or that academic qualifications are only a reference, it is not important, it is actually not important in the overall recruitment conditions.

The same two people, one with a high education level and one with a low education level, if the comprehensive ability of the two are equivalent, will definitely hire a high education person. However, if the comprehensive ability of the low-educated person is relatively good, then the low-educated person will be favored.

In a word, no longer pay attention to education. This is also a convenient channel for those excellent talents, so long as they have the ability and no education.

In the company's R & D department, undergraduates receive higher salaries than master and doctoral students, and many.

Secondly, the relevant talent recruitment is no longer just looking at the theoretical knowledge of these people, but more focusing on the actual hands-on ability. Some so-called high-quality talents have a theoretical set of theoretical knowledge, but they really do nothing at all. Wu Hao doesn't want such a person, such a person will only move his mouth when he comes over.

Another major change is that, like most large companies, they are more inclined to recruit fresh graduates. Even if they do not have any work experience, it is precisely because they have no experience that they are like a blank piece of paper and more easily shaped.

In addition, fresh graduates recruited directly in this way have higher recognition and loyalty to the company.

Compared with some old technical staff, they are more energetic, more active in thinking, and more creative.

Of course, they will not close the window to those older technical personnel or older talents. As long as you have the ability, how old are you? There are many technical talents in the company who are over forty years old. Many of these people hold core positions.

These people have very rich professional experience, and many of them have been laid off by some large companies. These people join in and do a good job, and because of their rich experience, they bring out a large number of outstanding young talents.

It is said that the company is now in the stage of rapid development and rapid expansion, and the recruitment of employees should be expanded. But why does Wu Hao restrict the flow and tighten it? This is mainly related to their future working environment.

Here are mainly other positions, such as the company's various production plants. Now that all intelligent unmanned production is realized, ordinary production workers are not needed at all, or only a small number of production workers are needed.

Secondly, www.readwn.com ~ are some common positions in the company, because of the use of artificial intelligence office systems, these positions have gradually disappeared.

Finally, there are some administrative and management positions. Why do large companies have low operating and office efficiency? Because their departments and positions are relatively bloated and complex, their efficiency cannot be improved.

This is like the reason why a bloated fat man can never run away from a lean normal person. What Wu Hao is doing now is regarded as his ‘fitness’. Remove excess fat from it and exercise strong muscles.

Although the card is relatively tight, this does not mean that the company's personnel positions are relatively fixed, but on the contrary there is strong liquidity. Although the company's system is relatively free and even a little loose, this does not mean that the company's requirements for employees will be reduced, but rather increased.

If the employee fails to meet the requirements, he will be suspended from work to receive training, and if the training still fails to meet the requirements, he will be fired.

In this regard, Wu Hao showed no mercy, and even laid off a group of old employees who had been with them very early.

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