Chapter 3069: Regularization

After several days of investigation and research, as well as communication with several key figures.

I can finally make up my mind.

In the afternoon, the decision-making committee came to meet, and Zhou Buqi came to preside over the meeting.

Let’s see if Ziweixing can further innovate, transform and upgrade under the existing domestic human outsourcing model to achieve a new system that better drives the company’s long-term development.

He Yang had already seen what Boss Zhou meant, and he had even prepared a plan.

Differentiation is necessary.

If they are not treated differently, they will all be mixed into the same pot of porridge, and it will be easy for them to influence each other and slide down the slope.

Like many prestigious high schools.

In order to achieve the best admission rate, there must be a differentiated treatment strategy, there must be "top classes", and there must be a distinction between outstanding students and ordinary students. This kind of differential treatment is somewhat unfriendly, but this way can better stimulate the potential of "top students" and is an effective way for a high school to achieve good results and achieve its own competitiveness.

In response to the "headquarters + subsidiary" human management model proposed by Boss Zhou, He Yang came up with a preliminary employment plan.

The focus is mainly on recruitment.

Employees whose personnel relations belong to the headquarters can only fall into four categories.

First, from startups.

Employees who have participated in entrepreneurship are the most valuable employees. They have been the bosses on their own. Even if the entrepreneurship fails, they can personally understand the obstacles and the complexity of decision-making in running a company.

When they return to their position as workers, they will have a higher overall perspective, and they will be able to better understand the difficulty of the company's survival, and they can look at many issues from the company's perspective.

Dare to start a business, which shows that you have courage; being able to start a business shows that you have strong organizational skills.

This type of employees, even if they return to being workers, will still be the "pacesetters" in the company and serve as an example.

Second, headhunting.

If other people have outstanding talents, headhunting companies will have their eyes on them. You can go poach and rob others. While weakening your opponent's strength, you can also strengthen your own strength.

Third, internal referral.

Don't avoid relatives when promoting talents.

The Internet industry seems very big, but the circles get smaller as you go up, and the number of people at the top becomes smaller. Knowing each other and living in the same circle means that everyone is basically the same type of person. A senior scientist from Ziweixing is interested in a technical expert whose own skills can reach the level of a scientist.

Fourth, fresh graduates.

This is the main source of talent for regular employees at the headquarters. It is the foundation of Ziweixing and a symbol of Ziweixing’s potential and future. The recruitment standards are very high, it must be from a prestigious school with a bachelor's degree of 985, and the recruitment standard must be T3 or above.

There are many business executives on the decision-making committee, and several are pure scientists.

Not everyone understands human resources management.

For example, Zhou Feng asked: "What about social recruitment?"

He Yang said: "Abandoning social recruitment, the subsidiary mainly focuses on social recruitment and school recruitment, which is for former outsourced employees."

Zhou Feng asked: "Can't we recruit talents who meet the requirements of the headquarters in the social recruitment?"

"Can't recruit!"

He Yang's answer was very arbitrary.

Zhou Feng frowned slightly, "Not necessarily?"

He Yang smiled and said: "If the other party is really a rare and outstanding talent, he will have been targeted by headhunters long ago. Even if he is very low-key and has not been noticed by headhunters, he must have his own connections and can be recommended internally. "

Pei Yao is the chief human resources officer of Ziweixing. She has one-size-fits-all recruitment advice. “I have regulations for recruitment. Anyone who has worked for more than 5 years and is still sending out resumes and thinking of starting from junior interviews, They will all be brushed off, and they will not be able to pass the resume screening process. Resumes should be the privilege of newcomers with a lot of work experience and they are still sending out resumes. "

Dr. Wang Jian was also surprised, "Isn't it too rash?"

Pei Yao said: "No, the development of the workplace must involve the construction of human connections. Whether you are technical or administrative, there is no difference. The meaning of social recruitment is to plug and play... Of course, I am talking about the headquarters. The strategy of the human resources department. If a person has been working for so many years, but he does not receive the attention of headhunters, and he cannot even find the internal referral channels of Ziweixing, then it can basically be concluded that he has no ability. "

He Yang said: "This is what I always say recently, why academic qualifications will play an increasingly important role in employment decisions. Academic qualifications are also connections. Tsinghua students and their classmates are all his connections. You promoted them As a Tsinghua student, he may push more Tsinghua students to come over."

Wang Xiaochuan is from Tsinghua, and he recommended many Tsinghua classmates, as well as many Tsinghua juniors and juniors.

Experienced people will not resort to social recruitment when looking for a job.

They are all in referral mode.

For example, a returnee who graduated from Tsinghua University and studied abroad is unlikely to attract the attention of a headhunter. How will he find a job? It's definitely not possible to send your resume everywhere, otherwise you will be looked down upon. The most important network channel is your college classmates.

Among his college classmates, there must be many who work for technology giants such as Ziweixing, Alibaba, and Huawei, and use internal referral channels. Or he is highly skilled and has technical exchanges with many senior scientists from Ziweixing, Alibaba, and Huawei in the open source community, and they are in the same circle... This also creates the prerequisite for internal recommendation.

Therefore, educational factors will become increasingly important when selecting for promotion.

One graduated from Tsinghua University and the other graduated from Beihua University.

The two have similar abilities.

Choose those with good academic qualifications for promotion!

After promoting this classmate from Tsinghua University, he will have a greater say and can recommend more classmates in his "Tsinghua" circle. The same cannot be said for the classmate from Beihua. Maybe he has outstanding abilities, but after all, he is a minority and an isolated phenomenon. It is almost impossible to bring more talents to the company from his academic circle.

Zhou Buqi smiled and said: "I talked to some outsourcing employees before and gained a lot of experience. What one of my classmates said is very representative. This classmate is also an outsourcing employee, and there is a doctoral student from Beijing Institute of Technology in their group. . He was very curious and wanted to ask how much the doctoral student earned every month. After chatting for a while, he found that the outsourcing classmate cared about how much money the doctoral student earned every month. What they care about is how many stocks they get; outsourcing students want to buy a house, get married, and become rich, while doctoral students think about long-term career development plans and have big ambitions.”

Guo Dan raised his hand.

After receiving the instruction, Guo Dan spoke, "I have a say in this matter. I was pregnant before. When I was 40 weeks pregnant, I was still at work. Some colleagues in the previous system asked me that I was about to give birth. Why don't you work? I asked, what are you doing if you don't work? She said resting is relaxing, but I think resting at home is the hardest thing. If you are so rich, why are you still working so hard? I can’t make enough money. Then I can’t communicate with her. I believe everyone has the same idea as me. Who among us still works for money? "

The decision-making committee can be said to be a club for the rich.

Anyone with a net worth of US$1 billion is considered poor here.

Zhou Buqi said: "Making money is still very important, but you can't just focus on money. For employees at the headquarters, at least they can't just focus on salary, at least they must have the vision and courage to buy stocks."

Pei Yao said: "When we recruit at the headquarters, we also have such a requirement. At least half of the total salary package must be options or stocks. Anyone who wants to get less stocks and more money must be promoted carefully. The limitations of vision It will definitely affect the limitations of decision-making.”

He Yang added: "There is no need for such rigid regulations in the recruitment of subsidiaries. Whether it is social recruitment or school recruitment, it is mainly based on the five ranks of T1-T5, and the general contractor does not need to have Stocks. You can also just take money but not stocks. After the general contract is confirmed, they can choose how much stock to take. However, if you want to upgrade from T5 to T1 in the future, you have to transfer the personnel relationship from the subsidiary to the headquarters. Set a threshold for general contract allocation. Whoever wants more shares will have priority.”

Meng Houkun asked the most pointed question, "What about the nearly 2,000 outsourced employees in the company now? Can't they all be laid off?"

Zhou Buqi said: "Let's become a full-time employee!"

Meng Houkun opened his eyes wide and said, "Everyone has become a regular employee?"

Zhou Buqi said: "Isn't that what I'm talking about? They all become regular employees of the subsidiary."

"Then you have to pay a huge sum of money to the outsourcing company! They are all outsourced employees. If you let them all join Ziweixing, there will be liquidated damages."

Meng Houkun thought this was ridiculous.

He Yang said: "No need, just wait."

"Um?"

Meng Houkun looked at the confident He Yang.

He Yang said with a smile: "Our model has to be developed through exploration. We cannot make drastic changes right away. We have to take our time and experiment. Contracts between outsourcing employees and outsourcing companies are often short-term, and the long ones are only One year. We don't have to buy out their contract. After it expires, we can let them choose whether to renew the contract with the outsourcing company or sign with us for 2-3 years. It’s time to put this new human resources management model through its paces.”

Two things.

1. This book will end with Asda going public, then the friends going to study abroad and returning to school.

2. I am contemplating a new book, and the new book will not be about starting a business. The plan is to write a story about a low-level outsourcing employee entering the workplace and working hard.

Starting a business is too far away from ordinary people. The next book will write some stories that are close to the public and see how workers can survive in the workplace.