Interstellar Energy Tycoon

Early autumn in September.

The weather is finally no longer so hot, and the occasional burst of cold air from the north brings the long-lost coolness.

Since school is also open.

Both Xu Zexu and Vera chose to live on campus.

The villa suddenly became much deserted.

Li Xingyang also finished working from home, and started to come to the headquarters building of Xingyuan Group every working day to handle various affairs of the group in his president's office.

I went to the factory for many times to inspect and investigate, and got familiar with the situation of the grassroots employees of the group.

During this kind of inspection, Li Xingyang was keenly aware of two serious problems. If they could not be resolved in time, it would definitely bring about many negative results.

One is that overtime is more serious.

The employees in most factories are basically in the state of 996 overtime. On average, they have to work at least ten hours a day, and very few do not work overtime.

In fact, with regard to overtime work, if it is the atmosphere of public opinion in the past few years, there must be countless unscrupulous voices criticizing capitalists on the Internet. However, in recent years, the unemployment rate of young people has remained high, and they can have high-income and stable jobs. It is already an enviable thing. Being able to work overtime at 996 is actually a kind of blessing, and will be envied by more people. Many people even express their desire for 996, and they will never speak ill of capitalists anymore. .

However, Li Xingyang believes that it is okay to work overtime occasionally. For the progress of the project, it is normal to work overtime for one month or two consecutive months. It is within the acceptable range, but if it exceeds three months, it will not work. Yes, he has personal experience in this regard, and knows that the fatigue and headaches brought about by long-term overtime work can be carried by young people in good health, but sudden death is entirely possible for those in poor health.

If Xingyuan Group's more than 60,000 employees continue to work overtime like this, there is a high probability that one or two sudden deaths will happen. At that time, they will definitely face a lot of pressure from public opinion and bring a lot of negative opinions.

Moreover, these employees should not only work, but also have life and entertainment. They should not be working machines, and they should be given free time to enjoy life.

So in any case, the phenomenon of serious overtime must be improved, and the average working hours of employees must be reduced.

Second, there is an obvious shortage of high-end talents.

Here we must first define, what is a high-end talent?

Perhaps the experts will give various standards, but in Li Xingyang's eyes, as long as one of the three abilities can be met, he can be regarded as a high-end talent recognized by him.

First, having a very long board is a gifted talent, and using the long spoon effect brought by this long board, can solve many specific problems, even if such a talent has only one long board, but the short board There are countless problems, such as low emotional intelligence, but it doesn't matter, as long as his longboard is good, he will still be hired, even if he doesn't have a good relationship with everyone and is a cancer in the team.

Second, they have the ability to solve complex problems, have a very strong overall quality, are very balanced, and have no obvious shortcomings, that is, bucket-shaped talents. This type of talent may not be able to solve some extremely difficult problems, but they will not be too stubborn. Able to think systematically about problems, make overall overall planning, can reasonably utilize the abilities and talents of everyone in the team, and finally solve problems perfectly. This kind of talents can also be called commander-level talents.

Third, basic backbone talents. This kind of talent does not have a long board and cannot be a commander. They can only play the role of a screw in the team. But this screw is durable and stable for a long time. In his position, there will never be any low-level mistakes and mistakes. He is highly reliable and trustworthy. Even if this single screw does not play a big role, the combination of thousands of screws can make a machine The machine burst out with extremely strong capabilities.

Therefore, this kind of solid and reliable screws also belongs to the category of high-end talents.

But in the current Xingyuan Group, Li Xingyang discovered that there are geniuses of the first category, but very few, probably no more than ten. The most typical representative is Nan Yibing. Her scientific research ability and ability to solve difficult problems are indeed very strong. , The short board is too active, unable to calm down.

The second category of commander-in-chief talents, there are, but not many, probably no more than five. Huayao's little princess Meng Yufei may be counted as one, but she is not my subordinate, at best it is a cooperative relationship. If this type of talent , can excavate and cultivate twenty, the burden on Li Xingyang's shoulders will undoubtedly be much easier.

Li Xingyang found a lot of the third type of backbone screw-type talents, at least a few thousand, but not enough. The number is far from enough to meet the needs of building an energy empire.

One hundred thousand.

No, at least there must be backbone talents like a million screws. Li Xingyang will be very at ease in his heart and feel at ease. They gave him enough confidence.

hiring!

Li Xingyang made the decision that Xingyuan Group will continue to recruit a large number of people.

At least 10,000 people must be recruited, so that the total number of employees of Xingyuan Group will reach the order of 80,000. Of course, if necessary, it is not impossible to increase to 100,000.

Among the recruited objects.

Talents with longboard ability should be recruited to about 100 people.

About 50 handsome talents with the ability to coordinate the overall situation should be recruited.

Ordinary screw backbone talents need to recruit more than 10,000 people.

But here comes the problem.

High-end talents are not something you can recruit just as you want. They need to go through a scientific and rigorous written test and interview screening to initially recruit these high-end talents, and then invest in resources and carry out systematic and meticulous training, so that they can truly show their full potential. The value and role of high-end talents.

Even if talents are cultivated, there is still the risk of sudden job-hopping or being poached by other companies, and a large amount of investment is in vain.

For this kind of phenomenon, it is impossible to prevent it. After all, few people can refuse the temptation of higher wages.

However, some measures can be taken to reduce the turnover rate and job-hopping rate of excellent employees, so that they are willing to work steadily for a long time, and can refuse the temptation of the outside world.

At the meeting of the personnel department.

"Reject external temptation? Mr. Li, I think this is unlikely. All excellent employees have a kind of pride. As long as he feels that his salary is low, he can't keep his heart except for a salary increase. This kind of person is very If they are selfish and only have money in their eyes, it would be a waste of the group's resources to cultivate such employees," said the HR.

"Mr. Li, I don't recommend systematically training them after recruiting a large number of employees. Eat off-the-shelf, never consider what the company pays."

"Instead of wasting time, money and energy training new employees into three types of high-end talents, it is better to go to headhunters for help and go to other companies to find these three types of talents. This is the most time-saving and cost-effective way, and it can save a lot of money. If we train him personally, we will definitely regret Mrs. Li." Another HR said.

Even Lu Xiaoyan, the personnel manager, advised: "Mr. Li, what they said is very reasonable. From my decades of experience in personnel work, training new employees is the most arduous and thankless thing. Most of the hens went to other people’s homes to lay eggs, and some remained with conscience, but the number was small, and they were mainly flawed hens with insufficient ability, which were close to annihilation.”

"What you said makes sense. Whether it's chicken soup or painted cakes, they don't have high wages. However, if Xingyuan Group continues to maintain the current talent structure, even if dozens of people die suddenly every year, the work efficiency will hardly be improved. The overtime phenomenon will become more and more serious. Even if a lot of new people are recruited, there will still be a shortage of manpower within a few months. Unless there are enough high-end talents, both symptoms and root causes can be solved to meet the needs of the group's business expansion. need."

Li Xingyang, who was sitting at the top, said: "Well, since you are worried that the hens will fly away, let's give them a relatively high salary from the beginning. A few thousand yuan a month is really not sincere. Anyone who changes it will want to quit. Only by offering a competitive salary, they will not consider flying away during the training stage, this is number one."

"But it will cost a lot of money, and the training cost is higher, and it will last for two or three years at most, and when the time comes, I will still change jobs." Lu Xiaoyan said.

"Then continue to improve their treatment, and at the same time, let the corporate culture of Xingyuan Group influence them bit by bit in daily life, let them gradually recognize, approve, and even become a belief rooted in their minds. This unique symbol makes it difficult for them to adapt to other companies once they leave Xingyuan Group, or even feel out of place. In the end, they still feel that Xingyuan Group is the best. It is deeply rooted in the minds of employees, even if others give him several times the salary, he will not consider quitting, this is the power of faith."

Li Xingyang said.

"Mr. Li, does our group have this kind of culture? Can you tell us what is the corporate culture of Xingyuan Group?" an HR looked at him and asked.

Lu Xiaoyan also looked at him in bewilderment, a question mark popped up in her mind, that's right, what is the corporate culture of the group, why hasn't even she heard of it? She was a little panicked. It's over. An executive at her level doesn't even know the culture of the group. This is a very incompetent performance.

"Don't worry, I plan to lead a professional filming team to shoot a recruitment advertisement for Xingyuan Group. In this advertisement, I will focus on promoting the corporate culture of Xingyuan Group, and you will know it by then."

Li Xingyang made a fool of himself, knowing it well, he smiled mysteriously at them, with a plan brewing in his heart.