Reborn Game Producer

When Qian Xiaotian took out a pack of sanitary napkins in the dormitory, everyone's eyes changed when they looked at Qian Xiaotian.

"Damn it, Third Brother, you can't do that."

"Pervert."

Qian Xiaotian looked calm: "What do you know? Who knows who uses the pads in the shoes during military training."

The next day, except Li Jiaxuan who secretly bought two pieces, everyone else said they couldn't accept it. However, a few days later Qian Xiaotian found that there was only one packaging bag left in a large package.

Military training is definitely not an easy challenge for these freshmen. They stand in military posture for an hour under the scorching sun, and then there are three major steps of training. Faced with serious instructors, they do not dare to slack off.

You will be caught by the instructor and you will be given additional training.

However, in the face of girls fainting from heatstroke one after another, the instructors gradually relaxed their requirements and at least allowed everyone to take a break frequently.

The rest period is the most relaxing and enjoyable. Each class will sit in a circle on the ground. The instructor will also put down his usual seriousness and lead the students to sing military songs. Sometimes several classes will compete with each other's voices.

At this time, unity is strength, and masculine songs such as "Return from Target Shooting" will float on the playground.

These days of joy in hardship are actually very interesting.

The cadres of the student union would often come to the playground to express condolences to the freshmen who had worked hard to train. However, what depressed Qian Xiaotian was that he didn't know if Senior Luo Yaning did it on purpose. Under the hot gazes of everyone, he would occasionally give Qian Xiaotian another name.

He brought two bottles of water, which made the boys look at him with evil eyes.

The roommates in the dormitory suddenly realized that the awesome freshman on the day of registration was actually the third child in their dormitory.

Every night, it becomes time for free activities. Yue Lingshan moves very quickly. The newly prepared Century Tianyu Internet Cafe has also begun to officially open for business, and it is full every day.

"Brothers, do you guys want to go to an Internet cafe? Let's go to Century Tianyu to play CS together." Li Jiaxuan's suggestion quickly received responses from Wang Liqiang, Lu Jun, and Qian Tang, who are also CS fans.

"Third brother, let's go together?" Qian Tang shouted to Qian Xiaotian.

"I won't go today. There are exactly four of you, so you can go."

Qian Xiaotian went there a few times and found it boring, so he stopped going. As for Du Jia, who lives in the same dormitory, he has never been to an Internet cafe in his life. He just likes to sit on the bed and read a book.

Soon Qiantang and the others got to know each other well with the other dormitories. During breaks, they often made appointments to play Coke cups together. Sometimes it was Red Alert, sometimes it was CS. This shows how popular Qian Xiaotian’s two games are.

, at least among this group of young college students, there is no one who doesn’t know about it.

The content of chats between classmates is often, "How are you doing at CS? How many games will you play?"

"My battle points are already MP5."

"MP5 is nothing, I already have AK47."

Damn...

After discussion, Kong Xiangyu and Qian Xiaotian also designed a management system suitable for Ascendas' internal management system, which is applicable to employees' salaries, ranks, assessments and promotions.

It adopts a dual-sequence career development system. One is the P-sequence, which is suitable for technical positions within the company. It takes the expert route. From the lowest level programmer to engineer to scientist, it is divided into 14 levels in total, P1-

P14, P4 and below are programmers, those reaching P4 are junior engineers, and those above are intermediate engineers, senior engineers, senior engineers, architects, expert engineers, senior experts, senior experts, researchers, senior researchers, and senior researchers.

School recruitment starts at the lowest level of P4, and Wang Chong is currently set at the P10 level.

The other set is the M route, that is, the manager route, which corresponds to management positions, from M1 to M10, corresponding to supervisor, deputy manager, general manager, deputy director, director, senior director, executive director, vice president, and executive deputy.

President and Chairman. Kong Xiangyu is currently at the M5 level. The reason why the level is not high is to give employees the opportunity to be promoted slowly.

Generally speaking, outstanding fresh graduates first join the job as P5, and after working for 1-3 years, they are promoted to P6. By P7, they are already experts, and P8 is senior experts. Generally speaking, they are well-known in the IT industry.

Members must be at least P8 level, P10 or above. For example, Wang Chong is already at the legendary god level, and they are all well-known in the industry. For example, Chu Ba, Bi Xuan and others.

Tengfei's salary structure has also been adjusted to 12+1+3=16 salary. The year-end bonus is 0-6 months' salary, and most people can get 3 months.

Equity incentives can be obtained starting from P4, and 50% can be obtained after working for two years. Incentive stocks are to reward employee loyalty, so they can only be exercised after four years. Qian Xiaotian does not want to take advantage of employees, so all shares are set

If the price is set at one cent, no matter how much the company's stock is worth in the future, as long as the employees own the equity, they will buy it from the company at a price of 1 cent.

For executives, the salary is not that important at all, as long as it is enough to live on, and options are their top priority in remuneration. Cai Congxin can give up an annual salary of 4,500 million to join Alibaba, and get a few hundred or thousands of yuan.

Regarding salary, Kong Xiangyu could of course give up his annual salary of two million and choose to take off with a salary of 500,000.

The equity incentive of 10 million shares granted by Qian Xiaotian, a talent of Kong Xiangyu's level, is worth millions of dollars based on the current market value.

From a mathematical analysis, the more stocks you hold, the more valuable the stocks will be when they are listed in the future. However, from a business management perspective, this is not the case. If you hold more shares, others will have less.

If you hold less shares, you won't have the feeling of being the master of the company. You will always feel that the company belongs to others and you are just a wage earner, so you won't work particularly hard.

This will lead to the company's development never meeting expectations, and the value of the stock in hand after going public will be greatly reduced.

Tengfei has not yet raised funds, and the equity is in the hands of Qian Xiaotian himself. Therefore, the incentive stock pool is expected to take out about 5% of the original shares in the early stage. This is a relatively reasonable ratio for start-up companies to absorb talents in the later stage.

Then increase it appropriately according to the situation.

For employees who want to resign and cash out, they have to think carefully. First, they have to pay a personal tax of up to 40%, and then they get restricted stocks that cannot be sold immediately. When they can finally sell them, they have to pay 20%.

The personal income tax included in the stock value-added tax must be paid in cash, so the more you take, the more cash you have to withdraw first. The liquidity risk here cannot be underestimated.

As for the assessment method, Qian Xiaotian learned from GOOGLE's OKR model after consideration. It is divided into eight levels, from low to high, F, I, M-, M+, E, E+, O, and will carry out proportional forced distribution.

The salary increase corresponds to the year-end bonus and the percentage of monthly salary. Those above M will have the opportunity to increase their salary.

The promotion interview also mainly depends on performance appraisal, and the frequency is once every quarter. In order to prevent one word, a three-to-one appraisal is adopted. For example, if you are a supervisor, your superior is a manager, and the manager’s superior is a director, then when the manager is evaluating the supervisor,

The director must participate, and the HR of the corresponding department must be present.

If an employee wants to upgrade, for example, from P6 to P7, he or she must pass a three-on-one interview, be promoted to P8 or below, undergo internal assessment by the subsidiary, and be assessed by the head office. It is relatively easy to advance from P5 to P6, and then go on to P9.

It will become more and more difficult to get up. Generally, by P7, you are the technical leader of the team and basically do not write code. Therefore, P6 to P7 is a hurdle, and the step from employee to management is not easy to overcome.