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Chapter 1500 The subjectivity of liberal arts is too strong

Chapter 1500 The subjectivity of liberal arts is too strong

Back in Los Angeles, it was already dark.

Zhou Buqi walked around several rooms, and the children were already asleep, so he went over and kissed the faces of several babies respectively.

This kiss was so good, it directly woke up the newborn 2-month-old daughter Ning Ning.

Ning Yaxian quickly hugged her daughter in her arms, pulled down the sling, hugged her daughter to nurse, and said angrily, "You're so big, and you're still so frizzy."

Zhou Buqi laughed, "This little girl is quite delicate. After all, she is a girl. She went to kiss that brat just now, and she was fine after several kisses. She slept like a pig."

Ning Yaxian rolled her eyes at him, "Don't kiss the baby indiscriminately, it will infect the bacteria."

"I'll go!" Zhou Buqi felt that she was a little dazed, "I can't even kiss my own daughter, so who should I kiss?"

Ning Yaxian jokingly said, "Where are those little stars?"

"That's different. A real daughter is for kissing, and a goddaughter is for..." Zhou Buqi looked suspiciously at her, and looked her up and down, "Yaxian, are you itchy? Do you want to be beaten?"

Ning Yaxian pursed her lips and said, "I didn't say I won't let you kiss, you should take a bath first. The bacteria from outside have been brought back, and children have weak resistance and are prone to get sick."

"Okay, take a shower."

Zhou Buqi felt that what she said made sense, so he turned around and went directly to her bathroom.When he came back after changing into clean pajamas, he found that the baby had fallen asleep in his mother's fragrant arms.

Zhou Buqi was afraid of waking up the baby, so he said in a small voice, "Can I sleep with you tonight? Ask Yameng to come over too."

Ning Yaxian shook her head lightly, "I want to sleep with my baby in my arms."

"Put it in the crib."

"No, the baby is too young. She has to be hugged to sleep. She has a sense of security. It's written in the parenting book. Xiaomeng can't do it either. Let's wait for the baby to grow up in a few months."

"Being a mother is hard work."

Zhou Buqi sighed, sat down and kissed her on the forehead a few times.

Ning Yaxian smiled gently, turned her head and kissed him, jokingly said: "Yameng and I are losing weight, and we won't let you touch us until we recover."

Zhou Buqi touched her waist and stomach a few times, "Isn't it recovering well, thigh... Well, the thigh is indeed rounder than before pregnancy."

Ning Yaxian was annoyed, "Okay, I'll wake up the baby again in a while, let's go to work quickly."

This is the norm.

The night in the United States is the day in China. Every night, Zhou Buqi has to stay in the study for an hour or two, answering some emails, making a few phone calls, and dealing with work matters.

The thing to focus on today must be the new concept of personnel management.

It is necessary to create a new proposition of "managing the company with the thinking of managing products".

Traditional personnel services are all liberal arts, which has led to the fact that HR work in the industry has almost become a job specially created for women.

This makes sense.

To do personnel work, the most important thing is to be able to communicate.Personnel work is like a gas station, which must refuel employees at any time; it is also a maintenance plant, which must constantly activate and ignite them.

This requires HR work to be delicate and patient enough. Women's unique tenderness and tenderness are often easier to resolve the iceberg among employees and re-knead scattered teams.

All right.

But now there is a problem. When the mobile Internet era is booming, Ziwei Star is facing a large-scale expansion of enrollment, whether it is domestic business or overseas business.

Especially Europe.

Almost every country has to have a branch office, and the total number of employees in Ziweixing Europe alone will exceed 5000 in the next two years.

Not to mention the annual salary and welfare expenses of 5000 people who need to reach 5 million U.S. dollars, just talking about the corporate training of so many employees is a huge problem!

In the traditional personnel industry, after new employees join the job, HR must provide certain training to the employees, explaining the corporate culture and performance system, and helping the team to establish a good cooperative relationship.

Small companies can use the traditional set of models.

What about big companies?
Especially multinational companies, do you go abroad for training?
Those like Microsoft and Google are easy to handle. They develop little by little, conquering new markets in one city and one place.Ziweixing's domestic business can also adopt the traditional model, but what about Ziweixing's international business?
I can't wait!
The wave of the new era of mobile Internet has come, and Ziweixing International is the first to enter the market, thinking of entering the market early and grabbing the site early.

This is the fundamental reason why Ziweixing International dared to challenge the Silicon Valley giants.

Enter the field early and seize the track in advance!
After the Silicon Valley giants reacted, Ziweixing International has become a giant in the mobile Internet field.Therefore, Ziweixing International can't wait, and can't slowly advance country by country like Microsoft and Google did in the past when they opened up the European market.

This is too slow!
If you want to grab the territory faster, you have to quickly form a group of powerful and unified thinking team to grab the territory.

I am afraid that the traditional liberal arts personnel model will not work.

You have to think scientifically.

There is a more important point, that is, regional distinction!

Different countries have different cultures. In company management, different systems and internal cultures must be formulated to adapt to local employees and stimulate their combat effectiveness...

This is too much trouble!

Just like Lu Qi's management of Ziwei Star International, due to a lack of awareness for a while, two management voices appeared internally, one was a loose culture and the other was a strong culture, and internal conflicts and even workplace struggles often occurred.

There must be a unified argument.

A new concept that can transcend the cultural barriers of different countries!

Is there such a possibility?
There is.

Whether it is a Japanese company, an American company, or a British company, they must have desks, computers, cars, and airplanes for travel...

Cultures are different, but tools are common.

Microsoft Office is used all over the world, and Oracle's database is used for office work. Tools can break down the ideological barriers of different countries!
It’s just that within Ziweixing, there is a management office tool——Weishu.

This is the enterprise version of Helo, and the core tool is document office.It was called "Dida" at first, and later changed its name to "Weishu", but the English name still retains the name "Tita".

In the study, Zhou Buqi used Ziweixing's internal product Weishu, then picked up a pen and paper, wrote and drew, and made some simple outlines of ideas.

This matter is very important, I have to sort out my thoughts, I have to go back to China, and have a serious discussion with my friends.

"Dangdangdang."

"Enter."

It was Xue Baoshan who opened the door, carrying a fruit plate, and walked into the study lightly.She should have just taken a bath, her hair is slightly damp, her delicate face is as white as milk, her lips are red and her teeth are white, and her face is full of clear water.

Zhou Buqi waved to her, "It's so late, you still haven't slept?"

Xue Baoshan pursed her lips, smiled without saying a word.

Zhou Buqi understood, "Go back to your room and wait, I'll go right away."

Xue Baoshan blushed slightly, "Who do you want?"

"Senior Sister Zhen Yu, how are you doing?"

"She is inconvenient today and has already rested."

"Then Wanwan, okay?"

If it was someone else, Zhou Buqi would have arranged it forcefully, but he has a special love for Sister Bao, and he always depends on her.

Xue Baoshan gave a soft "hmm", and her eyes fell on the draft paper on his desk. The graffiti was messy, a bit like a mind map, "What is this? Are you designing new products?"

Zhou Buqi smiled and said, "Yes, new product! I am the No. [-] product manager of Ziwei Star!"

Xue Baoshan smiled and said, "What product is it?"

Zhou Buqi said: "The new personnel concept, I plan to promote a concept of managing the company with a product thinking. The humanities-oriented personnel department is inclined towards the science-based one."

"Product thinking? Science-based?" Xue Baoshan was curious, "What do you mean?"

Sister Bao is no stranger to personnel work.

She was the chief personnel officer of the Ten Schools Entrepreneurship Alliance back then.When she first started the Yuanwei milk tea shop, she was in charge of personnel affairs.

Zhou Buqi said: "You are a liberal arts student. The personnel philosophy of the liberal arts is very subjective. This should be the same as Jieyu Media. The traditional performance appraisal model is no longer tried. It has to be investigated by HR. Evaluate."

"Well, I know."

Xue Baoshan certainly understands that Jieyu Media invests in movies, TV dramas, and reality show variety shows. Such products rarely use data to quantify performance, and more often pass HR's comprehensive evaluation.

In the performance appraisal of Yuanwei milk tea shop in the past, the sales target was 100 million, the sales at the end of the year was 80, and the performance score was 80 points.This is the traditional model.

But this is too simple.

The external environment is highly variable, and it is increasingly difficult for companies to predict the direction of future business changes, and it is also increasingly difficult to presuppose a "correct" goal. It is easy to have problems such as decoupling and deviation between performance goals and actual business.

It is not scientific enough to just set a goal and check the completion at the end of the year.

In order to deal with this problem, many modern companies, including Ziweixing, are using a wider new performance management method, that is, by collecting all-round information about employees, such as work output summary, goal completion status, collaboration Colleagues' evaluations, etc., and then HR will make a comprehensive judgment on talents, which more truly reflects the value contribution of employees' actual output to the organization.

But here comes a new problem.

How can the evaluation result be more accurate?

Need to get more information.

For example, for an employee, one colleague rated him as 10 points, while other colleagues rated him as 1 point.If HR only surveyed the employee with a score of 10, the performance score given will be very wrong.

So investigate as much as you can.

But a new problem came again.

How much HR work does it take to investigate so many people?

The most important point is that the country is fine, but what about foreign countries?
When evaluating the performance of a Spanish employee working in Madrid, do you need to send HR from the country?Or sent from America?Or recruiting new HR in Madrid?

If the HR recruited in Madrid evaluates the performance of an employee in Madrid...is the evaluation result highly credible?Will there be special care for the Madrid people, deliberately taking money from the capital, and uniting to give a high score?
This model is too subjective.

There must be a set of standardized and objective methods that can be reviewed remotely!
(End of this chapter)

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