Top of the Great Era

Chapter 3069 Becoming a regular employee

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 hold a meeting and Zhou Buqi presided over the meeting.

It remains to be seen whether Ziweixing can further innovate, transform and upgrade the existing human resource outsourcing model in China to achieve a new system that better drives the company's long-term development.

He Yang had already figured out what Boss Zhou meant, and he even had a plan ready.

Differentiation is necessary.

If there is no differentiation in treatment, everything will become a mess and it will be easy for them to influence each other and go downhill.

Just like many prestigious high schools.

In order to achieve the best enrollment rate, there must be a strategy of differentiated treatment, such as "top classes" and the distinction between excellent students and ordinary students. Such differentiated treatment is somewhat unfriendly, but it can better stimulate the potential of "top students" and is an effective way for a high school to achieve good grades and realize its own competitiveness.

In response to the "headquarters + subsidiaries" human resource 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 are affiliated with the headquarters can only be divided into four categories.

First, from startups.

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

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

To dare to start a business means that you have courage; to be able to start a business means that you have strong organizational skills.

Even if these employees become employees again, they can still serve as role models in the company.

Second, headhunting.

If there are any outstanding talents in other companies, headhunting companies have already set their sights on them. They can poach and snatch them from others, weakening the strength of their opponents while strengthening their own strength.

Third, internal referral.

Don't avoid relatives when promoting talents.

The Internet industry seems to be very large, but the higher you go, the smaller the circle becomes, and the fewer people there are at the top. Knowing each other and being in the same circle means that everyone is basically the same kind of people. A technical expert that a senior scientist at Ziweixing likes can also reach the level of a scientist himself.

Fourth, recent graduates.

This is the main source of talent for the headquarters' regular employees, the foundation of Ziweixing, and a symbol of Ziweixing's potential and future. The recruitment standards are very high, and the undergraduate degree must be from a prestigious 985 university, and the recruitment standards must be above T3.

There are many business executives and a few pure scientists on the decision-making committee.

Not everyone understands human resource management.

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

He Yang said: "We will give up social recruitment. The subsidiary will mainly focus on social recruitment and campus recruitment, that is, it will target the former outsourced employees."

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

“No recruitment!”

He Yang's answer was very arbitrary.

Zhou Feng frowned slightly, "Maybe not?"

He Yang smiled and said, "If the other party is really a rare and outstanding talent, he would 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 get internal referrals."

Pei Yao is Ziweixing’s chief human resources officer. She has a one-size-fits-all recruitment advice. “I have a rule for recruitment. Anyone who has worked for more than five years and keeps sending out resumes and still wants to start with a junior interview will be eliminated. They will not even pass the resume screening. Resumes should be the privilege of newcomers in the workplace who lack work experience. If you have a lot of work experience and keep sending out resumes, you can only do outsourcing.”

Dr. Wang Jian was also surprised. "Isn't it too rash?" Pei Yao said, "No, career development must involve building connections, whether you are in technology or administration, there is no difference. The meaning of social recruitment is to be plug-and-play... Of course, I am talking about the strategy of the human resources department of the headquarters. If a person has worked for so many years, but he has not received the attention of headhunters, and can't even find a channel for internal referrals from Ziweixing, then it can basically be determined that he has no ability."

He Yang said: "This is what I have been saying recently, why academic qualifications will play an increasingly important role in hiring decisions. Academic qualifications are also connections. Tsinghua students and their classmates are all their connections. If you promote a Tsinghua student, he may recommend more Tsinghua students to you. Xiaochuan has the most say."

Wang Xiaochuan is from Tsinghua University, and he recommended many classmates and younger classmates from Tsinghua University.

Experienced people will not go through social recruitment when looking for a job.

They all follow the internal push mode.

For example, a graduate from Tsinghua University who studied abroad would not be noticed by headhunters. How could he find a job? Sending resumes everywhere would not work, as people would look down on him. The most important network channel is college classmates.

Many of his college classmates must be working at tech giants like Ziweixing, Alibaba, and Huawei, so he can use the internal referral channel. Or he has superb skills 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 provides the premise for internal referral.

Therefore, when choosing for promotion, academic qualifications will become more and more important.

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 Tsinghua classmate, he will have a greater say and can recommend more classmates from his own "Tsinghua" circle. This is not the case with the Beihua classmate. Maybe he has outstanding abilities, but this is a minority after all, an individual phenomenon, and it is almost impossible to bring more talents to the company from his academic circle.

Zhou Buqi smiled and said, "I talked to some outsourced employees before and gained a lot of experience. What one of my classmates said is very representative. This classmate is also an outsourced employee. There is a doctoral student from Beijing Institute of Technology in their group. He was very curious and wanted to ask this doctoral student how much money he makes every month. After chatting for a while, we found that we couldn't talk about the same point at all. The outsourced classmate cares about how much money he gets every month, while the doctoral student cares about how many stocks he gets. The outsourced classmate wants to buy a house, get married, and be content with a small fortune, while the doctoral student considers the long-term planning of career development and has great ambitions."

Guo Dan raised his hand.

After receiving the instruction, Guo Dan spoke up, "I have the right to speak on this matter. I was pregnant before. When I was 40 weeks pregnant, I was still working. A former colleague in the system asked me why I was not working when I was about to give birth. I asked, what would you do if you were not working? This really stumped me. She said to rest. She thought resting was relaxing. But I think resting at home is the most difficult thing. She also asked me why I was still working so hard when I was so rich? There is no end to making money. Then I couldn'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 rich man's club.

People with a net worth of $10 billion are considered poor here.

Zhou Buqi said: "Making money is still very important, but you can't just focus on money. For the employees at the headquarters, at least they can't just focus on salary, they must at least have the vision and courage to take 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 stock and more money must be promoted carefully. The limitations of vision will definitely affect the limitations of decision-making."

He Yang added: "There is no need for such rigid regulations for the recruitment of subsidiaries. Whether it is social recruitment or campus recruitment, the main focus is on the five job levels of T1-T5, and the general contractor does not have to have stocks. It is also possible to take money without stocks. After the general contractor is determined, let them choose how much money and how much stock to take. However, in the future, if you want to upgrade from T5 to T5, from T6 to M5, or transfer personnel relations from the subsidiary to the headquarters, you have to set a threshold for the general contractor allocation. Whoever wants more stocks will have priority."

Meng Houkun asked the most pointed question, "What about the nearly 2000 outsourced employees in the company? We can't lay them all off, right?"

Zhou Buqi said: "Make it a regular job!"

Meng Houkun opened his eyes wide, "All of them have been promoted?"

Zhou Buqi said: "That's what I'm talking about. They all become official employees of the subsidiary."

"Then you have to pay a huge sum of money to the outsourcing company! They are all outsourced employees. You asked them all to join Ziweixing, and there will be a penalty for breach of contract."

Meng Houkun thought this was ridiculous.

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

"Ok?"

Meng Houkun looked at He Yang, who was confident.

He Yang smiled and said: "We have to move forward with this model by trial and error. We can't make drastic changes right from the start. We have to take it slow and experiment. The contracts between outsourced employees and outsourcing companies are often short-term, with the longest being only one year. We don't have to buy out their contracts, we just have to wait until they expire. After the expiration, let them choose whether to renew the contract with the outsourcing company or sign a contract with us. We can use 2-3 years to run this new human resource management model."

Two things.

1. This book will end with the launch of Astar, the friends going abroad to study, and returning to school.

2. I am planning a new book. The new book will not be about entrepreneurship. The plan is to write a story about a low-level outsourced employee entering the workplace and working hard.

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