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Chapter 117 First Quarter Summary
March 3, Saturday, the last day of March and the first quarter of 31.

Due to the small and long Qingming holiday, the statutory holidays are arranged, and I will work overtime today and tomorrow.

Although it is said that if you work two more days, you can take three days off in a row, but most office workers are not very willing to go to work.

Bolang Company is different. We are looking forward to today from top to bottom!
At 9 o'clock in the morning, when Wen Liang walked into 901, even the little girl at the front desk had a different spirit, and the office area was filled with a special aura.

Without it, as early as last month, everyone knew what was going to happen to the company today:
The first is the announcement of the results of the first-quarter assessment for all staff.

The second is quarterly bonuses and option grants.

The third is job adjustment within the department.

The fourth is the final elimination that is rumored to happen.

No one thinks that the odds of being on the small elimination list are too small, only 5%!

And it's just hearsay.

There has been no official email notification.

People are more willing to believe that good things will happen.

…………

9 points.

In the big conference room, Wen Liang presided over a routine summary meeting for the first quarter.

The participants included Yuan Shiya, Chen Jiaxin, Wang Wanyu, Lin Hong, Xin Dai, Li Ze, Tang Pu, Li Bowen, Sun Baoyin, and Li Xia.

In addition, because this summary meeting involves many related matters, Yang Yun, a new manager of human resources, attended the meeting.

There are also several administrative managers in R&D.

Zhao Mingjie and Zhang Yulin were also present as special guests.

Neither attended as shareholders.

The former participated in the meeting as the chief planner of the game business value, and the latter participated in the meeting as the chief development engineer of the Android application store.

As usual, it is Lixia and meeting minutes.

As usual, Wen Liang didn't talk nonsense at all, and called the names directly: "Manager Yuan, your human resources should make a summary first."

Yuan Shiya cleared her throat, opened the notepad in front of her, and clearly reported the summary of her human resources work since she joined the company.

The work summary mainly focuses on personnel recruitment management and service management.

"In March, the company recruited 3 new employees, and the company's total number of active employees increased to 174, and there were also 605 part-time employees on site."

"No one has left the company since March."

"Excellent attendance."

"..."

Although Bolang recruited people on a large scale shortly after Yuan Shiya joined the job, the most important performance of the human resources department manager is not personnel management, let alone the simplest service management.

Wen Liang first thought that based on Yuan Shiya's past experience, it would be difficult for her to make further progress in Bolang.

The current performance has confirmed Wen Liang's subjective opinion.

As the manager of the human resources department, she was dubbed the title of 'general'. If Yuan Shiya had the ability, she should have sorted out her work and took up more core human resource planning management, human resource system management, salary management, appointment, dismissal and transfer. , employee relations, etc.

Although the latter is related to the core, it is not appropriate to touch it when you have not established a firm foothold, but at least the first two can be considered to show that Yuan Shiya can control the growing Bolang human resources affairs, but she does not.

Traditional human resource management is divided into six modules: planning, recruitment, salary incentives, performance management, training and development, and employee relations.

It can also be summed up in two simple things:
1. Put the right people in the right place;

2. Use appropriate methods to promote him to contribute to the company's development correctly.

Unfortunately, Yuan Shiya's current work has nothing to do with human resource management: neither this nor that.

In other words, Yuan Shiya only regards herself as a personnel manager.

After listening to Yuan Shiya's report, Wen Liang was noncommittal, glanced at Yang Yun, and finally ignored it.

Then click on Chen Jiaxin.

Chen Jiaxin was already prepared, opened the folder, and made a system report.

The summary is divided into four modules: basic environment guarantee, business process guarantee, behavior system construction, and comprehensive affairs management.

The work summary of basic environmental protection mainly focuses on the two aspects of internal information management and material management.

The work summary of business process assurance is mainly focused on uploading and distributing in a timely manner—Bolang was able to maintain high efficiency even after Wen Liang requested that the affairs be documented in a process.

Comprehensive affairs management is more complicated. Chen Jiaxin finished the main points in two or three sentences without going into details.

Chen Jiaxin's report on the construction of the behavioral system is also very frank, and the progress is slow and unable to take action.

Chen Jiaxin's report was very organized.

Let everyone know where the focus of the company's administration is in the first quarter.

比如行政部在银灰大厦8楼、15楼、16楼令新租了3个总计1000平的新办公区。

In short, because Yuan Shiya is in front, it directly sets off Chen Jiaxin's ability to handle official affairs is very good.

Therefore, several people here took the time to take a deep look at Wen Liang, each with their own meanings.

For example, Wang Wanyu.

Like Li Ze and the others.

For example, Xin Dai who showed some disdain for Yuan Shiya.

And Chen Jiaxin herself.

Once again, they felt how powerful Mr. Wen was, who seemed not busy and could go to school two or three days a week.

Chen Jiaxin's original ability is relatively clear to Xin Dai who joined later.

What else can I say besides admiring Wen Liang's ability to lead people?What else can I say?What else do I need to say?
Xin Dai couldn't help changing her sitting position, she actually felt a little bit of stage fright.

Next is Wang Wanyu's report on financial work. She was born in Deloitte and can be said to be the most resistant in the entire Bolang work experience.

Including but not limited to financing issues, investment issues, dividend distribution issues, financial risk avoidance issues, tax compliance issues, etc.

In the first quarter, there were some financing and investment matters.

For example, many institutions wanted to invest in Bolang years ago.

Among them, the private equity firm was more persistent. Last week, it contacted Bolang and raised the valuation offer to 3.5 million US dollars or 22 billion yuan.

Another new venture capital has stepped in, and the valuation has also been raised to US$3 million or the equivalent in RMB.

All these were taken care of in an orderly manner by Wang Wanyu.

It also reported that the big project of planning the financial service system is underway.

To put it simply, Wang Wanyu's report clearly showed where Bolang's money came from, where it was used, how it was divided, and whether there was any improper loss.

Regarding where the money comes from, in Wang Wanyu’s report, besides mentioning the sources of revenue for the two projects of Xiaochengshu and "War God";
It also mentioned that the newly-approved bank loan has received a three-year payment of 5000 million yuan.

With Bolang's own funds, such a credit scale is actually quite difficult.

However, President Wang has a sister in the banking system.

Although this sister is just the vice president of the city branch of the same bank in Jiangxia.

But it can provide necessary help.

Although Wang Wanyu's sister is also President Wen's mother, no one cares so much.

Subsequently, Lin Hong, Xin Dai, Li Ze and others made work summary reports from the perspective of their respective departments.

Zhao Mingjie and Zhang Yulin who attended the meeting did not participate in the work summary report.

Lin Hong and Xin Dai still have a few brushes, and they always have something they can get their hands on.

Li Ze and others are not bad either.

They were often taught by gentle words and deeds. It was one thing in private, but it was another thing in public.

After everyone summed up the work content, Wen Liang glanced at everyone, and briefly summarized: "Everyone has worked hard. The company's development is not out of control at such a fast pace, it depends on everyone's concerted efforts."

"The development in the first quarter is very gratifying, but there are also shortcomings."

"I have read the summary of the assessment reports submitted by various departments. There is no official email to confirm that the last position will be eliminated by 5%. It does not have to be implemented, but..."

Speaking of this, Wen Liang took out a document from in front of him and handed it to Li Xia to distribute: "There are still 7 people who need to be dismissed!"

"After large-scale recruitment, there are new employees whose business ability cannot keep up. This is understandable, but Bolang will never tolerate employees with problematic work attitudes!"

"Especially criticize the R&D department, the human resources department, and the product department. These three departments have employees with a sloppy work attitude. The company's cost is not paid by an ancestor. I don't think anyone can understand this truth!"

Finally, Wen Liang looked at Yuan Shiya and Yang Yun and said, "The Human Resources Department cooperates with the dismissal."

Yuan Shiya and Yang Yun nodded repeatedly.

Afterwards, Wen Liang stared at everyone present: "I don't want the existing 598 employees to be dismissed in the second quarter. I also hope that everyone will carry on. If there is no business ability, there is no cure. If there is no attitude, there is no cure!"

Everyone responded in unison: "Understood!"

The faces are all a little solemn.

Wen Liang didn't dismiss the employees in the way of eliminating the last ones, but just let everyone know where his bottom line is.

This time it was only a verbal criticism of the three departments.

Everyone here is not stupid. Next time, if an employee who still has a problematic work attitude is dismissed, it will definitely not be verbal criticism like now.

Everyone has heard more or less about the performance of the 7 people on the list in the company.

There is a problem with the attitude once or twice, and it can barely be understood that everyone has a bad mood for two days a month.

Always have a problematic attitude, and that is challenging company rules and regulations.

……

Afterwards, Wen Liang took out another list, and this time projected an electronic version through the computer: "This is the first draft of the list of option grants for this quarter. It will be voted on collectively. The total number of people on the list is limited to 50 people."

The total number of people on the projection list is 80 people.

That is to say, 30 people will be excluded this time.

As for the managers of various departments, options are naturally granted based on performance. For example, Li Xia, Lin Hong, and Xin Dai received options before.

In addition, Yuan Shiya, who didn't want to go further, also got the option this time, with a smaller share.

Of course, these options are all in the 1200 million shares.

Some other executive managers have not been granted options for now.

The results of the vote will of course come out quickly.

Although it involved the interests of various departments, as well as matters such as the managers of various departments attracting subordinates, everyone quickly excluded some people, which was very fair.

Co-founders don't play dumb.

The managers who joined later, including Li Xia who had voting rights, did not dare to be sloppy in front of Wen Liang.

Then came the internal job adjustment discussion, and Wen Liang also gave the list.

Also, the results of the discussion were quickly reached. Those who can go up, and those who can't stay where they are.

……

Then about the business arrangement for the next quarter.

Wen Liang changed a document and projected it: "There are a lot of things to be promoted in the second quarter, let's talk about the general direction first:
1. The operation department is divided into two groups: business operation and business operation. The former conducts business cooperation with foreign companies, while the latter conducts business external operations;
2. The mobile game business part of the R&D department is independently formed into a large mobile game business group, which is mainly responsible for the overall main program, total value, and overall plot planning of the game;
3. The operation and maintenance department includes system management responsibilities.

4. Talent echelon construction, especially administrative management talent echelon construction. "

"..."

After talking one by one, Wen Liang drank his saliva: "There are some important specific things."

Wen Liang was the first to look at Zhao Mingjie: "Mr. Zhao, you are here to assist the R&D mobile game business team to train a qualified game numerical planning team as quickly as possible. You can do it by force-feeding or whatever."

Zhao Mingjie, who was still wearing tinfoil on his head, nodded solemnly.

Then Wen Liang looked at Zhang Yulin: "Gong Zhang, the follow-up operation and update iteration work of the Android app store will be merged into the company, so you can help me get on the horse and see you off."

Zhang Yulin also nodded to express his understanding.

He hadn't forgotten where his center of gravity was.

Developing an Android app store can only be considered a 'time-passing game'.

After that, some things in the general direction were all sorted out.

For example, in the mobile game business, we must be vigilant that the 'honeymoon period' may end suddenly, and be wary of possible third-party manufacturers;
For example, on April 4th, the invitation for the second game’s closed beta will be launched;
For example, the promotion of the e-commerce module of Xiaochengshu;
For example, the implementation of the key tasks of the R&D department;

For example, to further recruit people and optimize the internal manpower structure.

Wen Liang didn't mention things that should be vague, and things that should be important, Wen Liang never missed them.

Finally, there is the distribution of performance bonuses for various departments. This Wen Liang directly delegates power.

So far, the quarterly summary meeting is over.

The administrative managers of each department also conveyed the important results of the summary meeting.
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(End of this chapter)