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Chapter 193 Radical Proposal (Request)
Afterwards, Wen Liang called Yang Yun into the office.

Yang Yun only joined Bolang in March, and she became a full-time employee more than a week ago.

Typical 'new hire'.

If it weren't for a start-up company like Bolang, Yang Yun's promotion to the vice president this time would be tantamount to airborne.

But now, it will give all Bolang employees a visible hope, as long as you are capable, you can be a senior executive.

Of course, in fact, Bolang's current vice president position is still an expedient product, not a real deputy rank.

Although both are vice presidents, the actual gold content of Yang Yun's vice president is lower than that of Li Ze and Wang Wanyu.

The analogy can at most be equivalent to the ranks of Chen Jiaxin and Tang Pu who are in charge of two departments.

On the contrary, Li Xia's assistant is now on the same level as a first-level department manager.

As for Wan An, she belongs to a certain level of non-leadership positions, compared to the level of deputy manager of the second-level department.

In short, the current organizational structure of Bolang is still not perfect, which is also the process that the company must go through in the development stage.

You can't put up airs before the business is done, it's all money.

Therefore, in the relatively clear long-term plan of Wen Liang and others, Bolang has more expedient products at this stage.

For example, the second-level department is directly a group.

The perfect structure in the future will be five levels: office meeting→first-level department→second-level department→third-level department→team.

Subsidiaries are at the same level as the first-level departments, and the corresponding departments under the jurisdiction of the subsidiaries are automatically downgraded to one level.

……

In the afternoon before getting off work, the sun's luster already had a golden halo.

Scattered in from the floor-to-ceiling windows of the general manager's office, dragging the shadows of everything in the office very long.

Looking straight at Yang Yun, who was sitting in a dignified posture, Wen Liang raised a smile and cut straight to the point: "According to the resolution of the shareholders' meeting, you will be promoted to vice president from tomorrow."

Hearing this sentence, Yang Yun was obviously taken aback.

Even so, she didn't ask naive questions like 'how could it be me'.

After all, all the managers at the former department manager level knew that one of them would be promoted to vice president in these two days.

When it fell on her own head, Yang Yun quickly grasped the key.

'Internal personnel. '

Mr. Wen attached more importance to this matter than expected. '

Therefore, Yang Yun quickly said earnestly: "Thank you Mr. Wen and the shareholders for their trust. I will do my best."

Wen Liang was quite satisfied with Yang Yun's reaction: "From now on, you will be in charge of the company's human resources."

Then, Wen Liang expressed his thoughts: "I tend to divide human resources into two parts: administration and organization;
The former is in charge of administrative affairs such as recruitment and salary review, while the latter is in charge of the training, selection and impeachment of reserve personnel, as well as the evaluation of total salary and benefits. "

After finishing speaking, Wen Liang leaned back slightly and made a patient gesture: "I want to hear your opinion."

It's a whole structured business.

Yang Yun obviously needed time to tidy up, so she didn't answer right away.

From the perspective of her interests as a human resource, such a split is not beneficial.

However, she knows that she now needs to consider from the perspective of the company's interests. Such a split is even the best solution for a company system.

Human resources is a department related to "people", but human resources are also composed of people.

This separation of relative checks and balances can reduce the problems caused by "people" within human resources to a certain extent.

After thinking about it for a while, Yang Yun finally said in a calm tone: "I agree with this kind of work model. It is also conducive to improving work efficiency that I and Manager Yuan are in charge separately."

Hearing this, Wen Liang pointed out bluntly: "You are the vice president in charge, you are responsible for everything, and report directly to me."

Yang Yun understood the meaning of Wen Liang's words, Wen Liang was too lazy to play with the person in charge to check and balance.

All he wants is the mutual checks and balances of the system itself.

"Understood." Yang Yun nodded repeatedly.

Wen Liang was not allowed to ask afterward, and Yang Yun took the initiative to share some of her opinions on the company's personnel issues.

"In the past week, the company's backlog of problems has been resolved to a certain extent, and the process system has become more complete."

"However, all things are essentially human."

"The company has developed in a short period of time and has developed rapidly. There are advantages and disadvantages. The disadvantage is that it needs to spend more energy on running in. The advantage is that it can still make drastic changes now."

"I have a few thoughts about internal communication software..."

"about……"

Having said this clearly, Yang Yun paused for a moment, looked at Wen Liang, and said after deliberation: "There is another more radical idea."

Wen Liang was patient enough from the beginning to the end, without interrupting or expressing his opinion.

But Yang Yun still knew how radical what she was going to say.

Seeing that Wen Liang just nodded slightly, indicating that he would continue, Yang Yun still couldn't help taking a breath first, and said: "The company has a lot of outsourced part-time development, and according to the relevant records, the efficiency of code submission is good, which shows that at least the company The R&D department has a flexible working foundation;

It’s not that I want to copy the western style completely, but from the perspective of me as an employee, I personally think that flexible office is very attractive to talents;

So I wonder if it is possible to implement a 3+2 working system in a small area in the R&D department. "

Yang Yun almost didn't dare to pause, and said in a hurry: "In terms of employee benefits, the company has reached the forefront of the industry. With our current salary system, talent retention is definitely better than the entire industry except the system;

I know that many large companies have various accounting models for labor costs. The original intention of these models may be fine, but if they are implemented, they will easily become efficiency-only. ;
Our company pays attention to effective efficiency and limits overtime, so I wonder if we can make some more beneficial attempts. "

Wen Liang showed appreciation: "Very good proposal, you are right, since even outsourced part-time development can submit qualified code in flexible office, there is no reason why full-time employees can't do this."

"3 days firm and 2 days flexible is a good try."

After a short pause, Wen Liang said again: "Form a plan and submit it as soon as possible. You can't work overtime. It will be useful in tomorrow's meeting."

Yang Yun nodded and wrote it down.

But there was an inexplicable intuition in her heart, she seemed to express some of Wen Liangyuan's thoughts.

Even, maybe her ideas are not as radical as Wen Liang thought.

She really guessed right.

In Wen Liang's eyes, the essence of all things is human affairs, and he attaches much more importance to talent retention and talent absorption than everyone imagines.

Otherwise, the distribution system will not be considered again and again, because this is the most basic bottom-level interest.

Because Wen Liang understands that although traditional concepts, educational concepts, etc. have made many low-level people have an almost hypocritical moral concept, the essence of society is still inseparable from interests.

Just like Wen Liang and Ma Poli, although they speak politely, every word is full of benefits.

The same is true for a company. They say that they don’t give money, and they are just drawing cakes. Who will work for you...

Glancing at Yang Yun, Wen Liang said again: "Personnel issues are the core issue, how to treat people as human beings is the focus of your future work;
At the same time, I also remind you, don't turn human resources into a house game, don't look like employees are busy, departments are idling, but in fact they are worthless, wasting resources, making noise, and wasting other people's time. "

"The internal communication software will be officially launched tomorrow morning, and the voices of grassroots employees will be brought into my place most smoothly. This will be an important basis for me to judge human resources work."

Yang Yun replied solemnly.

She felt the weight on her shoulders.

She also likes such a challenging future.

…………

Friday, June 6th, the last working day of the second quarter.

Early in the morning, every employee who walked into the company had some expectations. Today is another very special day for all Bolang employees.

Option Grant.

reward arrangement.

Personnel transfer.

And the organizational structure adjustment that everyone has guessed.

Although the resolution of the shareholders' meeting has not been disclosed to the public, everyone in Bolang believes that the existing organizational structure is not enough.

This is all consensus.

At ten o'clock in the morning, the regular quarterly summary meeting was held as scheduled.

This time it is an enlarged meeting.

However, Wang Zhiyi, Zhao Mingjie, Zhang Yulin, and Qin Zheng did not attend the meeting.

There are only twenty or thirty people in total.

The first is the basic reporting work.

It's all relatively simple content.

For example, in the recruitment of human resources, Bolang currently has 1319 employees.

Of course, this includes the personnel of the Hui Payment subsidiary who also work in the Yinhui Building.

This is followed by some progress in various sectors.

In the end, Wen Liang briefly concluded: "The company has made quite brilliant achievements in the second quarter, and everyone has worked hard."

"Let's talk about the first thing, the option grant."

"A total of 1600 million shares have been awarded this quarter. We will select 200 suitable people from this list of 150 people to grant them. Everyone here has already allocated them."

A total of 1600 million shares, of which 480 million were awarded to executives who attended the meeting and did not receive options in the first quarter.

Including Wan'an.

However, Wan'an didn't get much, only 15 shares.

You must know that the remaining 1120 million shares are divided among 150 people, with an average of nearly 7.5 shares.

And, now Bolang's shares are worth a lot!
According to the conditions proposed by Wen Liang to several capitals, the pre-investment valuation of Xiaochengshu will exceed 200 billion. According to this valuation, the total share capital is 10 billion, and the market valuation per share will be 20 yuan.

That's why Wen Liang said before that she didn't know what Wan An thought, but this time the 15 shares she got based on her work performance are now worth more than 300 million.

Moreover, the options have an exercise period of two or three years. The employees who can get the options this year after two or three years will have an average per capita of tens of millions. That is all because of the development of Bolang.

After all, the market value of a total of 5% of the shares will only be 50 billion in two or three years, so Bolang will only be worth 1000 billion, which is no different from Weibo, which is now in decline.

……

It is not the first time to screen option candidates, and things will naturally settle down quickly.

Wen Liang then briefly announced the established organizational structure adjustment arrangements and personnel arrangements.

Yang Yun was promoted to vice president.

Even Yuan Shiya was only a little dazed at first, and then she came to her senses.

Yuan Shiya has a great advantage, she can recognize herself clearly.

Anyway, this adjustment of the organizational structure is equivalent to raising the ranks of Xin Dai and the others in disguise.

Finally, Wen Liang looked at everyone: "Considering that this year is over halfway, the company will undergo major adjustments, and other factors, we will hold an all-hands meeting at Grandview Marriott at two o'clock in the afternoon to announce some news."

"Including the staff on duty at necessary positions should also participate."

"The meeting lasts for one hour, everyone prepares in advance, I need to find some references through this office vacuum period."

After Wen Liang finished speaking and got up, everyone in the conference room also got up one after another.

Obviously, what Wen Liang needs now is not to ask questions, but to execute.

He has made it clear that he wants to artificially create an office vacuum for one hour.

You must know that every minute and every second after the year, Bolang's necessary positions will always be on duty.

Therefore, although most of them are developing steadily, when there are really no people in all positions, the pressure of that kind of office vacuum will bring great pressure to every manager.
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PS: Let me just say a few words, I saw a lot of comments from the backstage who actually complained about the arrangement of distribution, but... big brothers, if there were no twists and turns back then, this is the society we can really experience Great environment, real labor is glorious, and real people have hope.

In my opinion, this incident needs no external driving force at all for a protagonist who has experienced the times.

Think about it carefully, don't you people who are already at work don't want to be treated as "human beings" at work?And this is just a web article, don't be so harsh, I am powerless to change the reality, I just want to have a little fantasy.

(End of this chapter)