Taking over the electronics factory, you actually created an industrial empire

Chapter 85 What, is it possible to recruit people like this?
Sheng Huainan nodded, knowing that he understood his needs, and said, "Chen Yuan, the time is just right now, you prepare, I am going to work in 211, 985 schools in Jinzhou, Chang'an, Jiankang, Yangcheng and other big cities Hold a campus job fair to recruit outstanding talents!"

"Isn't the country now advocating solving the problem of difficult and poor employment for college students?"

Chen Yuan just arrived, she took out her notebook, nodded in agreement.

Now Shangsha Electronics has actually started to recruit ordinary college students, but it just posted information on the website of fresh graduates, and recruited some people before leaving. Experience, a large number of recruits are afraid that Shi Yongxin will say that the administrative department officers are unfavorable, which will seriously hinder the research and development progress.

Now that Sheng Huainan has proposed it, she will naturally implement it seriously.

After all, college students are cheap, easy to use, and highly malleable (easy to brainwash), and the direct descendants of the company will gradually transform into this group of people in the future.

The point is, it's easy to recruit!

"The gameplay this time is slightly different from other companies!" Sheng Huainan looked at the people who listened carefully and memorized the notes below, and continued, "I think this recruitment should bring in other sections together to form a The overall talent recruitment system will form a regular recruitment system in the future.”

He looked at the executives below who were listening carefully, nodded, and continued.

"My plan is to divide the fresh blood of the talent echelon into three echelons!"

"The first echelon, that is, the doctors and masters of each 985 and 211 and very individual target universities, will enter the future leader plan. These people have a strong professional foundation and depth. This plan focuses on the company's leadership echelon. I especially want to emphasize that our R&D team will gradually become dominated by this group of people in the future. Our Shangsha Research Center must have breadth and depth. Without a postgraduate degree, R&D ideas may not be enough. Strong! Chen Yuan, discuss with the bosses and formulate a detailed one-on-one training plan for this echelon!" Sheng Huainan turned his head to the side and said to Chen Yuan who was beside him.

"Okay, Mr. Sheng, I will show you the assistance plan and supporting system within 5 days!" Chen Yuan is a capable woman with short hair. She has super executive ability and likes to do things with node control. Sheng Huainan was quite comfortable with a female executive.

"The second echelon is the management trainee system (MT system) at the undergraduate level. In principle, the recruiting institutions are mainly 985 and 211. I named it "Blooming"! It means that like flowers, gradually Bright flowers bloom! These talents will be the main force of Shangsha’s electronic marketing, administration, finance, and a small amount of research and development. In the future, except for some high-end talents above the manager level, I will gradually reduce the social recruitment of grassroots employees. To improve the purity of employees, after five years, in principle, the source of grassroots employees in Shangsha must be based on campus recruitment.”

"The third echelon, this is the special recruitment of electronics factories and future battery factories, which have a high turnover of personnel. This part will not be included in our campus recruitment plan. It will still be the same in the future, but the administrative department needs to make adjustments. A dedicated recruitment team for electronics factories and battery factories will be spun off, don't mix with the first and second echelon jobs!"

"The construction of these three echelons is very important to us at Shangsha Electronics. In the future, we can continue to add fresh talents and gradually cultivate their sense of identity with Shangsha Electronics and a strong competitive culture..."

Sheng Huainan slowly added while thinking, and the details were gradually perfected.

After hearing this, the executives below first questioned, then contemplated, and finally after careful consideration, they were all shocked by Sheng Huainan's magnificent recruitment system!

In 2006, very few companies, including most foreign companies, had their own views on the construction of talent echelons!

And something like Sheng Huainan who requires systematic implementation is basically described as rare!
The point is, this set of things sounds very operable!
These things have actually been in Sheng Huainan's mind for more than a year.

In the past, the conditions were immature, and he could only use ready-to-use talents. Now, based on the experience of those big Internet companies and electronics industry companies in later generations, he finally finalized this talent plan for the future of Shangsha Electronics.

He likes the wolf team, but it is completely different from the kind of boss who only pays attention to dedication. He will give these fresh graduates a very competitive income!
For example, for a financial post in one of the functional departments, people are only willing to give 2000-3000 yuan/month, so he can give 5000 yuan/month!
As for the most critical R&D post, it can match the mid-line salary of the R&D team, and give it up to 10000 yuan/month!
You know, this salary, in 06, only foreign-funded big-name companies can give such a high salary.

However, with so many graduates, not all 985 and 211 students can enter big-name foreign-funded enterprises. What Sheng Huainan is looking for is such a group of people!

This salary, plus bonuses and performance, may be higher than that of some in-service personnel with relatively junior qualifications.

Do you feel strong competitive pressure when you join the job?

Then start rolling!
Until it matches this salary level.

If the level is not good, then he will be eliminated directly!

Cooperating with this salary system is the bottom elimination mechanism. The elimination rate of leadership and employees is about 10% per year, which is not just talk.

Sheng Huainan is very much looking forward to whether this Gu King system can finally roll out Shangsha Electronics into a large 'Zhong Wei'!
As soon as Sheng Huainan finished speaking, the scene was so quiet that even a needle could be heard falling.

Nowadays, the recruitment of ordinary companies is either to recruit strong men directly, plug and play, or to find someone at the talent recruitment fair when it is time to use it.

As for student soldiers, they don't even have basic work experience, which will only reduce work efficiency. Except for some big companies who can train them, who would, and who would dare to use them like this!

However, some of the people at the scene had work experience in large companies, and they knew that this endogenous system just sounds very powerful, very tall, very advanced!

If this plan is seriously implemented for more than five years, Shangsha Electronics will definitely gradually transform into a large company with strong internal competitiveness!

. . . . . .

JZ City, University of Electronic Science and Technology of China.

these days.

Xu Fengnian has nothing important to do.

He majored in computer science and technology. He has almost graduated from graduate school. He doesn't want to study for a Ph. D. He is now looking for a job.

(End of this chapter)