The world's richest man started by developing gutter oil

Chapter 120 117: Split

"The key is that I have no chance to see each other at all. My daily work schedule is full." Sancai Minako said helplessly.

"Minako, since there is no chance, you should find a way to create an opportunity." Ooka Shinichi said while suppressing the anger in his heart.

"No one can see how I create opportunities." Sancai Minazi said helplessly.

"I will finally give you one month. If you can't do it within one month, then wait to collect your father's body." Ooka Shinichi hung up the phone after finishing speaking.

Sansai Minako originally wanted to ask someone else to carry out this task, but she didn't expect Ooka Shinichi to hang up without even giving him a chance to speak.

He will definitely report the price reduction of Shenlan Film Factory to the headquarters. When the headquarters learns about this, they will definitely let them take down Han Chen quickly.

Meise's trick has always been their invincible weapon, but they didn't expect it to work this time. If the Deep Blue Film Factory hadn't followed suit and lowered prices, he wouldn't have been in a hurry to let Sancai Minazi win over Han Chen.

At this time, Ooka Shinichi also looked helpless.

However, he still picked up his mobile phone and dialed Takeuchi Takaharu's number.

"Shinichi-kun, is the matter done?" Takeuchi Takaharu asked.

"President, something happened at Deep Blue. They lowered the price to $2." Ooka Shinichi said.

The price of 2 US dollars made Takeuchi Takaharu fall into silence. This price is only 10 cents away from their cost. You must know that their products are all made locally. If they can be made in China, maybe their profits can be increased. Twenty percent.

But the stacking film is their Ajinomoto's treasure. How could they produce their own treasure in other countries? What if the formula of this treasure is leaked.

"Okay, I understand." Takeuchi Takaharu said and hung up the phone.

Footbath Chicken Ajinomoto Headquarters.

Takeuchi Takaharu immediately ran to Nishui Takaaki's office after hanging up the phone.

"Takeuchi, what's the matter?" Nishui Takaaki raised his head and glanced at Takeuchi Takaharu before continuing to work on the documents.

"President, the Deep Blue Film Factory has lowered its price again. They have lowered the price to $2. We must change our business strategy, otherwise we will not be able to compete with the other party. Once the other party's factory is successfully expanded, the other party will definitely swallow up everything we have. market share." Takeuchi Takaharu said.

When Takaaki Nishui heard the price of $2, he immediately put down what he was doing.

"How do you think we should respond?" Nishui Takaaki asked.

"Nowadays, we are not the only one who can produce deposited films. We apply for patents on deposited films from all over the world, and then go to China to build factories. We shift production to China to reduce costs and increase competitiveness." Takeuchi Takaharu said.

Ajinomoto has never applied for a patent for stacked film. The purpose is to prevent others from developing imitations through patent research. Now that stacked film is no longer their exclusive product, Takeuchi Takaharu decided to persuade Nishii Takaaki to register a patent transfer factory.

"Baga, are you thinking shit? If we apply for a global patent for stacked films, then the whole world will know our formula, and others can use our formula to develop alternatives.

By then, there will be countless substitutes in the market, and we will have to face more than just Deep Blue. "Xijing Takaaki cursed.

"President, won't we die if we can't sell our stuff?" Takeuchi Takaharu said with a frown.

"No matter how Deep Blue Film adjusts the price, you should not adjust the price. As the Chinese saying goes, eggs cannot be put in the same basket. If we fall, the Americans will not be easy.

Even if our price remains unchanged, they will still place an order with us.

The only thing we have to do now is to upgrade the technology and find ways to reduce our manufacturing costs as much as possible. " Said Takaaki Nishui.

Takaaki Nishui believed that the Americans would not let them fall. If they fell, they would be choked by the Chinese. He believed that the Americans would stand on their side. After all, they were loyal lackeys of the Americans.

However, although the Americans will not let them fall, it is very difficult for them to make money.

After all, there is a Deep Blue Film Factory stuck there.

"Hey, President Hideaki, I understand." Takeuchi Takaharu bowed.

"Urge China to quickly implement the plan." Nishui Takaaki said in a very serious tone.

"Hey, President." Takeuchi Takaharu bowed again.

December 2009, 7.

Chang Huazhang drove his company's domestic commercial vehicle to the airport early in the morning, half an hour before eleven o'clock.

Today is the day that Tong Jingjing and another technician come over.

Tong Jingjing wore a professional attire and pulled a suitcase out of the station. When she walked out, she saw Chang Huazhang holding a sign. When she saw Chang Huazhang, Tong Jingjing walked over.

"I'm Tong Jingjing." Tong Jingjing greeted.

"Miss Tong, I am Chang Huazhang, assistant to the chairman." Chang Huazhang introduced himself.

At the same time another technician came over.

"Miss Tong." Yan Jiping greeted.

"Gong Yan, I didn't expect you to come here today." Tong Jingjing greeted.

"We were probably on the same flight, so we probably didn't notice each other." Yan Jiping said with a smile.

"Hello, Mr. Yan, I am Chang Huazhang, assistant to the chairman." Chang Huazhang looked at Yan Jiping and smiled.

"Hello." Yan Jiping smiled.

"I will take the two of them to the dormitory to check in first, and then take the two to the company in the afternoon." Chang Huazhang said.

"No problem." Tong Jingjing nodded.

12 points.

Chang Huazhang drove the two of them to Fifteen Peaks Garden.

"Is our dormitory here?" Yan Jiping asked after looking at the environment of the community and feeling good about it.

"Yes, the president bought thirty houses here, and these thirty houses are the company's dormitories." Chang Huazhang said.

"It seems that the company's salary is pretty good. Assistant Chang, do you live here too?" Yan Jiping said.

"I am a local and have a house." Chang Huazhang said.

Then Chang Huazhang took the two of them to Chris Sfanqin's room upstairs. Chang Huazhang arranged the two of them on the same floor. The two were very satisfied with this so-called dormitory. These houses were all decorated with fine furniture. Home appliances are very complete.

Chang Huazhang told Yan Jiping that he could return to the company to work tomorrow, and the company would send a bus to pick them up in the morning.

After bidding farewell to Yan Jiping, Chang Huazhang came to Tong Jingjing. "Assistant Chang, what's the matter?" Tong Jingjing asked after opening the door and seeing Chang Huazhang.

"Miss Tong, do you have a driver's license?" Chang Huazhang asked.

"Yes." Tong Jingjing replied.

"There is a Ford car with license plate number Guangdong B K2753 in the underground parking lot. The car is parked in the parking space No. 93 in Area C on the first floor. This is the car assigned to you by the company." Chang Huazhang handed the key to Tong Jingjing and said.

Tong Jingjing did not expect that Han Chen would also equip her with a car. This treatment could be said to be very generous.

"Thank you." Tong Jingjing said as she took the key.

She wasn't going to refuse the things the company provided, so she just accepted the car keys.

"Miss Tong, have you been to the company?" Chang Huazhang asked again.

"Assistant Chang is talking about Nantian Pioneer Park?" Tong Jingjing asked.

"Yes." Chang Huazhang nodded.

"I've been there once." Tong Jingjing replied.

"Tomorrow the company will send a bus to pick up other employees to work. If Miss Tong doesn't know the way to the company, you can follow the bus to the company. I will send you the bus driver's phone number later." Chang Huazhang said.

"Thank you." Tong Jingjing replied.

"If there's nothing else, I'll go back to work first." Chang Huazhang turned around and left after saying that.

December 2009, 7.

Yan Jiping, who did not have a car, could only come to the company with the bus.

Han Chen saw him and sent him to work on the security software. At this time, only Han Chen and Tong Jingjing were left in the office.

"Miss Tong, your next task may be a bit difficult. My company still has three subsidiaries that need to recruit people. You need to equip these two subsidiaries with talents. These two subsidiaries are Deep Blue Software and Deep Blue Semiconductor.

Deep Blue Software's main business is the development of EDA software, and Deep Blue Semiconductor is mainly engaged in chip development. It is difficult to recruit suitable talents in these two industries in China.

The company needs to build a team within three months, and the company allows you to contact a headhunting company for operation. "Han Chen said.

"Are there any limits on the fees?" Tong Jingjing asked.

"Of course you can save it if you can, but you still have to spend what you should spend." Han Chen said with a smile.

"I will try my best to save costs for the company." Tong Jingjing said seriously.

Han Chen didn't mean that he didn't want to spend money. He still had to bargain when it was time to bargain. Tong Jingjing had been in the headhunting industry, so she should have internal prices and so on. Tong Jingjing naturally understood what Han Chen meant.

"I plan to separate the company's human resources department to establish a human resources company. This company will mainly focus on online recruitment and headhunting. In the future, the group will outsource all human resources business under the group's name to this company.

I plan to let you temporarily act as the general manager of this company. I plan to implement this plan in January next year, so you should also plan carefully. "Han Chen said.

Although HR has offended no one, many management gurus are taking advantage of HR, and the value of these "scapegoats" has been questioned time and time again.

For example, Thomas Stewart once threatened to "blow up your HR department" in "Fortune"; another example is Larry Charan's "Split up the HR department" in the "Harvard Business Review".

In 2018, Mr. Ren also spun off Warwick’s human resources department.

However, they did not adopt the foreign approach. Warwick's human resources reform split the original human resources department's authority into two, separated the "people management" authority, and established a general cadre department.

The human resources department is mainly responsible for suggestions, execution, supervision and support, and the general management department is mainly responsible for promotion, performance, compensation and equity.

If the human resources work is divided into several modules according to the tradition: selection, training, employment and retention, you will find that only the "selection" work still belongs to the human resources department, and most of the "training, employment and retention" work belongs to the general cadre department, and the human resources department The Ministry of Resources has been completely characterized as a "support" department, which governs rules but has no authority to establish systems (except for small matters such as business travel subsidies, which HR can decide independently).

To put it bluntly, HR is the executive agency, focusing on service rather than management.

For HR who don't understand business, Huawei's approach is not to kill you, but to kill your power.

Not understanding the business and being unwilling to take the initiative to learn the business is a common problem not only for Huawei, but also for 99% of enterprise HRs.I stick to the six major modules of work every day. Even if the company has a three-pillar system, I still can't break out of the six major modules of work. Over time, I have formed my own comfort zone, repeating the work day after day.

This kind of "stable comfort" is precisely the Achilles' heel of HR. Warwick's move is to "split the human resources department." What you should understand is: if you don't change, someone will naturally force you to change.

Although Warwick has separated the Human Resources Department, the Human Resources Department is still within the framework of Warwick.

Generally speaking, both methods have their own advantages.

Han Chen prefers foreign outsourcing practices, which only focus on capabilities but not human relationships, so that enterprises can develop rapidly.

Because there are too many subsidiaries under the name of Deep Blue Group and involve a lot of business, Han Chen does not have the time to talk favors with the "old employees". In Han Chen's opinion, if it is okay, then get out of here.

Especially for the management of the company, no one who is flattering will be retained, only the capable people will be retained.

seriously.

Tong Jingjing did not expect that Han Chen would operate in this way. This was the first time she had heard of such an operation, but looking back, it was also beneficial. The human resources department had changed from a non-profit department to a profit-making department, so that the human resources department would not Then there is the burden on the enterprise.

The most important thing is that the outsourcing method will make the relevant personnel more responsible. You must know that Party A's father can replace them at any time if they do not do well.

Simply put, the problems of the personnel department can be summarized into five questions.

The first problem is the serious homogeneity of human resources functions.

The second problem is that the human resources department does not have planning capabilities, and the core human resources system was not written by the human resources department.

The third problem is that they have little knowledge of the law, which will only be of no help when encountering labor disputes.

The fourth problem is the problem of HR itself. The "harmony" working style greatly reduces the efficiency of organizational operations. Stable work will make HR lose enthusiasm for work and treat recruitment as a numbers game. As long as the number of people is raised, the quality will not matter.

The fifth problem is the problem of corporate culture. HR can only brainwash employees, but brainwashing cannot create corporate culture. Corporate culture is made by doing. Asking HR to tell employees about corporate culture is like asking your dog to teach you how to cultivate. WIFI.

"Mr. Han, I'm afraid I'm not qualified for this position." Tong Jingjing said.

"You can try it first. If you are not qualified, then recruit someone else." Han Chen said.

"Okay, Mr. Han." Tong Jingjing nodded.

"You can ask Secretary Wu about the specific situation of the company. Secretary Wu is no longer my secretary. I have transferred him to Deep Blue Network as president. You can just go directly to Secretary Wu for consultation later." Han Chen said.

"Then I'll go out to work first." Tong Jingjing said.

(End of this chapter)