Reborn Technology Upstart

Ye Zishu officially opened the closed mode, and the number of steps per day did not exceed 1,000 for more than ten days in a row, as if it had returned to the way it was when it started its business.

In the past, I would go downstairs to finish eating myself, which was more or less considered exercise, but now even the people in the administration department help to bring up the meals, and they can be settled casually in the office.

So the company staff found that no matter how late he left or how early he came, the boss seemed to be working in the office all the time and never took a break.

The administration department has the deepest experience of this kind of feeling, because the administration department is the bridge between Ye Zishu and the departments below, helping Ye Zishu deal with some chores.

The old employees transferred from Phoenix Technology Company and Xuanwu Technology Company knew the boss's real working state, but the people in the administration department had never gotten along with Ye Zishu before, so they were a little scared by him.

This kind of desperate Saburo-style work style made many people in the administration department uncomfortable, and some people even dared not leave work early, insisting on delaying get off work until after ten o'clock in the evening.

If it hadn't been for Ye Zishu seeing that the people in the administration department left work so late for two or three days in a row, and asked why, they found out that these people were afraid that he would have objections to the administration department leaving get off work early.

He smiled when he heard the reason, and had to announce that he had to leave work on time if it was not necessary. He was really busy, and there was no need to drag everyone to work overtime for no reason.

Unexpectedly, this move moved many people. Over the past few years, the domestic private economy has been booming, and everyone is no stranger to the working environment of private enterprises.

Many newcomers thought that the private company they were staying in should be similar, but they were completely wrong. Ye Zishu never thought of asking employees to do meaningless things.

If you can't finish the work within a day's working hours, it means that either the work arrangement is unreasonable or there is a problem with work efficiency.

If the work arrangement is unreasonable, it is necessary to modify the work arrangement system so that everyone can complete the workload during working hours without the need to work overtime, and at worst recruit more people. He can still afford this cost.

If there is a problem with work efficiency, it cannot be completed by working overtime alone, or employees are asked to modify their working methods to improve their personal work efficiency.

Or when assigning tasks, divide less. Of course, the salary that is paid in this way is different from that of highly efficient people. If they all get the same, it will obviously violate the principle of fairness.

Now the assignment of work tasks is gradually being taken over by intelligent systems. Most of the work intelligent systems can make their own estimates, and there is no exaggeration of the workload, which is much more accurate than manual evaluation.

Of course, there are also some work intelligence systems that cannot be evaluated, and these work tasks are mainly concentrated in the fields of research and development and marketing.

The salary of R\u0026D personnel consists of two parts, one part is fixed salary. With fixed salary, their salary is actually much higher than that of ordinary employees.

The other part is the project bonus. According to the amount of work undertaken by the R\u0026D personnel in a project, the technical content and importance of the R\u0026D work undertaken, there is a comprehensive score, and the bonus is distributed according to this score.

In addition, there are originality rewards. As long as the level of patent application can be achieved, more or less one-time rewards will be given. The amount of rewards depends on the technical content and possible economic benefits.

Of course, for major original scientific research achievements, R\u0026D personnel may also receive technology sharing rewards for a certain period of time, but such cases are relatively rare, and general scientific research achievements cannot meet this requirement.

The reason why such a detailed salary and reward system is formulated, rather than one size fits all, is mainly due to the use of intelligent systems, which makes such management possible, otherwise the more complicated it is, the more difficult it is to implement from the management level.

Now employees' work performance has gradually changed from superior evaluation to system evaluation. This is particularly critical, so that many employees do not need to completely follow the face of their superiors.

Of course, there is no need to offend the leader. The leader still has a certain amount of initiative in the process of assigning tasks. If the assigned tasks are low-tech or not sufficient, it will affect the employee's assessment.

However, there are preventive measures in this situation, that is, the assignment of any task needs to be evaluated by the intelligent system. If the assignment is obviously unreasonable, the system will give a warning.

Although the distribution plan will not be dismissed, this warning will always exist. If employees complain or problems occur during the task completion process, the leader will accept inquiries and even take disciplinary action.

In Ye Zishu's view, the most ideal business management is that everyone only needs to complete the work they are assigned to, without having to deal with complicated interpersonal relationships deliberately, assessment results and promotion opportunities are all based on work performance.

This is a boon for many people who are not good at communication, but their work is particularly good. It makes them feel that they are very comfortable working in such a company.

The previous artificial intelligence technology was only good at dealing with logical problems, and did not necessarily understand many human behaviors, and the degree of participation in enterprise management was very limited.

But since Ye Zishu equipped artificial intelligence with a human emotion simulation module, artificial intelligence can not only deal with logical problems, but also understand human behavior.

Dealing with logical problems is what we often call IQ, and dealing with human behavior problems is what we often call emotional intelligence. The combination of the two makes artificial intelligence undergo a radical change.

If there is only IQ, humans have many ways to deceive artificial intelligence, making the seemingly rigorous processes and rules full of loopholes.

But with emotional intelligence, some small tricks of human beings simply cannot bypass the supervision of artificial intelligence, and make many business operations more standardized.

Especially positions and departments that deal with interpersonal relationships, such as the publicity department, marketing department, administrative department, etc., used to be difficult to use artificial intelligence to quantify their work ability, task load and work performance.

It is actually unfair to judge only from the results of work in a general way. The achievement of some achievements is not due to the strength of the employees themselves, or how effective the work is. It may be luck or other reasons.

Now that artificial intelligence regulation is used, the situation has changed a bit. It is no longer purely result-oriented, but a comprehensive assessment, but the proportion of results is still very large.

Although Ye Shu thinks that result-only theory is not a good thing, it is easy for company employees to deal with problems by unscrupulous means, which may affect the company's image or bring serious negative social impact.

However, after all, the enterprise aims at operating profits, and it is absolutely impossible to completely ignore the results and talk about the process.

That's why there is this kind of slightly balanced assessment and evaluation method. Unless there are employees who have been unlucky all the time, no matter what they try to do, the results often backfire, then there is really no way.

The establishment of the enterprise management system must take care of the majority of people. Although the emergence of individual cases is worthy of sympathy, it is impossible to change the enterprise management system because of individual cases.

Of course, Ye Zishu does not believe that such a management model is perfect, because there is no perfect thing in the world, and there is room for improvement only if there are flaws, and "perfection" means stagnation.

With such an assessment system and management model, not only employees feel physically and mentally relaxed, but even managers feel that their workload is greatly reduced, and they don't have to deal with so many trivial and meaningless things every day.

Let managers have more time to think about departmental development planning issues, so that more senior executives can think about corporate strategic issues, but it will make the company's development better.

Unnecessary busyness will only make everyone involved physically and mentally exhausted, seriously unbalance the ratio of work and output, and make it easy for everyone to get lost in meaningless work and unable to extricate themselves.

Just like he manages so many companies, as long as the tasks are completed step by step according to the established plan, he does not have too many demands on the managers of each company, and he does not need to report everything to him.

In the past, he did this because he had no other choice. He simply couldn't take care of his energy. Now he still doesn't need to worry about everything, and he feels the same as before.

However, as long as he is willing, he can know about the big and small matters of the enterprise. If there is a major problem, he will be reminded by the intelligent management system.

This is still a change made by the internal management of the enterprise. Since the launch of the enterprise talent exchange platform, the flow of personnel across departments and enterprises has become commonplace.

As long as a company is willing to accept a certain employee, and the employee is willing to change jobs, the leader who manages the employee cannot just set up obstacles.

This further enhances the equal relationship between employees and management, so that managers can only demand employees based on the cooperative relationship at work, instead of putting additional pressure on employees.

The advantage of doing this is that truly capable and talented employees don’t have to worry about not having a bright future. If the turnover rate of the department and team managed by the manager is too high, the system will question the ability of the manager, and there will be negative comment.

Bosses like Ye Zishu who can’t keep an eye on the business’s operations at all times are afraid of dirt and dirt in the internal business process of the company, so they attach great importance to the transparency and freedom of business operations.

Because only in this way, many things in the business process will become transparent and open, and it will be difficult to deceive others. Everyone can only do their jobs honestly.

He doesn't know if there was any corruption before, and he hasn't received any similar reports, but after the intelligent management system is launched, it is really difficult to avoid corruption.

On the one hand, the intelligent management system is so intelligent that any unreasonable expenses can be discovered in time, whether it is procurement or business trips. If a reasonable explanation cannot be given, it will be difficult to get out.

Another aspect is to supervise each other. Any operating expenses will be disclosed in the system and subject to the supervision of employees. As long as the report is confirmed to be true, the whistleblower will be rewarded generously.

Reporting is completely anonymous, not to mention being known by the reporter, even the person handling the report will not know who made the report, and the reward is also directly paid by the intelligent management system through the financial system of the headquarters.

Finance personnel also don't know why an employee is awarded an award, and they are not allowed to disclose financial information to anyone not involved.

What's more, the existence of an internal talent exchange platform allows its employees to easily jump out of the department and work in other departments without worrying about being put on the wrong foot.