Military Technology

Striving for perfection, rather than lacking, this is Wu Hao's new requirement for Lin Jianliang and the human resources department in talent recruitment. After the rapid growth in the past few years, the company has developed into a large enterprise with more than 40,000 people and nearly 50,000 people. Of course, there is still a certain gap in scale compared with those giant giants, but it is not a small existence among domestic companies and even world technology companies.

The continuous expansion of the company's scale and the continuous increase of employees naturally brought them some problems. This has also led to management problems, and the expansion of personnel organization has not only failed to improve work efficiency, but has reduced efficiency.

Secondly, the rapid increase of personnel has also added a considerable part of the cost to the company. First of all, it is naturally the cost of employment.

Not to mention anything else, just the salaries and salaries paid to these more than 40,000 people every month have reached a terrifying figure. Based on the average salary of 10,000 yuan per person per month, more than 40,000 people are more than 400 million yuan.

No matter how profitable your company is, you have to pay wages to people every month, which can be said to be a huge expense for a company.

The next step is to expand the scale of personnel, which brings about other operating expenses, which basically cover all aspects, including newly added offices, supporting office facilities, and even meals in the company's restaurant. These odds and zeros add up to a considerable amount.

For a company with normal development and health, these are of course not a problem. But if there is a problem with this company, these expenses will undoubtedly become the last straw that breaks the camel's back.

Therefore, Wu Hao decided to optimize the current company's personnel to improve the utilization rate of internal talents in the company, so that every employee can give full play to his own role. Rather than the rapid expansion of personnel, there are too many personnel, bloated organization, low efficiency and other development problems.

For example, a situation that occurs in many companies is that there are too few people who actually work. Often one person works, four or five or even seven or eight leaders. This is not a joke, but may be a common situation in some companies.

What Wu Hao has to do is to avoid this situation, nip this situation in the bud, and liberate productivity very early. Promote those excellent employees who do practical things, and eliminate those so-called opportunists who do not do practical things and only talk.

As for talent introduction and recruitment, the previous extensive form of large-scale absorption has changed, and it has begun to become a method of striving for excellence and preferring shortages to recruiting and absorbing truly capable and capable talents.

Of course, that doesn't mean they have to slow down their talent acquisition. Although the two are related, they are not directly related. Although there are few capable and capable talents,

But it's not impossible, it's just that it will make recruitment more difficult.

In addition, Wu Hao advocates the strategy of self-cultivation of talents, and strengthens the cultivation and reserve of young talents. Compared with all kinds of outstanding talents who have experienced the workplace, these young talents who have just left school have more prospects for training, and they are much stronger in loyalty and cohesion than those people.

More importantly, the growth of an enterprise must have its own reserve talent training base. You don’t need to be too attached to academic qualifications or the school’s popularity, but really dig out those potential talents from these schools, and then cultivate them to become a solid foundation and driving force for the company’s development.

"Talent snatching has always been the focus of competition among major companies. Today's technology companies are expected to compete for products rather than talents. Good talents can promote better development of companies. Therefore, major companies and even various places They are sparing no effort to attract excellent talents.

So for us, talent strategy is very important. "

Speaking of this, Wu Hao said to Lin Jianliang, "Keep improving and Ningquewulan will raise the threshold and reduce the number of recruits, which will have a certain impact on the current stage, but it will also be very beneficial to us in the long run.

The entry of excellent talents will only enhance the strength of our entire team and the entire company. But if some people who fish in troubled waters are allowed to come in, it will ruin a pot of soup for a mouse dropping.

Good ethos are hard to maintain but very easy to corrupt, can you see what I mean? "

Lin Jianliang nodded when he heard the words, "I understand, but at this stage it will indeed have some impact on our recruitment work and the employment of various departments.

But at present, we are already working hard to overcome difficulties, organizing relevant personnel to go deep into various universities and regions, and carry out talent mining and recruitment work.

In the past, except for Anxi, we mainly concentrated in four first-tier talent gathering cities such as Beijing, Shanghai, Guangzhou and Shenzhen, but now we have changed our strategy and went to some new first-tier central cities and colleges and universities. Such as Shudu, Jiangcheng, Hangzhou, Luzhou, Green Island and so on.

Our school recruitment team has basically never stopped. They always end up in one city and then go to another city, or even go to a city specifically for a college.

Cast the net widely, catch more fish, choose the best and follow it. "

It's a good one to choose the best and follow it. Wu Hao praised the person, so good-looking, and asked Wei Bing, the person in charge of the security department who followed silently on the other side, "Where is your security department?"

"Since the Ministry of Security took over the park, it has conducted multiple rounds of careful inspections of the park, and found a total of 1,871 security vulnerabilities. Among them, we found a total of micro pinholes in some buildings and park infrastructure. There are sixty-five cameras, one hundred and eighty-two wireless recording devices in total, and eleven wireless data ports buried in the pipeline.

Moreover, we also found out a secret passage. "Wei Jun reported to Wu Hao.

Secret passage, this is impossible. Forget about these monitoring and spying devices. These things are relatively hidden and difficult to find. But this secret passage is absolutely impossible, the entire project construction is under our strict monitoring, how could there be a secret passage. Dong Yiming shook his head again and again, a hundred people didn't believe it.

Ha ha, old Dong, don't you get excited, let's listen to what Wei Bing has to say, he can't just aim at something out of thin air. Wu Hao smiled and comforted, then looked at Wei Jun. He was also a little curious. He was not surprised to be able to find out these surveillance spy equipment, but this secret passage was too much.

Wei Bing nodded and said seriously, "That's right, it's a secret passage. We found in the underground pipe network system that a secret door was left behind in the underground pipe network system that had been isolated. This secret door is very hidden and can be accessed from outside the park." Open it and enter our park."

This is impossible!

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