"Dr. Xu, come! I'll introduce you to a talent!"
As soon as Xu Cong returned to the company, he saw Zhang Yong eagerly dragging a young man to his office.
The young man was wearing a suit, with a pair of delicate gold-rimmed glasses on his thin face, and with a calm expression on his face, he looked like the gentle scum often seen in some TV series.
"Oh, this is..."
Xu Cong looked at the young man brought in by Zhang Yong. To be honest, the young man in front of him felt a little familiar to him.
It's like I've seen it before somewhere.
"This is Jiang Fan, who used to work at Google Huaguo and was the assistant to Li Kaifu, the head of Google Huaguo!"
With an excited smile on his face, Zhang Yong introduced the young man next to Xu Cong.
Jiang Fan!
Listening to Zhang Yong's introduction, all the memories in Xu Cong's mind emerged.
Jiang Fan is a very storyteller in his own way, but his stories are more accident-oriented.
In the original time and space plane, Jiang Fan was also completely discovered by Zhang Yong and became a senior executive of Alibaba Company.
In the end, he even directly served as the company's deputy general manager and was designated as the next successor of the company.
However, the outbreak of certain accidents had a huge impact on its overall reputation, and eventually the other party had to take the blame and resign, and finally slowly disappeared from the public eye.
"Hello, Director Xu, I am Jiang Fan!"
Jiang Fan didn't have any stage fright either. At this time, he slowly came to the desk and politely said hello to Xu Cong.
This greeting made Xu Cong wake up from the depths of his memory.
At this time, he slowly stretched out his hand and said to Jiang Fan: "You are also welcome to join Wanxiang Technology. I believe in your ability, and I believe in Mr. Zhang's vision!"
Regarding Jiang Fan, Xu Cong directly chose to accept him.
Compared with the accidents that occurred in the original plane, the other party is essentially a very capable person.
The company is now on the rise and needs more capable people to contribute to the company. Jiang Fan is obviously a very good talent.
As for the other party's private character, Xu Cong feels that it doesn't matter in the current situation.
What's more, the accidents that occurred on the other side may have deeper hidden secrets.
Jiang Fan joined the company smoothly and became Zhang Yong's deputy to help the company handle the main affairs of the company.
At the same time, Xu Cong also convened several senior executives of the company to conduct an in-depth discussion on the company's current management system.
The current development of the company has been completely on the right track, but the company's system is still the same as when the company was first established. Now that the company is a very comprehensive entity, it is natural to make specialized decisions in the corresponding internal system.
Change.
The senior executives within the company still expressed support for this change in the corresponding position system within the company.
After all, Xu Cong, the boss of the company, spoke up, and many people present had no reason to reject their boss.
In the end, Xu Cong decided to learn from Alibaba’s support system to improve the company’s internal promotion system.
First of all, the company internally divides the corresponding professional title system into two different classifications, one is for corresponding management-type talents, and the other is for professional and technical-level talents.
These are the most important types of talents currently in the company.
First, the corresponding technical talents are specially classified, starting with the corresponding Q letter.
Q1, as an employee who has just joined the company, means an intern employee.
Q2 indicates that the company’s employees are the initial ordinary employees who are officially appointed after passing the company’s internship period.
Q3 is that junior general employees can be directly promoted to mid-level general employees after working for one year, or after completing very important projects at work.
Q4 is a mid-level employee who can be upgraded to the corresponding Q4 level employee after working for three years, or after making important contributions at work. Q4 represents a senior employee.
After Q4 and above, these corresponding grades require corresponding contributions to be rated instead of working years.
Q5 stands for junior engineer.
Q6 represents mid-level engineers.
Q7 represents senior engineer.
Q8 represents experts.
Q9 represents senior experts.
Q10 represents the chief technician.
Levels from Q1 to 10 mean that current professionals have 10 different levels, and the corresponding salaries for these 10 different levels are also different.
For example, the base salary for the lowest Q1 level is only 4,500 yuan, while the base salary for the Q2 level can rise to 6,500 yuan.
But after becoming a corresponding entry-level engineer, the monthly basic salary of Q5 level will directly reach 25,000 yuan.
In addition to corresponding technical personnel, management also has levels, but the level of management is set to start with the letter H.
And compared to Q1 to Q10 starting with Q, the lowest level number of the management this time is H5.
This also means that the current treatment and corresponding status of two different professional titles with the same number are basically the same.
As the most junior manager in the company, H5 is the current project team leader.
H6 is the project manager who coordinates the major project organizations above the supervisor.
H7 represents the corresponding senior project manager in the corresponding entire department.
H8 represents the department directors of each major department currently assigned.
H9 represents the department representative in the current company.
H10 is the highest level among management, including CEO or CFO vice president, a series of top professional titles in the company.
Levels above H8 are basically considered to be senior executives in the current company.
At the same time, such a share can truly confirm the positioning of each employee in the company, and at the same time, it can also allow some employees to have the enthusiasm to climb up.
If the corresponding technicians or managers want to truly improve their level, they must first make a certain contribution to the company.
When you have enough contribution value, there will be a special interview with the company's executives.
After passing the corresponding interview, you can truly improve your level, thereby obtaining higher salary and more power, and your status in the company will gradually increase.
It can be said that Xu Cong now needs to be very active in mobilizing the competitiveness within the company so that the company can have an invincible position in the next competition in the Internet market.
The purpose of reforming the company's professional titles is to give the company a new look and at the same time allow the company's employees to find ways to advance.
As long as this system is fully formulated, the future promotions of employees in the company will have a certain degree of fairness and justice.
The fairness of this system enables all employees to comply with this system.
On the other hand, different levels represent different statuses, as well as different salaries and benefits, and employees who want to obtain higher salaries and benefits need to work hard to upgrade.
In addition to reforming the company's internal professional title system, corresponding reforms are also carried out for the company's internal project teams. The company must support more project teams, and even support multiple project teams to compete.
A project requires multiple project teams to work on, and the project team that does well can get a more generous commission. This is Xu Cong's idea about the reform of the company's project team.
Wolf competition has long been praised by many Internet companies as one of the main ways for companies to maintain lasting vitality.
This method can promote employees in different project teams to have more positive work efficiency, and ultimately reduce the situation of fishing in troubled waters in the company, thereby ensuring the company's internal efficiency.
Xu Cong has carried out drastic reforms in the company this time.
Some regulations that are not in line with the current development of the company will be removed.
At the same time, it also established more formal regulations within the company, thereby promoting rapid progress within the company.
As for the internal reform of the company this time, most of the company's senior management still agree with it. After all, after this job title reform, the salaries of the major executives within the company have still increased to a certain extent.
Although the basic basic salary caused by this change in professional titles is not much different from the original basic salary, an increase in the project business sharing ratio has been deliberately added to the rights of this professional title.
The higher the level, the greater the share ratio of the corresponding project.
According to the company's various executives' rough estimates of the projects they are currently in charge of, if this job title change is truly carried out, their monthly salary will increase by at least 10%.
So after many company executives and executives voted by a show of hands at the same time, the company also carried out in-depth reforms to the company's professional titles.
It is also stipulated that this kind of professional title level will be officially implemented within the company in April this year.
The reason why we chose to popularize professional titles in April is to standardize the company's system before the company recruits new employees.
In April, graduates from major universities have completed their graduation exams, and major Internet companies are also actively carrying out corresponding talent recruitment plans.
In February this year, the employment offices of major universities began to contact Wanxiang Technology, hoping that Wanxiang Technology could recruit some professional graduates at the job fairs of major universities.
Last year, Wanxiang Technology did not receive the attention of many universities because it was just established. After this year's development, Wanxiang Technology has already changed from what it used to be.
Chapter completed!